Cross Culture Management: Influence of Societal Culture on Managers and Management Practice

This report explores the influence of societal culture on managers and management practice in cross-cultural management. It discusses the importance of diversity, motivation, and HRM in achieving organizational goals. The case study analysis focuses on Brett Jones in Tanzania and provides solutions based on relevant theories.

Cross Culture management

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
National culture...........................................................................................................................1
Diversity......................................................................................................................................2
Motivation and HRM...................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Cross-cultural management is the study of management in a cross-cultural context. It
includes the study of the influence of societal culture on managers and management practice as
well as the study of the cultural orientations of individual managers and organization members. It
has been analysed that company must be engaged in recruiting a diverse range of workers so that
more new and innovative ideas can be gathered. It will also help firm in growing and achieving
their goals and objectives by making the organizational culture better. This will also help firm in
keeping the employees motivated. Present report will lay emphasis on Brett Jones in Tanzania
case study. Report will analyze the problems faced by company and also will provide solutions
by implementing theories related to it.
MAIN BODY
National culture
Hofstede’s Culture Dimensions Theory
This is a framework which is used to understand the differences in culture across the
countries discern the ways that business can be done across different cultures. The main goal of
the frame work is to analyse the dimensios in which culture vary. As per the Hofstede Culture
model defines six categories that can be used by the organization to define the culture. These
categories are power distance, collectivisms vs individualism, uncertainty avoidance index,
femininity vs masculinity, short-term vs long term orientation and restraint vs indulgence.
For each type of dimension it is important for the organization to develop proper analysis
in order to find the cultural effective ness of organization to run efficiently in market place.
These all considerations can helps the organization to effectively run their organization in market
place with effective work culture in organization (Hallikainen, H. and Laukkanen, T., 2018).
This can help employees to stay motivated to perform with their maximum capacity to complete
the business of organization with high effectiveness. In the power distance dimension index
power is low that the culture of the organization is encouraging for organization. In
organizational operation participative leadership style is used by the organization. For the other
dimension the individualism and collectivism approach. From the indulgence and restrain
cultural dimensions organizations follows restrain culture that the organizations suppresses
gratification of needs and regulated it through various norms. From the individualism and
collectivism culture dimension organization follows the collectivism approach in order to fulfil
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organization goals in effective manner organization is following collectivism culture to get better
result in effective manner. In Uncertainty avoidance index as per the uncertainty index
organization is consists of low uncertainty avoidance that reflects high tolerance for uncertainty,
ambiguity and risk taking. From the masculinity vs femininity dimension organization follows
masculinity. On the basis of long term and short orientation organization is following long term
orientation in order to run organization for longer time in market place. These is how various
considerations are made by the organization to gain effective performance in market place.
Shalom Schwartz Theory
This Theory is about the idea that values from a circular structure, so that each value and
motivation is related to the others. Some of the main values that are considered as benevolence
and power that can lead to conflict with one another. Some of the values that are considered in
these theories are- self direction, stimulation, hedonism, achievement, power, security,
conformity, benevolence and traditions. These all are considered a main value of organization.
There are total 56 values representing these types (Davis, D.J., 2018). Each accompanied by a
brief description. This theory is basic human values which are considered for the motivational
distinct values and further describes the dynamic relation relations amongst all the human values
that are considered in this model. As per the case study all the actions and procedures that are
followed by the organization are effective for the values that are created by them in effective
manner.
Theses how these motivation theories are considered by the organization in order to get
better result with the motivation of the employees in organization to get better result with
operations of organization in target market. By considering these theories better result can be
obtained by the organization in the market place. This is challenging for the organization to
develop effective culture in organization in order to generate better result in operations and
performance of the organization. HG Company can use considerations among these cultural
models to evaluate their own situations to develop effective culture in organization to improve
the environment of workplace.
Diversity
Nishil & Ozbilgin Global Diversity Management
The global diversity management is known as approach that is used by the business
organization to manage the diversity in the effective way that can help the organization to
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improve their operations in in global market. Various diversity management theories are used in
this approach to utilise the diversity of the organization in the right manner to generate higher
benefits in market place. In process various frame works are used by the organization to develop
better work force by implementing various practices and operations to provide better
opportunities to the organization to gain maximum efficiency in market place. there are various
diversity management strategies are considered by the organization to improve the work force
management in the organization. Various diversity management practices that can help the
organization to effectively manage the diversity condition in construction project in Tanzania
organization can use these processes (Trittin, H. and Schoeneborn, D., 2017). For example-
defining issues, highlighting personal uniqueness, development of the policies using organization
goal diversity can be effectively managed in the organization. By holding accountable people in
organization in effective manner diversity in the organization can be effectively managed. There
are various innovative practices also can be implemented in the organization to gain higher
success in the market place. these how various processes can methods can be used by the
organization to get effective performance standards form the organization.
Cox Model of The Multicultural Organization
The concept of the multicultural organization substantiates is known as the cultural
diversity management which is about the implementation of the organization objectives and
including five components that are necessary for transformation traditional organization into
multicultural one. Different things that are considered in the cultural diversity model is consists
of leadership, research and evaluation, raining, change in the culture and management style and
following some specific processes organization can develop processes that are effective for
organization to generate higher productivity with the operations of the organization
(Vassilopoulou, J., 2017). These are some factors that are considered by the organization to
effectively implement these all strategy and processes in order to effectively utilise the work
force of the organization in effective way. Each element of the diversity management strategy
consists of various elements that can be used in the management of the diversity in the
organization to get better result with the work force of the organization. these processes and
strategies can be implemented by the organization to include all employees of the organization to
manage the organizational work force in effective manner.
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Each element in the diversity management can be used by the organization to develop
better teams in organization that are effective to improve the internal productivity of the
organization to improve the construction process and gain efficiency in building construction
process. Diversity management is most important for the organization. Without diversity
management this is difficult for the organization to develop effective environment on the work
place. By managing diversity with the people of different country to develop employee relation
effectively to improve the team work with in the operations and it will help the organization to
generate better result in market place.
Motivation and HRM
It has been analysed from the case study that there were so many problems that has been
faced by HG when they were working in Tanzania. Problems were related to management of
human resource. It was analysed that HG appointed culturally diverse people. They have
appointed Jones who was keen to work in Africa (Wentzel, 2017). HG saw the advantage in it to
hire the person who has knowledge of his home country and even host country. This can support
HG business in growing. It has been analysed that Jones was engaged in hiring the employee’s
family member. They were involved in doing the publicity through word of mouth. It was
analysed that this recruitment process was really ineffective and they were not engaged in hiring
more efficient and talented employees. This practice started by Jones can reduce the operational
efficiency of the firm. The HRM theory which can be used in this situation includes the
following:
Harvard Framework: It has been analysed that currently HG working in Tnazania in order
to expand their business over there was making use of word of mouth publicity and was also
engaged in hiring the employee’s relative. Steinburgh analysed this problem and he questioned
the recruitment practice adopted by Jones. This practice was actually making the company
ineffective and also the questions related to nepotism were rising against the firm. In this model,
it suggests that proper policies and code of conduct related to recruitment must be made by HG.
This will help them in solving problem related to ineffective employees hired by them. It will
also help firm in increasing their efficiency that will assist them in achieving their goals and
objectives (Herzberg, 2017). This model will help HG in solving out the long term
consequences. It will also help the managers in effectively managing human resource in firm.
Jones believes that hiring people from family connections will be handy. This aspect has created
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biasness in firm and no employee was satisfied by this attitude. Jones was making use of hiring
practice which involves recruiting employees relatives as installation of phone and other
software can take time. He thought this practice will be useful. Further it has been analyzed by
per ethnic nepotism theory, if workers of Hydro Generation would be connected, it would ensure
a healthy future as well as government and legal support to the organization and its future
projectsIt was also been analysed that HG was following the flat structure in which the roles and
responsibilities of employees was not clear. This has reduced the motivation level of employees.
In this HG needs to be engaged in making use of functional structure so that conflict can be
reduce by specific role of every worker clearly. It will also assist them in retaining employees
and reducing the staff turnover.
Maslow Hierarchy of needs: This theory can be used by Steinburgh in HG so that
employees can be motivated and also goals and objectives of firm can be achieved. This includes
the following:
Physiological needs: It has been analysed from the case study that HG was facing a huge
problem of the employee turnover. In order to increase the motivation level of employees, firm
needs to be engaged in fulfilling the basic needs and demands of employees. It was been
analysed that HG was involved in hiring local people of Tanzania, majority of the population
was Muslim and Christians working together. Company must make sure that all workers are
been provided basic pay so that there need for food clothing and shelter is been fulfilled.
Company needs to be involved in maintaining the standard of living of employees(Wlodkowski,
and Ginsberg, 2017).
Safety needs: It has been analysed that currently HG was moving to the construction phase
where they will require large number of employees. Company needs to be engaged in making
problem plans and policies related to providing safe and secure environment to workers. This
will assist them in reducing the employee turnover and will help them in making employees
motivated.
Social needs: In order to keep employees motivated, HG needs to make employee feel
loved. This environment can be created by them through motivating workers to provide their
ideas about the problems that have been faced by company. It will make employees will
appreciated and will also assist HG in creating employees belongingness towards them. This will
help firm in growing and achieving their goals and objectives.
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Esteem needs: HG needs to be involved in enhancing the confidence and esteem level of
employees by providing them better opportunities. This will be only possible when company will
be engaged in changing their recruitment procedure and hiring employees on the basis of their
skills and talent. This will assist them in e enhancing the motivation as well as confidence level
of workers. This will help firm in growing.
Self actualization needs: In this company can make employees self-determinant when no
biasness exist and equal opportunities are being provided by HG to all workers working with
them in Tanzania. This will help them in increasing the confidence level and they will be able to
achieve objectives.
Herzberg two factor theories: The two factor theory provides the details about motivation
and hygiene factor which needs to be followed by HG in order to retain employees. It has been
analysed that HG was not engaged in following the proper structure which makes the roles and
responsibility of employees unclear (Brunstein and Heckhausen, 2018). In order to motivate
employees HG needs to be engaged in providing responsibility to workers so that they feel
appreciated. This will also help them in reducing employee turnover and will help HG in creating
belongingness. It has also been analysed that workers in HG also must be rewarded and
appreciated for the work. This will help company in reducing the employee turnover and also
productivity of company can be increased with the help of this. HG can be making use of
monetary and non monetary rewards in order to motivate workers working with them in
Tanzania (Steers and Sánchez‐Runde, 2017). They must be engaged in doing systematic
recruitment so that employees can be motivated. It has been analysed that hygiene factors
include that now HG was going into construction phase, so it was suggested to make proper and
safe guidelines to provide protection to workers working in that condition.
Adams Equity theory: This theory provides the details that employees must be treated
equally and fairly. In this HG needs to be engaged in providing equal opportunities to all workers
so that better culture can be implemented. They must be engaged in doing proper recruitment so
that fair chances can be provided to all local people. HG also needs to be involved in doing better
advertisement related to vacant position. This will help them in recruiting skilled employees. It
will also help HG in enhancing their productivity as well as operational efficiency. This will also
help them in achieving goals and objectives. It has also been analysed that providing fair chances
will help HG in retaining workers and also reducing the turnover. This can assist firm in gaining
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competitive advantage. This will assist them in reducing the employee turnover and will help
them in making employees motivated. It will be very useful for growth (Kanfer, Frese and
Johnson, 2017).
CONCLUSION
From the above study it has been summarized that company has been facing various
problems while working in Tanzania. It has been analysed that Jones was engaged in hiring the
employee’s family member. They were involved in doing the publicity through word of mouth. It
has also been analysed that firm was been engaged in recruiting employees family members.
This has given rise to nepotism and no capable employee was been able to join the company. It
has reduced the operational efficiency and revenue of firm. It has also decreased firms brand
value. It has been analysed that employees was also unsatisfied because of this. The company
was facing high number of employee turnover. In order to retain workers firm was engaged in
motivating them by analysing their needs and demands. They were also engaged in changing the
organizational structure so that efficiency can be gained.
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REFERENCES
Books and Journals
Brunstein, J.C. and Heckhausen, H., 2018. Achievement motivation. In Motivation and
action (pp. 221-304). Springer, Cham.
Davis, D.J., 2018. Avoiding the Dark: Essays on Race and the Forging of National Culture in
Modern Brazil. Routledge.
Hallikainen, H. and Laukkanen, T., 2018. National culture and consumer trust in e-
commerce. International Journal of Information Management. 38(1). pp.97-106.
Herzberg, F., 2017. Motivation to work. Routledge.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of
progress. Journal of Applied Psychology, 102(3), p.338.
Steers, R.M. and Sánchez‐Runde, C.J., 2017. Culture, motivation, and work behavior. The
Blackwell Handbook of Cross‐Cultural Management, pp.190-216.
Trittin, H. and Schoeneborn, D., 2017. Diversity as polyphony: Reconceptualizing diversity
management from a communication-centered perspective. Journal of Business
Ethics. 144(2). pp.305-322.
Vassilopoulou, J., 2017. Diversity management as window dressing? A company case study of a
Diversity Charta member in Germany. Management and Diversity: Perspectives from
Different National Contexts, Emerald, Bingley, pp.281-306.
Wentzel, K.R., 2017. Peer relationships, motivation, and academic performance at school.
Wlodkowski, R.J. and Ginsberg, M.B., 2017. Enhancing adult motivation to learn: A
comprehensive guide for teaching all adults. John Wiley & Sons.
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