Managing Across Borders: A Study on Cross Cultural Management

Running head: MANAGING ACROSS BORDERS
Managing Across Borders
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Name of the University
Author’s Note

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Table of Contents
Question 1: Critically evaluate two different journal articles..........................................................2
Question 2: Overview on cross cultural management concept and theories...................................4
Question 3: Conclusion and recommendation.................................................................................6
Reference List:.................................................................................................................................8

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Question 1: Critically evaluate two different journal articles
Globalization has rendered immense challenging situations among the business
organizations in running their entire process of business successfully in various multinational
countries. While expanding the business in different geographical boundaries the business
organizations cannot be restricted within specific cultural border. Business experts have to
implement cross cultural management in order to give equal opportunity to the people of diverse
cultural backgrounds and attitudes. The article “Assessing the cultural intelligence and task
performance equation: Mediating role of cultural adjustment”, published by Jyoti and Kour
(2015), has provided in-depth overview on how cross cultural combination enhances business
standards. The author in this very specific article has opined that people should be judged as per
level of skill and competency. Cultural attributes should not be a major burden for business
experts in expanding their business.
On the other hand, “from cross-cultural management to global leadership: Evolution
and adaptation” stated by Bird and Mendenhall (2016), the article has depicted that after the
evolvement of global leadership organizations are getting accustomed with cross cultural
management. As per global leadership theory cross culture renders diversity in a business sector
based on which employees get accustomed with the people from different psychological
backgrounds. Kramsch (2014) opined that business managers are able to gather collective
decision while making strategies. In addition, associates who play the role of global leaders are
from different cultural backgrounds and psychological attitudes. Therefore as per concept, the
two articles equally highlight the positive impact of cross cultural management in business
expansion globally. The way of presentation of two authors differs. The first article focuses on

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evaluating the impact of cross management in expanding overall business growth. On the other
hand, the second article primarily gives an in-depth overview on how global leadership leads an
organization in following cross cultural management for increasing employability growth.
The two research papers while evaluating cross cultural management have focused to use
appropriate methodological tools for using appropriate data and information regarding the
research issue. The first article has decided to select positivism research philosophy for making
a keen observation about research issue. With the help of positivism research philosophy the
author in this article like “Assessing the cultural intelligence and task performance equation:
Mediating role of cultural adjustment”, has made in-depth observation. Positivism philosophy
has helped the researcher to identify various impacts of implementing cross cultural intelligence
within the business flow.
On the other hand, in the article “from cross-cultural management to global leadership:
Evolution and adaptation”, the author has used interpretivism research method with the help of
which the research issue is evaluated from different point of views. The primary issue that is
identified in this very specific paper includes role of global leadership in promoting cross
cultural management. After identifying the issue the author with the help of interpretivism
method has evaluated theories of global leadership that enables an organization in implementing
diversity management at the workplace.
In order to make an effective data analysis and findings the first article has used to follow
quantitative form of data analysis technique. Organizational employees are involved for
conducting an effective survey method. With the help of quantitative data findings procedure the
author has received immediate response from the participants. On the other hand, the second