Cross Culture Management

This report discusses the challenges faced by a new manager in a cross-cultural setting and explores communication and negotiation theories to improve the situation. It also includes a reflective essay on handling similar situations in the future.

Cross Culture Management

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Podcast and Script.......................................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCE...................................................................................................................................8

INTRODUCTION
Script is to write or narrate about the particular topic which depicts the overall story
related to task. Report is the writing of something which has been observed, done, heard or
investigated. It can include the informative knowledge.
The above report includes the podcast and report about the new manager Brett Jones who
was appointed at the Hydro Generation company (HG) for completing the dam project at the
Tanzania. The various issued which is being faced by the manager while conducting its duty
their for completing the project. How it can be solved or improved by various communication
and negotiation theory so that it could be better for the company. Further the report includes the
reflective essay which describes the situation which can be handled by individual in future.
MAIN BODY
Podcast and Script
For a development of a dam Project at Tanzania new manager named Brett Jones was
appointee as for the completion of the project. The project is carried out at a far of place than
their local office at US. There were many issued faced by the Brett Jones some are as Tanzania
have a different culture than their local workplace and working in a different culture is a major
issue faced by Brett Jones that have affected a performance of the work(Caprar and et.al., 2015).
The main of the Jones was to hire the people but Jonas was unaware of the culture and language
which can be used to define the cultural differences which can be used to evaluate the cultural
gap between the Jones and locals at Tanzania. Jones is an introvert kind of person who does not
like to interact with the locals the cultural; gap was the major problem related to the set-up and
the development of the work the initial stage was a major problem.
Reflective Essay-
The different theories which was above mentioned can be utilised within the organization
in very effective way. So that the company can have a organized structure for the operational
activities. The theory can be applied in different way that most probably the skilled and talent
employees must be recruited in the HG so that they can be fruitful for the growth of the company

and can get through different strategies and measures for that. Company can follow the ethical
consideration within their company so that they could recruit the people from local area so that
they can reduce costing for that. For this the company had to increase their communication with
the employees and must allow the skilled people to work with their company so that company
can complete their project within the specified time period(Neal, 2016). It can be more useful for
companies as they have an skilled employees company can perform its activities among the
different countries also. So that they can expand in other sectors also. Cultural diversity can also
be used by company which will be beneficial for the company to work in the Tanzania culture as
they have a different culture, religions and belief by this company had to face a lot as they
couldn't get through the local peoples needs and requirement couldn't able to understand the
language of these peoples which is the major hurdle in their working and allows the company to
work without concentrating regional language. But if the company hires the local skilled people
they could have a regional employee who could easily let them understand the needs, religions,
culture and belief of Tanzanian people so they could perform their operational and managerial
task easily and the projects can be completed successfully and before the time without hurting
the emptions of local people. The company's manager must have to focus on the organization
structure also and should have a leader for all their employees so that they could work under the
close monitoring of their leader that the task perform by them must be appropriate and render the
best work output.'First issue was a lack of the communication skills which are developed to carry
out the task'
To minimise this issue we will use Hofstede 6 dimensional cultural model.
Hofstede cultural dimensional model is a framework which aims for cross cultural
communication which aims to minimise the effect and aim to create a diverse culture. This is
carried out by the structure derived from factor analysis which can be carried out by six steps-
Power distance Index(PDI)- this is defined as the extent to which less powerful member of
organization accept the power is distributed unequally. In this dimension the power is higher
authority to lower level of the workers(Jackson, 2018). Higher index ratio defines the hierarchy
is clear and sufficient enough to function well which are clearly established and executed in the
firm without any barrier or ill treatment. A lower degree of the index defined the lower rate of
the power distribution there is an unequal power distributed in the society and the lower index
defines the lower ratio of the power index.

Individualism VS collectivism (IDV)- this index shows the work culture which are taken up and
the effect they offer on the results generated it is seen that with collectivism the results are higher
therefore team- work needs to be generated. This reflects upon I vs We. Individualism is always
a drawback while working in a team results in the higher level of constrains achievements which
can help in building a better workforce(Li and Zhang, 2018). Tasks are easily achieved.
Uncertainty avoidance(UAI)- the avoiding index are defines as the tolerance for ambiguity in
which people are hold on something which are something unexpected. Higher code of results
focuses on the strict guidelines, laws and legislatures. Whereas the lower codes results in the
more acceptance in foreign thoughts and cultures, fewer thoughts are seen and regulations are
accustomed creating a free environment.
Masculinity vs femininity(MAS)- preference given to the males and females the extent to which
the males and females are given privilege and modesty cooperation is observed. Society where
women are respected and valued shows different behaviour in the society. There are many areas
of the world where equal privileges are provided.
Long-term orientation vs short term orientation(LTO)- this is associated with the connections of
past with reference with the present and future actions are developed this is a long term scene
which can be implemented for future betterment. STO are the aims which are evaluated for a
short term practice.
Indulgence vs Restraint- This refers to the degree of freedom that are given irrespective of the
norms given by the society for human desire and enjoyment in life.
The next issue faced is lack of resource with the influence and difference in culture which can be
minimised by the use of the right resources at Tanzania, indulging with the local and working on
the project by involving locals can help in the generation of the data and figures. Many of the
locals will help in the generation of the work which can help in the development of the resources
bringing the workforce and performing effectively(Singh, 2018). Theories must observe the
work culture which can help in the development of the work effectively which can manage the
working activities. The local people can be involved which can help in the developing the
systematic work culture and to develop the work in a systematic way. Competencies theory can
be applied to the employees of HG which can help in the development of the firm and for ethical
hiring of the work within the organization. This can be carried out by developing self
competence for leading the organization in the structured manner(Nardon, 2017). Call for the

development of the team which is carried out by the setting up the benchmark for new employees
for the development and to create the higher efficiency of working can be achieved by increased
workforce. All the ethical factors must be considered with the aim to work in the right direction
of the workforce and creating a better sense of the work. Best of the skills and talents must be
utilised form the new hired locals which ca increase the workforce and help in the achieving the
task better.
By applying this theory HG could easily met this issue and overcome the bad impact of
these issues and talented employee could be appointed to the company which can be helpful for
the future growth of company(Reiche and et.al., 2016). I could develop a positive work culture
within the organization so that it will allow employees to work for the growth and revenue of the
company. So by this I could work well in the team and attains the maximum output from the
employees by allowing them to work under the positive work culture and distributing the task
according to the particular skills and knowledge so that the employees could render their best for
the companies. This all will be helpful in the overall growth of the company and allows the
company to effectively complete the task on time.
CONCLUSION
Form the above study communication and lack of resources are the important aspect for
the growth and development of the organization which can help in defining the growth and the
overall working of the organisation. To improve the better employee relation it is important to
work for the betterment of the firm which can help in improving the relations and achieving the
targets set up by the firm. Conflict management must be ensured and the communication gap
must be removed to increase the efficiency of the work.

REFERENCE
Books and Journals
Caprar, D.V and et.al., 2015. Conceptualizing and measuring culture in international business
and management: From challenges to potential solutions.
Jackson, T., 2018. Ideology and culture in cross-cultural management scholarship.
Li, X. and Zhang, Q., 2018, May. On Cross-culture Management of Enterprises. In 2018 8th
International Conference on Social science and Education Research (SSER 2018).
Atlantis Press.
Nardon, L., 2017. Culture, context, and managerial behaviour. The Oxford Handbook of
Management. p.481.
Neal, M., 2016. The culture factor: Cross-national management and the foreign venture.
Springer.
Reiche, B.S and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Singh, N., 2018. Prospective and Strategies Managing Cross Culture Diversity in
Workplace. GST Simplified Tax System: Challenges and Remedies. 1(1). pp.166-168.