Cross Cultural Management Report: Hofstede, Trompenars, and Indonesia

This report delves into cross-cultural management, specifically comparing Australia, New Zealand, and Indonesia. It explores the application of national culture models like Hofstede and Trompenars to prepare individuals for overseas assignments in Indonesia. The report examines the advantages and disadvantages of culturally diverse groups, emphasizing the importance of effective communication and knowledge management in fostering strong working relationships. It also provides recommendations for building these relationships, highlighting the significance of communication skills, behavioral leadership styles, and motivational strategies in a cross-cultural context. The conclusion summarizes key findings and emphasizes the importance of understanding cultural differences for successful international business practices.

Running head: CROSS CULTURAL MANAGEMENT
Cross Cultural Management
Name of the Student
Name of the University
Author’s Note

1CROSS CULTURAL MANAGEMENT
Executive Summary
This current report has focused on the cross cultural management of two different countries
which includes Australia and New Zealand with Indonesia. The study includes the popular
models of national cultures such as Hofstede and Trompenars along with preparing the
individuals from Australia and New Zealand for assigning the assignment in Indonesia for better
outcome. It also includes certain advantages and disadvantages of culturally diverse groups along
with the situation which is required to be managed. The cross cultural behaviour are required to
be included that mainly helps in building effective working relationship between two countries.

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Table of Contents
Introduction......................................................................................................................................3
Answer to question 1.......................................................................................................................3
Answer to question 2.......................................................................................................................4
Answer to question 3.......................................................................................................................6
Recommendation.............................................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

3CROSS CULTURAL MANAGEMENT
Introduction
Cross cultural management is vital for an organisation as it includes the management
process of different countries along with considering their aspects of society and trends that are
associated with the business. The multicultural team that is present in a specific country includes
the differences of the cultures and practices along with practices that points out the experiences
of the team members. In this study, Australia and New Zealand has been considered as they are
doing business with the other country that is Indonesia. The identification of cross cultural
behaviour is required to be implemented for effective working relationship with other countries.
Answer to question 1
Different models of national cultures are included which includes the completion of the
overseas assignments. The national cultures that helps in implementation of the popular models
such as Hofstede and Trompenars that assist in preparation an individual for working in different
countries. The insights of Hofstede points out the collective mental programming of human
beings that helps in differentiating between one groups to another group of people. According to
Bird and Mendenhall (2016) this is the particular program that mainly influences the overall
patter of thinking that would be attached with different aspects of life. People from Australia and
New Zealand is required to follow this particular model that would be beneficial for better
considering the differences between the individuals. The increasing rate of trade with Indonesia
has increased which would require certain management that would be beneficial for maintaining
the cultural differences with the distances that is required to be measured (Johnson and Cullen
2017). It can be seen that Indonesia is the country that consist of more than 17000 islands and is
the largest nation for Muslims. It can also be seen that the country has reported their overall
growth in their GDP by more than 5 % which is a significant increase for the country.

4CROSS CULTURAL MANAGEMENT
In the terms of unity and diversity, people of Australia and New Zealand are required to
adopt the principle and techniques that are associated with the people of Indonesia for better
outcome of the process (Stahl et al. 2017). The country is rich in minerals, natural gas and other
natural resources which is directly associated with the climatic condition of the country for better
benefits for the outcomes. Indonesia is the country here the population is more than 230 million
and considered as one of the most populous country in the whole world. The law of the big
numbers includes the effective cross cultures that helps the people of other country to adopt their
cultures in an effective and efficient way. Trompenars is another model that mainly deals with
communication that is cross cultural in nature which are generally applied to the general business
between along with management of the business firms. This particular model has different
dimensions that deals with human beings along with time and environment that are associated
with the business (Luo 2016). The people of Indonesia are more into Asian cultures and the
people of Australia and New Zealand are required to adopt the quality and requirements of the
country for working in the foreign countries. These are the two models by which the people from
Australia and New Zealand would prepare for overseas assignments in Indonesia.
Answer to question 2
The management of knowledge is required to be included in the overall experience of the
working behaviour that points out the effective situation analysis between the two countries.
Communication plays an important role in the overall process of work cultures in different
countries as both of the countries are quite connected during their business purposes (Ahammad
et al. 2016). Cross cultures has different advantages and disadvantages or pros and cons that
might be affect by the overall situation of the process. Different individual has different type of
working behaviour which are required to be initiated by the overall process of knowledge

5CROSS CULTURAL MANAGEMENT
management. The following are the pros and cons of the cross cultures which has been
mentioned below.
Advantages – The advantages of the cross cultures includes the innovation which is
helpful for both of the business in their normal course of operation. Increase in the overall
innovation generally results in effective diversity for the cultural correlated experience for better
outcome of the business (Stahl and Tung 2015). Diversity has also been proven in the cross
culture diversity that requires certain better solution for working in different country. Australia
and New Zealand are required to include the innovative idea from Indonesia for working in that
particular country. The connection between the community results in greater cultural perspective
that helps in increasing the overall possibility of understanding for more diverse audiences
(Moore 2015). The selling of products and services also helps in increasing the cultural diversity
with more diverse audiences in their normal course of business.
Disadvantages – The disadvantages includes the effective workplace that mainly lags of
cultural diversity which includes the acceptance of cultural of different country. Australia and
New Zealand are doing business with Indonesia which includes the effective hiring of the
diversity that includes the potential factors that would be beneficial for the company (Kim and
Ritchie 2014). It points out the growth and development of both of the country but gradual
attraction and retention in the cultural diversified workplace utilises the resources which might
lead to deficiency for both of the countries (Groves, Feyerherm and Gu 2015). The cons of cross
cultural diversity has been well researched that has reached its overall community the trust has
been decreased between the cultural groups that has lose their trust which includes the overall
phenomenon. It means that the people with same cultural diversity mainly less likely to trust with
more diversity that has been present in the current period.

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Answer to question 3
Building of effective working relationship for both New Zealand and Australia requires
some of the methods of communication which is required to be implemented in the overall
method of cross cultural management. The people of Australia and New Zealand would like to
use the oral communication such as certain common language that is spoken by the people for
both of the countries (Mittal 2015). It is effective in both presenting the sales and performing
evaluation of employees in normal business behaviour. Communication skills that are written
also helps in building of effective working relationship for presenting the effective
communication to most of the people. In addition to this, behavioural leadership style is required
to be implemented as they mainly focuses on the study of behaviour that are specific in nature of
certain leaders.
The real market potential are identified with certain condition in manner along with
responding the special stimuli. The appropriate behaviour style includes the possibility that are
provided in certain situations (Putranto, Gustomo and Ghazali 2015). The motivation in cross
cultural behaviour includes different perspective that helps in improving the effectiveness of
management and companies for facing certain challenges in overall process of human resource
management. It is generally considered as it helps in solving certain problems that is mainly
caused by cross cultural factors along with mobilising the enthusiasm and initiative of the
appointed employees. Power supplies points the factors of incentives that would be pointed by
the relationship between the employees and managers (Madsen and Scribner 2017). Diversity
has also been proven in the cross culture diversity that requires certain better solution for
working in different country. The long term orientation is included in the overall process of cross
cultural activity which provides support in overall job securities of both of the countries.

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Recommendation
From the above study, it can be recommended that the cross cultural activity is effective
in most of the relationship in between both of the countries. Training and development along
with cultural difference has been associated with national cultures that helps in managing the
knowledge. The working behaviour is to be accepted for better cross cultural activity that would
be communicated with other sources of management. The behaviour leadership style is required
to be followed which mainly deals with behaviour of certain individuals.
Conclusion
From the above study, it can be concluded that cross cultural helps in managing the
knowledge that has been gained from both of the countries that is Australia and New Zealand
with Indonesia. Managing of the people of another country includes the effective practice of the
management that would be beneficial for both of the countries in several aspects. Different
models have been introduced in this study which points out the diverse group of people and
situation that are to be managed. The model has different dimensions that deals with human
beings along with time and environment that are associated with the business. It also includes the
effective communication that would be beneficial for the company for both of the countries that
might be affected in their normal course of business. The attractive to cultural diversified people
points out the reflection that might hamper the overall business between both of the countries
along with maintaining the overall possibility of indicating the culturally diversified cultures.

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References
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border acquisition performance: The impact of cultural distance and employee
retention. International business review, 25(1), pp.66-75.
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.
Groves, K.S., Feyerherm, A. and Gu, M., 2015. Examining cultural intelligence and cross-
cultural negotiation effectiveness. Journal of Management Education, 39(2), pp.209-243.
Johnson, J.L. and Cullen, J.B., 2017. Trust in cross‐cultural relationships. The Blackwell
Handbook of Cross‐Cultural Management, pp.335-360.
Kim, J.H. and Ritchie, J.B., 2014. Cross-cultural validation of a memorable tourism experience
scale (MTES). Journal of Travel Research, 53(3), pp.323-335.
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& Strategic Management, 23(1), pp.29-41.
Madsen, S.R. and Scribner, R.T., 2017. A perspective on gender in management: the need for
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Strategic Management, 24(2), pp.231-250.
Mittal, R., 2015. Charismatic and transformational leadership styles: A cross-cultural
perspective. International Journal of Business and Management, 10(3), p.26.
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diversity and cross-cultural management. The International Journal of Human Resource
Management, 26(2), pp.216-230.
Putranto, N.A.R., Gustomo, A. and Ghazali, A., 2015. Analysis of cross cultural management
course pedagogy methods in developing students’ cultural intelligence. Procedia-Social and
Behavioral Sciences, 169, pp.354-362.

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business studies: The need for positive cross-cultural scholarship. Journal of International
Business Studies, 46(4), pp.391-414.
Stahl, G.K., Miska, C., Lee, H.J. and De Luque, M.S., 2017. The upside of cultural differences:
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