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Cross–Cultural Management in Organizations

   

Added on  2019-11-20

15 Pages4637 Words143 Views
Cross –Cultural Management in OrganizationsCulture and Managerial ImplicationsStudent Name:Student ID:University:Date:1

Cross –Cultural Management in OrganizationsExecutive SummaryThis project report intends to focus on the cross cultural workforce similarities anddifferences that are experienced in multinational global companies. All the global companiesrecruit from various different countries due to lack of skilled employees in their own country.Since people from any country can be recruited and their individual culture practices varyextensively it is quite obvious that it is challenging to manage all the employees effectively.There can be many differences in terms of working timings, nature of work, behavior etc. tomention a few. It is quite challenging for the managers to manage such diverse employeestrength with various cultural backgrounds.For the study of the similarities and differences between various employee cultureswe have chosen the United States and China in this report. The employees from United Statestake more individual decisions, are often aggressive and very fast in decision making process.There is more freedom of speech and there are intense debates to make the decision makingprocess faster in United States. In United States employees are encouraged to speak up moreopenly so that conflicts are resolved very quickly. The employees from China want to build agreat and strong relationship first before they enter into the decision making process. TheChinese people try building teams first and give utmost importance to team bonding and thentake a collective decision. This often makes the decision making process slower and lessaggressive. The Chinese managers usually do not encourage discussing the conflicts directlyin order to avoid hurting individual’s feeling, thus taking several rounds of discussion forsolving conflict of interest. 2

Cross –Cultural Management in OrganizationsContentsExecutive Summary...................................................................................................................2Introduction................................................................................................................................4The Concept of Cross – Cultural Management (CCM).............................................................5Assessment of Similarities in Managerial processes and Organizational Culture.....................5Assessment of Differences in Managerial processes and Organizational Culture.....................71.Individualism versus Group Orientation.........................................................................72.Communications.............................................................................................................83.Decision Making.............................................................................................................84.Superior – Subordinate Relationships.............................................................................95.Managing Teams...........................................................................................................10Conclusion................................................................................................................................11References................................................................................................................................133

Cross –Cultural Management in OrganizationsIntroductionAs business now – a – days operate globally and is a growing trend in global markets.Due to high level of competition in global markets, it is a major concern for most of thebusinesses to acquire and retain the skilled, talented and experienced human resources. Thus,there is a growing demand of outsourcing human resources and effectively adjust theshortage gap in the human capital (Bresciani and Comi, 2017). Also, global operation ofcompanies has led to the requirement of hiring foreign employees or workforce from variouscountries and locations, different cultural backgrounds and origins etc. Managing a diverseworkforce is one of the biggest challenges faced by the managers in every organization.Managers in every organization have to timely address the raising problems on culturaldifferences as well as address the concerns on how the managers communicate their decisionseffectively that focus on equal benefits to both the organization and the human resources. Theexpansion and shift of business from local to international or global markets help themanagers to gain an in – depth understanding of the significance of cultural diversity in theworkplace, specifically in the management of human resource that mainly deal with diverseset of employees at each level of organization (Bresciani and Comi, 2017).International working teams are found commonly in most of the businesses thesedays. Companies interact with members of different national cultures and develop a strongbusiness relationship bond with them. This also includes their customers, business partners aswell as employees. Managers work is highly influenced by the creation of global economicsand thus the need to manage issues of communication and controlling in multi – nationalcompanies of multi – cultural environment is a significant interest now. Managers, these dayshave gone through unending competitive challenges in employee management of differentcultural nationalities and orientations, considering the basic human psychology of respondingto crucial situations culturally (Hopkins and Scott, 2016). Thus, understanding the concept ofcross – cultural management is very important for all the managers in globally operatingbusinesses. The main aim of this report is to assess the similarities as well as differences ofmanagerial processes and organizational culture in diverse workforce or cross – culturalenvironment and understand the wide range of issues faced by managers as well asorganization in such a cross – cultural working environment. The wide range of issuescovered in the report include - Individualism versus Group Orientation, Communications,Decision Making, Autocratic versus Delegate Leadership, Superior – SubordinateRelationships and Managing Teams. Also, in order to discuss these concepts of4

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