Cross Cultural Management

Cross Cultural
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Organisation culture.................................................................................................................1
Leadership style.........................................................................................................................3
Human resource management and motivation......................................................................4
Reflection...................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Cross cultural management is defined as a analysis of management in cross cultural
terms. It generally consists of influences of societal culture on management as well as managers
and analysis of cultural orientations of managers and organisation members. Cross cultural
management generally means work as well as performance are performed to examine individual
to communicate to professionals of various backgrounds effectively (Moore and Mahadevan,
2020). It generally consists of analysis of influencing of social culture on management as well as
managers in business companies to practices business tasks. This report is based on cross cultural
management in which challenges and obstacles in terms of organisation culture and other issues
are discussed. As according to case study of Brett Jones, Tanzania, it carries various business
practices which are carrying up through its operations in sustained manner. This report includes
organisation culture, leadership style and HRM & motivation along with its conclusion.
MAIN BODY
Organisation culture
Problems which have been discussed in Brett Jones, Tanzania case study are:
 Country is facing lack of positive organisation culture for effective working of
employees.
 Country is using mode of English language only for carrying their operations.
As per the viewpoint of Carter Mc Namara, 2019, organisational culture is defined as a
personality of business companies. Organisational culture includes various values, beliefs,
various artefacts and norms of company's employees and their behaviours. Organisational culture
is difficult to express but it could be felt by seeing its management, values and beliefs of
companies. As various employees in companies could be seen as a system of companies.
Organisational culture provides help to companies to accomplish its required objectives
smoothly. It influences methods of employees by which employees interact with different
employees (Långstedt, 2018). As when workplace culture is aligned through company’s
employees they are more likely for having comfortable, valued as well supported. Businesses
which privatise culture could also have weather crucial situations along with changes in business
surroundings. Organisation culture of business is said to be a key advantage when it comes for
attracting talent as well as perfroming out competition in corporate markets. Organisational
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culture of companies represents assumptions, values as well as beliefs of workers and team
members in companies. Corporate culture of various companies could be influenced by kind of
traditional facts, strategy facts, product types of employees and technology used along with
management style of companies. It basically consists of companies 's expectation and its various
values. Organisational is generally based on beliefs and shared values of employees that creates
strong and builds a strong influence on staff in companies and address employees as well as
workers how to carry themselves, perform, act work in companies. Every company in business
world maintains and create their culture that provides them directions, behaviours and guidelines
of staff members in companies that consists decision making and creating personality of
employees. There is a shared knowledge between team members and employees for improving
their mutual trust along with cooperation for having high performance. Organisational culture
benefits in providing a sense of identification of different cultural factors along with having
hierarchy in decision making for performing their operations in terms of accomplishing goals
and objectives.
In terms of case study of Brett Jones, Tanzania, as challenge which is being faced in this
case study is scarcity of organisational culture in Tanzania. As staff members as well as workers
of Tanzania have their own values and beliefs. Organisational culture of Tanzania is based on
Christianity religion in their workplace and most of individuals were facing barriers of language
as Jones analysed that organisational culture of HG and evaluated that employees have their own
values and beliefs with their old belief and through their assumptions. Models as well as theories
that could be implemented and applied to solve issue of organisational culture in case study is
approach of structural stability as well as integrating model in which stability between staff
members could be enhanced (Guttormsen, 2018). Various integration tools related to behaving
through other employees which could be enhanced to have efficiency in their company. And for
that few of recommendations that could be provided that organisational culture of Tanzania,
should be enhanced in terms of religion, beliefs and languages. There should be visible artifacts
which should be implemented and applied in their workplace for having better understanding in
order to have high performance of companies and its staff members. Individuals of Tanzania and
HG members should uses various policies and integrated techniques and work in teams so that
organisational culture could be enhanced to have high performance in effective manner (Rezaei,
Jafari-Sadeghi and Bresciani, 2020).
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