Cross Cultural Management

This report explores the concept of cross-cultural management and its impact on society and organizations. It includes a case study analysis of Hydro Generation (HG) in Tanzania, focusing on topics such as national culture, communication and negotiation, organization structure, and leadership.

Cross Cultural
Management

Table of Contents
Introduction......................................................................................................................................3
Summative Assessment...................................................................................................................3
Reflective Report.............................................................................................................................4
Conclusion.......................................................................................................................................5
REFERENCES................................................................................................................................6
Introduction
Cross-cultural management know as the study of the impact of which effect the society in
the positive as well as negative way (Fischer 2019). Mainly this occur when the manager
oversees the staff which belong to the different culture or nation. In order to have effective cross-
cultural management this is essential to have manager should possess the knowledge regarding
the culture, preferences and practices of team members. This report is bases upon the Hydro

Generation (HG) which is US based organisation and is working on dam project in Tanzanian.
This report includes five topics which have been identified within the case study along with
reflective analysis.
Summative Assessment
National culture: This have set of behaviours, norms and values which are responsible
for making culture which reflects the characteristics of the country. This also comprises of the
specific elements such as ethnic, language, religion, cultural history & its traditions and various
others. Every nation have their own set of culture which are followed by the citizen of the
company. In the context of HG as they are building the dam in the Tanzania which is consider as
unethical for the company. As his will effect the bio diversity and it will harm the natural
environment of the country. The HG is focusing on improving the living standard of the people
as this help them to live the better life in future. Jones seems eager to accommodate Tanzanian
way for carrying out their business but this is not an appropriate method as it is a big project and
employees working on it belong to different culture. The culture can be study and evaluate by
doing proper research and understand the current positioning of the people.
Communication & Negotiation: The official language of Tanzania is Swahili but
English is spoken by many people (Hu 2019). This make the communication more effective and
easy which help them to make more profit. However Jones is American and he is well aware
about the English and their culture of Tanzania. Along with this it help Jones in negotiation with
the government authorities and the people of the country. The main purpose behind the
negotiating has get clearance for making dams and hiring the customs officers as it will be easier
for having the import clearances.
Organisation structure: This help the firm like HG to have hierarchy in making
decision and allow them to take effective decision which is essential for development and
growth. In the case of the flat structure there will be complexities and which denotes minimum
number of complexities as staff can directly report to seniors and appropriate guidance. There
this is essential for HG to have matrix organisation structure which help in making more decision
precisely so that firm can make more profit (Kemppainen and Holden 2019). The local people of
Tanzania and the government thinks that the company is not organised and there is no one who is
accountable for the decision.

Leadership: This essential part in the communication and negotiation for the company as
the leaders are responsible for the guidances and responsible for taking effective decision for the
company. Here, Jones can make use of situational leadership which is denoted by adaptive style.
It denotes that leader of HG can alter their working style so that every situation can be analysed
as well as handled in an appropriate manner so that dam can be built. The firm is offering new
job opportunities to the local people of the nation as which will improve their living standard for
the people. There will be greater impact of good leaders as the people will listen and follow the
footstep of the company.
Reflective Report
Through examining the whole scenario, this have been analysed that there are few main
problems that have to be communicate through Jones or other who is liable for operations. All
person has various values as well as conception as per the areas that they belongs from.
Likewise, every entities have different manner where it may perform its practices as well as
while providing its services it required to change its whole working style (Khan and Ebner
2019). It was an initial problem that was faced through HG as Jones adopted to utilise the ways
of Tanzania but it will develop a huge affect upon the culture of firm as both will deviate one
another. This is axiomatic that, it will drives unforeseen repercussions.
The another problem that I felt that was occurred while executing this particular dam
projects into Tanzania was the cultural barrier as the permission was taken from the respective
country government in order to build dam but few types of tribal problems that occurs. As 2
social group were living near by the areas as well as proclaimed that it is their home. It was a big
problems to solve this, Jones paid £ 7500 top them but he was not there into customs then this
was said that ceremony is not accomplished. For instance, another investment was done of
approx £ 10, 000. It was considered as the money wastage. Beside this, few another method may
be undertaken by which issues may be solved. This might also drives to go against Tanzania's
Christians as well as Muslims as major population is of this. Rather than negotiation additional
amount was spent as it was not at all needed.
So, Jones feels that attention have to be drawn towards it self rather things should be
gathered as well as culture required to be respected (Ramirez Marin 2019). I also felt that in case
an opportunity is provided then this will be obtained instead of thinking for pessimistic impact. I
thought that activities that is being comply through Jones to hire their residents is effective as it

will motivate them and will render an option of employment. But it is not sufficient, in case
person so not competent to opt that work atmosphere. It is represented through structure of firm
that prevail their. Moreover, it may be understood through an example, such as HG is utilising
the flat structure of get benefits like by this decision may be formulated in faster manner as well
as this become simple to perform its operations. But according to Tanzania's residents, it is not
effective method. It feel that it act as stronger reasons for staff turnover. Moreover, it also
lacking in communication skills by which locals may be used through HG by which it can
enhance their morale of its staff as well as motivate them to deliver its services in effective and
efficacious way.
Conclusion
From the above discussed report it has been concluded that, working within a cross
cultural environment it is necessary to have effective management who can formulate decisions
quickly so that in any kind of situations things can be handled in a smooth manner. Beside this ,
the culture of the nation and employees of the firm develop the mindset and impact the working
environment of the firm. Hence this is essential for the company like HG to have effective
communication and negotiation skills to as this aid in handling the situation in a well define
manner.
REFERENCES
Books and Journals
Fischer, R., Karl, J.A. and Fischer, M.V., 2019. Norms Across Cultures: A Cross-Cultural Meta-
Analysis of Norms Effects in the Theory of Planned Behavior. Journal of Cross-
Cultural Psychology, 50(10), pp.1112-1126.

Hu, S., Liu, H., Zhang, S. and Wang, G., 2019. Proactive personality and cross-cultural
adjustment: Roles of social media usage and cultural intelligence. International Journal
of Intercultural Relations, 74, pp.42-57.
Kemppainen, R.P. and Holden, N.J., 2019. Intertwining the individual and organisational
experience: asymmetries of cross-cultural knowledge sharing, networking and
learning. European Journal of International Management (EJIM), 14(1), pp.92-117.
Khan, M.A. and Ebner, N. eds., 2019. The Palgrave Handbook of Cross-Cultural Business
Negotiation. Springer International Publishing.
Ramirez Marin, J., Olekalns, M. and Adair, W., 2019. Normatively Speaking: Do Cultural
Norms Influence Negotiation, Conflict Management, and
Communication?. Negotiation and Conflict Management Research, 12(2), pp.146-160.
Ratnesh, M., Ali, A. and Sinha, A.R., 2019. Determinants of work-life balance: A cross-cultural
review of selected Asian countries. Space and Culture, India, 7(1), pp.223-239.