Cross Cultural Management: Issues, Recommendations, and Reflective Report

CROSS CULTURAL
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Three topics.................................................................................................................................1
Recommendations.......................................................................................................................1
Reflective report..........................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Cross cultural management is the practice of administration for managing workers and
things that included a different culture background. It helps firms to interact, comprehend and
deal with many people who belong of other cultures. The current report is based on Hydro
generation (HG) company, in US. This assignment explain issues that firm experienced while
operating business operation in Tanzania which relate to three topics mentioned below.
Furthermore, this report justified recommendations and analysis based on problems, and define
some theories related to chosen topics. Moreover, it also clarified short analysis of what went
good in team and what could be improved.
Three topics
National culture-
It is considered as set of beliefs, customs and behaviours as well as valued shared by
population of sovereign country. Also refer to particular characteristics such as religion, racial
identify, ethics and cultural history. In context of case study, Hofstede's culture dimensions
theory is applied because it is related to this topic (Kristjánsdóttir and et.al., 2017). It is assisted
in determining different factors which could influence culture and identified supportive business
activities accordant to same. By applying this theory, it will identify that Tanzania scores rate in
power distance dimension is high as it was score of 70 that means that individual accepts a
hierarchical order in which every one has a place, that needs no further explanations.
Furthermore, by applying Hofsteds's theory the score rate of Tanzania is determined in regard to
individualism dimension. With score of 258 it is considered Tanzania had collective society, it is
manifest in a close long term commitment to people team, be that a family or extended
relationships. Instead of individualism, Tanzania people prefer to work in group, they prioritize
good of community over welfare of individual. A method to support this fact is the outcomes
acquired through word of mouth from family members of workforce. The way Jones hired local
peoples and mentioned job openings to localities them suggested their relatives caters an
example for such practices supported by culture as it is excepted by number of peoples
associated with Dam project in Tanzania (Ringo, 2018). Under collectivist culture, people value
the needs of team or community more than themselves, they provide support and understand
each other norms which make them able to work in group. Furthermore, along with it, with the
help of applying above theory is will be analysed that Tanzania scores 40 on masculinity culture
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