This report discusses the key issues faced in cross cultural management and explores methods to improve cultural diversity and communication within employees. It emphasizes the importance of understanding and appreciating diverse cultures for enhancing productivity and progression.
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Cross Cultural Management
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TABLE OF CONTENT INTRODUCTION..................................................................................3 MAIN BODY...........................................................................................3 Key issues faced in case study.................................................................................................................3 Methods to improve cultural diversity and communication within employees........................................5 CONCLUSION.......................................................................................5 REFERENCES.......................................................................................7
INTRODUCTION Cross cultural management gives platform to employees working in companies to interact withcoordination,understandanddealwithpeoplebelongingtovariousculture.As globalization has increased rapidly in world today, it has become extensively important for employees to develop knowledge and cultural diversity of all regions where business has been expanded in world. This report explains the various issues faced by employees and organization for not exploring cross cultural management , how it affects the various scenarios of working efficiency in company. It further analyses how productivity can be enhanced through cross cultural management, various horizons which needs to be understood by mangers and how all corners can be developed for further progression. MAIN BODY Key issues faced in case study Graham Steinberg, vice president at US Hydro Generation had appointed Brett Jhones for operations of major dam project in Tanzania which was completed satisfactory within the allotted time frame. However there were some issues faced by Jhones which will impact unforeseen repressions for the company’s projects in Tanzania, the key issues which have hindered dynamic growth potentiality in are as follows (Bouranta, Suárez-Barraza and Jaca, 2019). Dam construction often requires huge capital funds and support from local allies which will be needed to moved from their areas due to subsequent flooding and due to low interpersonal skills, and less knowledge of diverse cultures Jhones faced difficulty in keeping these allies. Jhones has less diverse culture appreciation which has demotivtated other employees working under him, and his preference for choosing only African assignments also impacts his less diverse understanding. He has less diverse adaptability towards others cultures and living standards were very less, as an employee of international company he need to develop understanding towards how to inculcate deeper view of various cultures. The lifestyle of Jones was inconsistent and not according to HG culture and he was less interactive with other colleagues which slowed the process of construction and obstructed growth factor extensively (Foster, 2020).
Another issue of working in Tanzani was hiring new employees was mostly done with mouth of word, which explains the interview candidates were selected based on reaching out to relatives and other people who are connected within culture. Although these practices were legal in Tanzaniz. the hiring sources were not reliable enough to select talented employees and the further practical outcomes could not be surely positive. Jhones hiring practices were not ethical as per business environment regulations of HG, as the cultural diversity and practical skills of communication and production are not present in most of the residents. People have less management principles knowledge, functional capabilities and are selected only on basis of Nepotism which hinders the positive growth (Hong, An, Camacho and Jung, 2019). Selecting non effective employees in company not only affects the goodwill and production targets, it comes with various risks which are associated with various parameters. The company has been seeing excessive turnover of employees due to less quality standards and the understanding to cope up with dynamic changes coming in business environment. Choosing non skilled employees lessens their productive growth, lowers their existing skills as the high competitive working ethics are not upto their potentialities. Staffing the operational staff of project is crucial as it is relevantly important to choose determined employees who have diverse working environment knowledge, and leveraging profits with work efficiency is also very important. Tanzania local people face difficulties in adopting the ethical culture of business in which HG is operating its services. The staff needs to have cross cultural management skills and potentiality to leverage and communicate with colleagues with strong interpersonal dynamisms, The project needs to hire employees from various cultures and countries to cultivate strong dynamic workforce, who are working with experience and their working skills are also competent with the changing force of world scenario (Berry and Dasen,2019). Another issue faced in project completion was flat organization culture where there was no proper heirerchies responsible for all management functions, employees face difficulty in working when the leadership is not effective and non cooperative. The project structure must built innovative business organization with clear diameters of responsibility allocations so that it willreduceconfusionamongemployeesandthevariousrolestheyareassignedto. Implementing coordination in the teams will highly improve their functional productivity and make them leveraged productive cycle with cost effective usage of resources. Jones needs to be
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responsive and work with advanced management principles, with detailed procedures of hiring and selection which will enable company to get in reach wit talented people. Methods to improve cultural diversity and communication within employees Jones working ethics need to cultivate necessary elements of choosing only talented and diverse skilled employees in workforce of project, which will help company to maintain turnover the least and resource high quality teams. The organization models must be adaptive to work in dynamic culture with integration of all practical skills must be encouraged with training of employees. Traininganddevelopmentopportunitiesprovidedtoemployeestoreachhighstandards performance in completion of project will devlop their horizons and motivate them to be retained in company for longer periods. Jones needs to invest time and energy in enhancing the horizons of employees mind and creativity by giving them equal platforms to show ideas and talents. Another change which needs to be integrated within working culture of company for gaining high profitable revenues and successfully completing project is building proper management chain of command which explains employees reporting circle. An innovative business cycle will help company to gain high end profitable goals and determine profitable margins in future which will build strong goodwill in market share. Another horizon which needs to be built within employees is importance of cross cultural management which can be given through brainstorming sessions and ideas sharing among each other, which will motivate them to bring more synergy of output CONCLUSION The report can be concluded with explanation that cross cultural management is highly important for company in dynamic business world to integrate long term goodwill. It will leverage more innovation and creativity within company in project completion, which will overall enhance their commitment towards company and make them more responsible towards work ethics.The report also concludes models of leadership shall be modified within time and
there must be free flow discussion among all teams which will make them more productive and also enhance their working styles (Ren,2019).
REFERENCES Books and journals Bouranta, N.,Suárez-Barraza, M. F. and Jaca, C., 2019. The key factors of total quality management in the service sector: A cross-cultural study.Benchmarking: An International Journal. Foster, M. L., 2020.Peace and war: Cross-cultural perspectives. Routledge. Hong, M., An, S.,Camacho, D. and Jung, J. J., 2019. Cross-cultural contextualisation for recommender systems.Journal of Ambient Intelligence and Humanized Computing, pp.1-12. Berry, J. W. and Dasen, P. R. eds., 2019.Culture and cognition: Readings in cross-cultural psychology. Routledge. Ren, X., 2019. Consensus in factors affecting landscape preference: A case study based on a cross-cultural comparison.Journal of environmental management.252. p.109622.