Cross Cultural Management: Impact of Societal Culture on Managers and Organizations

Cross Cultural
Management

Table of Contents
Introduction......................................................................................................................................3
Summative Assessment...................................................................................................................3
Part 1................................................................................................................................................3
Category One..........................................................................................................................3
Category Two.........................................................................................................................5
Category Three.......................................................................................................................6
Part 2................................................................................................................................................8
Reflective report...............................................................................................................................8
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Introduction
Cross Cultural Management refers to study of impact of societal culture that is being
created on managers along with their management practices and cultural orientations on
members of organisation and managers. Basically, it occurs when manager oversees employees
that belong to culture which is other than their own or in case if employees are from distinct
countries (Adekola and Sergi, 2016). For having cross-culture management, it is necessary that
manager must determine as well as acknowledge the difference within culture, preferences and
practices of team members. This report is based on a case study of 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
Part 1
Category One
 National Culture: The set of behaviours, customs, values, beliefs and norms that are
being possessed as well as shared via population of sovereign nation. This also comprises
of specified characteristics like ethnic, language, religion, cultural history & its traditions
and various others. Each country has their own culture which is being followed by
individual (Bird and Mendenhall, 2016). With respect to HG, they are rendering their
services in Tanzania, their official language is Swahili but mostly English is being used.
The individuals present there are mostly Christian and Muslims. HG is liable for
encouraging living standards which are consistent with the country in which services are
being delivered. 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. They must be made comfortable rather than
altering the ways or forcing them to adapt to something else for carrying out their
operations. It is not practically possible to follow each culture but instead of this

operations must be carried out in such a way that beliefs of individuals do not get
hampered while working on this. Theory of natural culture which can be adopted by
Hydro Generation is hofstede model, explanation of this model is given below:-
Hofstede Model-
The respective model is consist of six dimensions and comparison among them in order
to develop most effective decision, evaluation of all six dimensions are mentioned below:-
 Individualism Vs Collectivism: Individualism refers to situation when employees
conduct work individually whereas collectivism is when all employees come together and
accomplish work in term. According to this it is essential for respective company they are
working on dam project so they need to work in collectivism manner so that they attain
their target.
 Power Distance: This dimensions include power of a person at a workplace. In respect
of Hydro Generation it is essential for a company to delegate power according the skills,
experience and knowledge of staffs. This is so because it will help in respective company
in conducting work of dam in effective manner.
 Short term Vs Long term: According to this dimension objective can be divided into
two type short which can be attain in less time duration and another one is long term for
which company have huge duration of time. In respect of Hydro Generation they need to
develop small term goal of their project so that manager can ensure, project process is
conducted in right ways.
 Masculinity Vs Femininity: In respect of this dimensions workforce is divided into two
types masculinity which include male whereas femininity is define as female staffs at
workplace. In respect of respective company they need to provide opportunities to both
male and female employees at the dam project.
 Uncertainty avoidance: For a firm it is essential to develop strategies for uncertain
situation. This is so because it will help firm management in facing or overcoming
uncertain situation in effective manner. In respect of Hydro Generation they it is
essential for them to conduct proper analyse so that they can determine uncertain
situational of dam project. Then accordingly they can develop strategies as well as action
plan.