Cross Cultural Management

This report explores the concept of cross cultural management and its impact on organizations. It discusses the challenges faced in managing people from different cultures and provides strategies for effective management. The report also includes a reflective report on a case study in Tanzania, highlighting the cultural issues faced by the organization and the strategies employed to overcome them.

Cross cultural management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
1. Podcast and script....................................................................................................................3
2. Reflective report.......................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The cross cultural management refers to the managing and maintaining the people which
is belong to different cultures of the world. When the employees and the group of the people are
from different culture and countries which determines the cross culture management. This report
determine the organisation culture of the HG in which the business is setup in Tanzania which is
different from their culture and country. It includes the motivation theory which helps manage
the working of the business. There is also the reflective essay on the story of Tanzania.
1. Podcast and script.
Mc Gregors X and Y Theory is the theory of motivation and management of the persons
activities in the organisation. This theory determine the behaviour of the human in the
organisation. X theory determine the negative behaviour and y theory determine the positive
behaviour of the person. In the X theory the work is not like by the people they make efforts to
avoid the work and responsibilities. HG is facing the problem of communication in their business
so the manager applied theory of X and Y to motivates the employees and controls their
activities towards proper completion of task. By using the theory of X it helps to controls and
punish the employees if they showing any kind of avoidance towards the works. Steinberg
supervise the Jones performance and controls the barrier of communication is controlled by the
Jones. According to Y theory the employees will uses self directions and self controls to achieve
the overall objectives of task (Thomas and Peterson, 2016). Employees have the ability and
capability to make the effective and innovative decisions in their workings.
In the case study Steinberg helps the Jones by organising the recruitment and selection
process in their business so it gives help to the Jones in making the task more effectively with
more than one employees in the task. The major issues of the HG is there is only one employees
who is handling all the functions. As per the Y Theory of motivation Steinberg motivates the
Jones by satisfying their social, personal and esteem needs. The manger of the HG makes the
effective and efficient working environment by employing the new and skilled workers in the
business of dam construction. Cultural issues is also affects the smooth working of the
organisation. Because of the different culture of the Tanzania it creates the problems in the
culture of the organisation like manager will not focused because different culture have different
languages and it creates the problems in communicating with others (Thomas, 2015). The
manager starts the training and development activities so that the employees could understand

the new language and provides the proper motivation to them so they works to achieve the
growth and success of the business. If the organisation wants the fast growth then they have to
use the X and Y theory of motivation. In the process of decision making the involvement of the
employees makes them confident and feels that they are important for the company.
The effective involvement of employees in the decision-making process of constructing
dam gives better results. My making efforts to organise the effective working environment of
the HG the working of the employees are also influenced. To minimize the problems of
communication and different cultures in Tanzania the manager have to hire the new people in the
working of the dam projects (Bird and Mendenhall, 2016). The new candidates have effective
skills and talent so that they will make efforts to control the barriers of different communication
and helps in achieving the support of the local people and authorities of Tanzania. In convincing
the people of the Tanzania there is need to motivated the employees first because if they are not
motivated it is not possible to complete the task on time. Controlling the functioning of the Jones
by the Steinberg makes sure that they are in right direction to complete the projects of
constructing the dam. With the help of the Y theory the Steinberg makes the research identify
that contribution of Jones in the dam project are effective or not. The proper identification of the
Jones activity they makes changes if there is any need of changes in the activities of the Jones
and tell to improve them in the accurate completion of the task.
2. Reflective report.
This report determine the reflection of the Tanzania story which includes variety of
functions done by the Brett Jones to achieve the success and growth of the dam projects.
According to our study on this story we evaluated that Brett Jones who is appointed by the
Graham Steinberg as the manager of the dam construction in Tanzania. He faces lots of
challenges in accomplishment of the project. We can say that because of the different culture of
Tanzania the HG organisation he have to face lots of difficulties in settlement of the business.
We learned from this story that because of different culture, language and environment problem
the effective culture of the HG is also influenced (Tjosvold, 2017). We determine that Jones was
hire at the position of the specialist of the project liaison. As we have learned that for the
completion of project HG given three task to the Jones such as to gain the support of the local
authorities of Tanzania and villagers also on the site of construction. Second is setting the office
in Tanzania and make effective plan to hire the skilled person which helps in clearing the goods

and services from the customs, to secure the permission on immigration for foreigners who is
attached to the project.
And the last task which is allocated to Jones is to provide the help to engineers so that
they get settled in Tanzania and feel comfortable while working in Tanzania. We can say that
Jones have the responsibility to establish the structure of operations so the problem of manager is
reduce such as obtaining licences, telephones and utilities are installing, identifying the people of
the Tanzania who needs the job. The main thing we determine from this story is that there is
need of lots of money in the construction of dam in Tanzania so HG manage the lots of money.
To select the Jones as a manager of the HG because he have effective knowledge of economy,
politics and culture of the country (French, 2015). We have learned that some of the people of
Tanzania speak Swahili which is the official language of Tanzania and some people speak
English so there is the communication barrier in working in Tanzania so HG invest in effective
and efficient training is given to the Jones so that they could understand the language of the
Tanzania easily and communicate with the villager easily. If the communication between the
villager and the manger of the HG is done easily then they could convinced them in building the
dam easily. We can say that because of the different communities like 61% people are Christian
and 35% people muslins so there way thinking and behaving is also different and creates the
problem for the business of HG (Reiche, and et.al., 2016). As we think that by using the X and Y
theory of motivation in the business HG then it will motivates the Jones in their working by
helping to gain the support of the local people of Tanzania because of the different behaviour of
different communities living in Tanzania. In the construction of the dam in Tanzania we
evaluated that the local people should not support the HG and they make lots of efforts to
achieve the support of the villagers.
According to us the story of Tanzania is states that how the Brett Jones convinced the
villagers for building the dam to achieve the successful growth of business. We have experience
that the issue of tribal rituals also affected the efficient construction of job. As we analysis that
the motivation theory of X and Y encourage and inspire Jones so by satisfying the personal and
social needs and wants (Stahl, and et.al., 2017). The manger of the HG motivates their
employees by helping them in their work so that the objectives of the successful completion of
the dam is done. According to us Jones is very dedicated in their work and so the Steinberg have
to appoint the employees in the construction of dam in Tanzania for improving the work of the

Jones. HG organisation uses both the X theory and Y theory of motivation to make so that the
employees are focused in their work and make effective efforts to get the success and growth of
business (Ramsey and Lorenz, 2016). We can say that both the theories are important for
fulfilment of task in the different countries and it encourages the people so that they will works
in proper direction and supervision by fulfilling their personal, social and esteem needs of life.
CONCLUSION
From the above study it can be concluded that motivation is needed for the achievement
of goals and objectives of business to the employees. Proper motivation makes the employees
focused and try to improve their performance for the accomplishment of task. Motivated
employees works with their full efficiency and moves the business towards the growth in the
future.

REFERENCES
Books and journals:
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business. 51(1). pp.115-126.
French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.
Ramsey, J.R. and Lorenz, M.P., 2016. Exploring the impact of cross-cultural management
education on cultural intelligence, student satisfaction, and commitment. Academy of
Management Learning & Education. 15(1). pp.79-99.
Reiche, B.S., and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Stahl, G.K., nd et.al., 2017. The upside of cultural differences: Towards a more balanced
treatment of culture in cross-cultural management research. Cross Cultural & Strategic
Management. 24(1). pp.2-12.
Thomas, D.C. and Peterson, M.F., 2016. Cross-cultural management: Essential concepts. Sage
Publications.
Thomas, D.C., 2015. Cultural intelligence. Wiley Encyclopedia of Management, pp.1-3.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.