Cross-Cultural Management at HG Power Plant

This case study examines the cross-cultural management challenges faced by HG, a company building a power plant in Africa. It analyzes the impact of cultural differences on operational issues and explores the suitability of Martin as a liaison between HG's corporate culture and the local culture. The assignment considers the role of transferred values, religious considerations, and controversial actions within a cross-cultural context.

Cross-cultural Management

Table of Contents
Ethics and CSR for register the podcast..........................................................................................1
Summative assessment................................................................................................................2
REFLECTION.................................................................................................................................2
Describe a Ugandan cultural attribute that might affect the operation of a foreign company
doing business there....................................................................................................................2
How would you describe the respective attitudes of Martin and Green:ethnocentric,
polycentric or geocentric? What factors do you suspect of having influenced their respective
attitudes?.....................................................................................................................................3
Who was right, Green or Martin, about Martin’s more controversial actions for facilitating the
project? How might things have turned out if Martin had not been a member of the project
team?...........................................................................................................................................4
In the next phase of the project- running the power plant-should HG employ someone whose
main function is that of liaison between its corporate culture and the culture of its host
country?If so,is Martin the right person for the job?..................................................................5
REFERENCES................................................................................................................................6

Ethics and CSR for register the podcast
There are different people gave their view towards the Ethics and CSR for register the
podcast. It helps to describe corporation's commitment to the social responsibility. It includes
supply chain that is important for the products. Social entrepreneur determines their experience
to deal with the value creating tools and ensure that corporate social responsibility considered in
the businesses. Further, in the supply chain potential look develops that impact in large context
on the functions and operations. Experts defines that innovations are benefiting society to deliver
economic value. With the help of the podcast of ethics and CSR, positive results describes at
enterprise to get effective responses. However, in other words it has been describes that
environmental sustainability problems associated with slavery and it also suggested ways in the
organisation work. Hence, it is needed to eliminate slavery with implementation of cooperative
social responsibility.
Along with this, social enterprise considered improvement in their packaging with
renewable resources. In respect to describe new model, it could be changed to considered
systematic work performances with ethics and corporate social responsibility. Traditional
approach of the CSR considered re-examined to make several changes from top to down to
stakeholder. They are driven initiatives to get maximum return. Challenges of coordinating
corporate social responsibility project considered with several corporations to make success of
the businesses. It is the bridging gap between the profit and non profit businesses in all over the
world (French, 2007). Therefore, it helps to translated social changes and innovations as well. In
the panel on social innovations and finance, it has been seen that from French to English it is
considered in systematic aspect. It makes several innovations to talk about the journey to
integrate sustainability in the supply chain.
From the design to delivery, in the marketplace different aspects considered.
Environmental sustainable water is also using in the practices that is major source of strategic
advantages in different regions. Social and environmental responsible supply chain conference
implement several strategies to improve the products and services quality. In other words,
product safety incident splashed headlines to increase layers of suppliers. Hence, tasks are also
monitoring with the links in the chain commands. With the energy costs, government expected to
push and reduced carbon emissions for increasing environmental sustainability. For example,
Starbucks develop their guidelines to create and maintains sustainable supply chain. Coffee
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buying guidelines assists to the business to establishing their relationship with several farmers,
workers, etc. In the audio lecture of Stanford in 2007, it has been recorded that is responsible for
supply chain conference. Businesses are trying to evaluate their performance and implement
effective figure with offer their suppliers (Choi And Nakano 2008). On the host of corporate
social responsibility, dimensions in the particular areas developed. As results, it stated that CSR
influence initiatives in the business to create high value and make efforts to measured results. In
the panel discussion also considered to share lesson and resources for present topic.
Summative assessment
In this aspect, there are 5 topics as theories selected that are as follows:
 Organisational culture: Organisational culture encompasses with behaviours and values
that contributes with unique and psychological environment in the enterprise. It
represents collective values, belief, etc. with different factors such as history, products,
market, technology (Putnik, Houkes and Kant, 2018) .
 Leadership: In this aspect, podcast help to make continue growth to make popularity as
convenient way to stay in different kinds of topics. Therefore, leadership describes as the
loyalty which advocates an authentic form which based on the emotional intelligence.
 Diversity: Diversity considered state of being diverse and range describes for different
things. In the podcast, this studies defines degree of differences to assess features among
several members and group as well. Racial and ethnic classifications need to be included
in this aspect (Ray, 2014).
 Motivation and HRM: Motivations and HRM considered systematic results in podcast
which tend to include entertainment purposes. It increases wealth of specific, focused
podcast which educate and assist to develop career.
 Ethics and CSR: In the podcast, character, customers included with developing
characteristics for individual interaction. Ethics is about the standards and virtues which
uphold in the societies from rights to justice.
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REFLECTION
Describe a Ugandan cultural attribute that might affect the operation of a foreign company doing
business there
In the Uganda, there is main issue exist due to Green. Superior department of the
company questioning on the competence to deal with African operations. Therefore, Charles
Martin need to concentrate on the knowledgeable in developmental issues that increasing
disarming critics of power plant. I need to perform several functions and operations to solve
these issues and implement culture management theory. Working with Ugandan governmental
authorities built to gain support and necessary permission for construction. There are several
other issues affect to operations in foreign environment. Troubled in green considered in another
consideration which set with the good dealing in business. Problem examined with use of
different ways and approach in international areas. There is language problem, cross cultural
problem, religion issue could be occurs. Hence, I require make concentration on the culture
which included learned attitude, values, belief. Along with this, there is another issue take place
that is disorganised in business activities because there is flat structure followed (Jackson, 2015).
It impacts negatively on the performance and outcomes in Uganda.
How would you describe the respective attitudes of Martin and Green:ethnocentric, polycentric
or geocentric? What factors do you suspect of having influenced their respective attitudes?
Further, issue which could be create impact is that turnover of local employees. This is
because, there are several problems continuously take place related with the operations and
functions. In the particular, some Martin sactions might unforeseen in the project. Martin also
knew about the philosophy and values that are founded in the current CEO. He is geocentric
because he handles issue and problems with organisation culture. Lawrence Lovell considered
instrumental shaping with mission and culture. In respect to look towards the different attitude, it
could be said that company display and decide market internationally. There are three primary
models explained which includes ethnocentric, geocentric and polycentric. Each considered
unique characteristics which help to make break in a company. Ethnocentric is the important
term which associated in national aspect with attitude of national arrogance and superiority. In
the present case scenario, I had learned that overall consideration of operations create
manufacturing and marketing that is enough. Beside this, James Green is Ethnocentric because
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he assumes that products and practices succeed in the nation which make ultimate successful
answer (Mahadevan, 2017). Hence, he believed on the cultural factors. These kinds of
enterprises also lead with products and services in advance way in home nation with superior
products. Standardisation of approach to marketing, thinking develop for products to do very
well. Outside the home country, little research done which helps to make major modifications for
successful results.
There is big issue of tribal ritual so that there are 700 villagers get affected. Negotiation is
the major factor which considered in the government. There are several factors exist that create
major impact on the Uganda operations and functions such as turnover of employees, high cost
investments, etc. As per my opinion Martin was right because he used proper hiring practices so
that there is no reason to doubt competence of any given hire. He decided to bring changes in the
home and host country of operations. Hence, changes are made with cost and benefit analysis in
the company with implement major alternatives. Use of the opinion leadership assists to
acceptance the changes which emerges unexpected place with time changes (Putnik, Houkes and
Kant, 2018). Along with this, there are several problems could be occurs such as language
barriers, religion barriers, etc. In order to facilitate the project, Martin made close connection
with government official so that it encourages employees to take part actively in extortion
process. He also considered views that woman need to hired to work on import clearances which
decide to that political instability in systematic manner. A Million dollars acceptable to those
people who affected by this project. With the help of hiring African religion, proper work goes to
the solution that assists to spirit special consideration. With the help of special characteristics,
Martin develop their views and review to increase sacred trees. As results, it assists to make sure
that spirits were not appeased. It also seems that Martin not proper participated in the ceremony
(Jackson, 2018). Hence, he pay more to tool evidence and fine around $10,000.
In order to look towards the different issues, it has been understood that employee
turnover is major issue which impact negatively on the results. In this way, Maslow’s theory
could be implemented to ascertain effective results at workplace. With the help of the proper
management of needs of each person in different level, project management of the present case
study considered. In this way, in Uganda following are different kinds of needs completed
according to the requirement:
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 Physiological needs: In respect to reduce chrunout, Martin needs to concentrate to fulfil
basic level needs such as air, food, drink, shelter, etc.
 Safety needs: In respect to make safety, proper protection from law, job, stability, etc.
consider.
 Love needs: In this way, friendship, trust, acceptance, affection, also needs to provide
which affiliating important part of the group.
 Esteem needs: In the kind of needs, there are two classifications consider such as esteem
from oneself and respect from others. In esteem for oneself, dignity, achievement,
mastery, independence, etc. Beside this, desire from other people consider such as status,
prestige, etc.
 Self-actualisation needs: In this regard, realisation of personal potential activities
consider to fulfilment of seeking personal growth and peak experience as well. Desire
also consider in everything that capable to become success.
In respect to implement the theory, Martin able to solve issue of attrition. In addition to
this, it is also helpful to focus on the requirement of employees as well.
Who was right, Green or Martin, about Martin’s more controversial actions for facilitating the
project? How might things have turned out if Martin had not been a member of the project
team?
We can say that, actions of Martin were right, because it considered as per the US law.
He had done all important things that are needed in the whole program. For instance language
issue solve through implement translator. Along with this, Martin also develop his creative ideas
towards the project so that it would be beneficial to attend ceremony in systematic manner. It
was true that Green was keen to deals with the operational problems so that it not making worse
and impact negatively on the operations problems (Minkov, Bond and Blagoev, 2015). Apart
from this, there are several sourced which implemented by Martin are valuable so that it is
considered proper guidance to Uganda culture. He develops his skills and characteristics in right
part so that it will assist to work on the cultural consideration. In the project, things are getting
affected when they enterprise know that Martin not getting part in project team. Therefore, it
considered next phase of the project to run the power plant. There are several issues take placed
which create impact on the project. Tribal ritual is displaced about the 700 villagers. In the
negotiation, Martin transfer to Uganda. It assembled resettlement package that includes for
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innovation of school and health centres-in. Executives also understand that packages valued at a
specific price and amendments create systematic work (Alcántara-Pilar and Del Barrio-García,
2015). Employment contract also devised in this aspect that assist to make solution with the
operational issues and problems.
In the next phase of the project- running the power plant-should HG employ someone whose
main function is that of liaison between its corporate culture and the culture of its host
country?If so,is Martin the right person for the job?
Yes Martin is right person. With the help of the transferred values, we think that HR hires
also face the same issue so that it should be realise by them as well. Hired person need to
considered cultural religion in Africa. HG person suited for this which is Martin. He also knew
about the other important elements so that some controversial actions could be taken easily
(Poonpol, 2018).
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REFERENCES
Books and Journals
Alcántara-Pilar, J.M. and Del Barrio-García, S., 2015. Antecedents of attitudes toward the
website: the moderating role of long-term orientation and individualism. Cross Cultural
Management, 22(3), pp.379-404.
Choi, T.H. And C. Nakano (2008). The evolution of business ethics in Japan and Korea over the
last decade. Human System Management. 27 (2008) 183-189.
French, R. (2007). Cross-cultural management in work organisation. London: CIPD.
Jackson, T., 2015. Why don’t collectivists act like collectivists? The disconnect thesis in cross-
cultural management scholarship.
Jackson, T., 2018. Book review: A Very Short, Fairly Interesting and Reasonably Cheap Book
About Cross Cultural Management.
Mahadevan, J., 2017. A very short, fairly interesting and reasonably cheap book about cross-
cultural management. Sage.
Minkov, M., Bond, M.H. and Blagoev, V., 2015. Do different national samples yield similar
dimensions of national culture?. Cross Cultural Management, 22(2), pp.259-277.
Poonpol, P., 2018. The determinants of cross-cultural adjustment. AU Journal of Management,
9(2), pp.22-36.
Putnik, K., Houkes, I. and Kant, I., 2018. Work-home interface in a cross-cultural context: A
framework for future research and practice. The International Journal of Human
Resource Management, pp.1-18.
Ray, D., 2014. Overcoming cross-cultural barriers to knowledge management using social
media. Journal of Enterprise Information Management, 27(1), pp.45-55.
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