Cross Cultural Management: National Culture, Leadership, and Motivation

Cross cultural
management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
National culture...........................................................................................................................3
Leadership....................................................................................................................................5
Motivation and HRM...................................................................................................................6
Recommendation and conclusion....................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The cross cultural management refers as actions of people within organisation at global
level. This will facilitates communication among organisation in order to work nor perform with
employee along with consumer who belongs to various cultural background. It evaluate activity
of organisation across the globe and behaviour of organisation with cultural difference of several
countries. It promotes individual as well as societal goal in order to enhance cross cultural
management (Gelfand, 2017). The ultimate aim of cross cultural management is to identify or
improve employee participation in company who are from several cultural backgrounds. In
modern time it is most essential for organisation to maintain balance of cross cultural
background among workforce as they have deal with different countries in order to enlarge its
business activity. If company wants to increase its profit margin they have to ensure appropriate
flow of cross cultural management in the organisation otherwise they have to face lots of
difficulties while operating business operation in other parts of world. This report aim towards
problem generate in the case study of construction dam in Tanzania. This report covers
recommendation along with theory that resolve problem of Hydro Generation. Author chosen
three category in order to aid Steinberg to develop complete construction of Tanzania dam.
Topics which covered are national culture, leadership along with motivation and HRM. It
recognise corruption as well as leadership to resolve problem in Hydro Generation case study.
MAIN BODY
National culture
National culture is the collection norms, beliefs, behaviour, values, programming of mind
that is executed by the citizen of country (Adler, 2020). It also combines of set characteristics
like ethnic, religion, language , tradition, culture, history of individual or group of people in the
country.
Problem: Business practice and leadership approach of Jones.
For comparing different cultural background in company Hofstede dimension is adopted. As per
analysis of Hofstede individualism along with collective dimension , the score of Tanzania is
low in respect of individualism. This state that Jones is one type of individual country, on the
other hand Tanzania is one type of collective society. In the parts of US, they are majorly