Cross Culture Management Report

This report analyzes the importance of cross-cultural management in a global business context, using Apple Inc. as a case study. It explores the challenges faced by individuals working in cross-cultural environments, including trust issues, differing perceptions, and communication barriers. The report also examines the cultural nuances of the UK and Australia, highlighting the need for effective cross-cultural communication and training within organizations like Apple Inc. Ethical considerations related to data confidentiality and honesty are also discussed.

Cross Culture Management

Contents
INTRODUCTION...........................................................................................................................................1
TASK.............................................................................................................................................................1
PROFESSIONAL BRIFE:..................................................................................................................................4
CONCLUSION...............................................................................................................................................9
REFERENCE................................................................................................................................................10

INTRODUCTION
Cross culture management can be defined as a process to manage workers having
different background at organisation. It helps companies in managing the difference in practices,
cultures and preference of customers and employees in an international or global business
context. Therefore, it is necessary for those companies who run business at international market,
to adopt the concept cross culture management. Present report is going to make a critical analysis
on recruiting workers who is effective in cross culture management (Caligiuri and Tarique,
2012). For this process, Apple Inc. is taken which deals in manufacturing market and run
business in many countries. This company sells electronic products like iPhone series, iPad,
smart-watch and more. On grounds of revenues, this firm is considered as one of the largest
enterprise in entire world. This assignment will evaluate applicability of management concept
across culture and what issues people face when they work in another nation.
TASK
In international market, effective cross culture management and communication enables
enterprises to run business in more efficient and successful manner. It becomes necessary for all
people associated with organisation to understand cultural difference and way to overcome from
language barriers. It helps in adjusting itself in new working environment and adopting culture of
workplace as well. Human resource is considered as one of the main asset of any company. In
this regard, organisational structure which concerns with cross culture management of people
within workplace, play an important role in creating effective working environment. It begins
with employee remuneration, recruitment, job description, rotation, training and so on. Other
than this, for growth of organisation, cross culture communication seems to be the most essential
aspect for both domestic and international operation also. As rapid development in technology,
make business environment competitive and multifaceted, where workforce of companies have
become culturally diverse and products turn to knowledge based. Therefore, to work in large
organisation like Apple Inc., it becomes essential for candidates to gain knowledge about cross-
cultural factors.
Apple Inc. is a global brand of UK which runs its business activities at various locations
in domestic and international market. Therefore, under such marketplace, various kinds of social
cultural environment are exists. It includes customer’s preferences, attitude, perception,
1

behaviours, demand, needs and more. Thus, in this regard, it wants to appoint an HR executive
who has worked in international market and effective in managing the cultural difference at
workplace.
Recruitment Procedure: The process of hiring candidate from internal and external
environment of an organisation is known as recruitment procedure. There are various methods
available by which a firm can recruit workers (Deephouse, Newburry and Soleimani, 2016). It
includes recruit potential participants by way of acquaintance and through approaching a
company to refer a candidate who fits the job criteria. Thus, in context with Apple Inc. its
managers refer second procedure to hire HR executive who is experienced in managing cross
culture at workplace and work in international organisation in same field. For this process,
documents required for inviting interested candidates and further process of hiring is given as
below:
JOB VACANCY
Vacant Position: HR Executive
Department: Human Resource Management
Description: There is a job vacancy in Apple Inc which is one of the best manufacturing
industries in world and deals in electronic market. It provides all facilities with good working
environment to all its faculty members, so the institute invites you to be a part of its which is a
golden opportunity for all eligible candidates to grow their career from here.
Qualification Required:
 Graduate in Commerce faculty
 Master in Business Administration with HR faculty
 Strong Communication Skills and posses knowledge of two or three main languages
 Knowledge of Statutory Compliance
Salary: as per your norms
Experience Required: Minimum Experience of ten years and work in two or more countries
All the eligible candidates can apply for this post by sending your resume on mail id.
www.appleinc.com After screening the resume, the management of this will call you for an
interview.
Job Specification
2

Job Details
Post: HR Executive
Department: Human Resource Department
Job Purpose
 Effective handle staff and workmen grievance, analyze repeated grievance and suggest
corrective measure. Also to counsel employee whenever necessary.
 Responsible for managing conflicts and cross culture difference among employees,
Welfare and administrative activity, Security, Safety and CSR activity
 Responsible for all legal compliances.
Roles & Responsibilities
 Time office (Attendance) Management.
 Tracking Daily Attendance, Late Coming & Absence Report on software and verify
it Manual.
 Updating Gate pass, Leave Applications, Miss Punch in Software.
 Enrolments of New Join Employees within working organisation.
 Payroll Processing
 Handling entire Payroll of more than 500 Employees.
 Maintaining and updating employee’s records on Payroll system.
 Processing & Parting of Salary & Wages.
 Process the employee increment and Advance Salary.
 Full & Final Settlements of Employee
 Handling Statutory Compliance on time ( Bonus, Gratuity, TDS)
 MIS Management
 Preparing Daily & Monthly Basis MIS Report.
 Regular basis HRIS update, maintain employee's records & data base.
 Maintain Personal File Records of All Employees.
 Statutory Compliance & Welfare Activities
 Executing and helping for compliance Audit presentation and assist. overall
documentation like (Wages & Leave Resister other Compliance Resisters , Payroll
HR, personal files & Other legal documentation)
 Welfare Measures like as (First Aid Appliance, Medical Room, and Maintenance
3

etc.)
 Grievance Handling.
CV:
Curriculum Vitae
Name:
Address:
e-mail id:
Contact No.:
Objectives:
To seek a challenging and rewarding position in a professionally managed and a well-established
organization where I can make a meaningful contribution in the field of Human Resource
Management and achieve personal growth in synergy with organizational growth.
Academic Qualification:
 Master of Business Administration
 PhD
 Graduate in Business Administration
Experience:
Twelve Years of experience in HR field as an officer in manufacturing companies of UK and
Australia
PROFESSIONAL BRIFE:
In a Professional Carrier Spanning over five years, I have had the opportunity to
handle wide spectrum of activities related to Personnel & HR function of few prestigious and
renowned organization. This covers the field of Handling Labour Management, Organizational
Development, Recruitment, Employee Relation Management, Community Development,
Handling Security, Cross Culture Management, Labour Act and Health and Safety Act.
Skills and abilities
 Self motivated and quick learner with strong analytical and logical abilities.
 Good verbal and written communication skills.
 Adaptability to changing environment and emerging trends.
4

 Good problem solving skills in critical situation.
Technical Skills:
 Taxation knowledge.
 Basic MS Office ( Excel, Word, Power Point)
 Computer Training On Topic- “ Understanding Information Technology In The Corporate
Environment”
 Knowledge of Company Law, Securities Law, Economic and Labor Law
DNA:-
 Driven and energetic
 Sense of urgency
 Competitive nature
DECLARATION:
I hereby declare that all the information given above is correct up to my knowledge
and certificates issued by recognized board/university.
Creation of Structured Interview: Through job description, managers of Apple Inc. can get a
list of various applicants who are experienced in cross culture management and have knowledge
about cultural aspects of at-least two nations (Eisenberg and et. al., 2013). Therefore, in order to
judge their knowledge, skills and abilities, managers of this company have formulated some
questionnaire. It will help in selecting the best candidate for post of HR executive.
 Describe about yourself in a single statement.
 Tell something about your working experience in past organisation of native country.
 What are the major issues an individual face while working in new environment of
other nation?
 As an HR executive, practices you will introduce to manage cultural difference at
workplace and reduce gap among workers.
 The way you could manage conflicts among employees at workplace.
 Skills which prove that you are a better deserving candidate.
Challenges or issues faced by individual while working in cross culture environment
Culture or background of an individual reflects knowledge and skills for anticipating
issues and interpreting experience to generate acceptable behaviour in social and professional
5

manner. When people work in another nation, then they have faced various problems to adjust
themselves according to new organisational culture. It includes: Inadequate trust: When an individual goes in new working environment then one of the
biggest challenge come in front of them is developing trust. As in today’s business
environment, every company seeks to win competitive advantage. Therefore, for this
process, to increase productivity of workplace, they hire people of different background
and culture. This would create diverse culture at organisation which arise various
conflicts among employees. For example: As an HR executive who belongs to different
native land, develop trust within workplace, seems to be a major challenge.
Different Perceptions and working pattern: People at workplace are generally differentiated on
the basis of demographic change, education background and culture. So, when they come in
contact with other persons, then conflicts arise due to different perceptions and working style
(Hale, 2014). Thus, in context with HR executives, ways of managing diverse culture and
handling situation will create a big challenge. For example: People belongs from developing or
under-developed nations are considered as less skilled or inferior than others (belongs to
developed countries). Inaccurate biases: Every company has own way to take decisions and initiate within
workplace. Therefore, HR professionals belongs to another native land, has different
opinion, managerial and leadership skills to make effective decisions. So, it also arise
issues when such decisions are implemented at workplace because workers have less
faith on decisions taking by new persons come from another country. For example: UK
people take decisions by inviting participation of all people and getting their opinion.
While managers belong to Australia or other nations, take decisions by determining
profitability of business rather than workers. Henceforth, False Communication: Inappropriate or ineffective communication with staff members is
also considered as major issue when a person deals with cross culture environment. If
there is a diverse culture at workplace where employees have different perceptions due
to differ background. So, conflicts can be generated among them due to false
communication. For example: UK people nod their heads more as a sign politeness
whereas employers of other nations used to inform directly to employees for conveying
a message.
6

 Managerial and leadership skills: In order to manage workplace and conduct other
activities, HR professionals use different-different managerial skills. They have
different way to influence and motivate employees to give contribution in success of
business. Thus, recruiting candidate from another nation arise also challenges in front of
associated people.
UK Culture
Business culture of United Kingdom is still following hierarchy structure. But, the
company is using this business structure in new format. It can be said that managers are trained
enough to instruct manpower of company in positive manner as it help them in persuading
interest of employee in work. For this, managers are uses polite speaking skills which seems they
are not instructing their subordinate but just requesting to them. This is helpful activity which
opted by business of culture of UK. In addition to this, organisation usually believes in sharing
positive relationship with employees and other stakeholder which contributes in the growth and
profitability of company.
Business culture of United kingdom is strong enough in making new strategy which helps
in increasing profitability of the organisation and it also contributes in the economic growth of
country. In relation to Apple Inc., the organisation follows most friendly the working
environment which provides the liberty to all working staff to give their best to assigned work to
them. It can be said that it is strategy of Apple Inc. to influence its manpower so that they can
perform each task in effective manner (Jyoti and Kour, 2015). As a result, this company is
successfully working in the UK and also the generates huge amount of profit. Along with this,
top management of Apple, who works in UK believes in opting effective and soft
communication skills at work place which is helpful in developing their positive relationship
with staff. This directly contributes in achieving targeted goals and objective of company in less
period of time.
Australian Culture
Business culture of Australia is straight forward where a business man and common people
do not believes in building long term relations. Away with this, culture of this country is to follow
new ideas and do not look into using traditional approaches because they feels like updates in every
single thing might lead them to hit their targets in shorter instance. Employees in Australia believes
in using new and innovative approaches.
7

Here, Apple Inc. which is already doing its business in Australia, where it has been analysed
that the culture of people have already accepted company's products and services because Apple
Inc., also believes in inventing rather than innovating while keeping things original. One issue that
can be faced by the organisation is that business culture of the Australia is slower because of
collaborative environment and then do not reach to a conclusion shortly. First, they try to discuss
with others before reaching to a whole new level. Here, employees of Australia if get a chance of
doing business with United Kingdom's staff of Australia. Then possibilities are there that they may
get into a number of issues because of the Culture. Here, it is required for the Apple Inc. to keep on
conducting a number of training that might aid them in helping employees with different culture to
work with each other. Staff is being considered as asset for Apple which they already knows it all
full extent. This helped them in fulfilling needs of employees that are following different cultures.
Ethical Considerations
Ethical consideration mainly concentrate on information collected and gathered and the way of
information transfer is to target the huge audience. Ethical rules and regulation are help in
promoting and protecting the business operations and its functions. It will assist in business
organisation which are able to meet stakeholders expectation and gain profitability to operate
business operations. There are various issues which are occurs in Apple company that are
directly effect on their business activities. Apart from this, there are various ethical consideration
such as fairness, honesty, confidentiality and security are the main factors within an organisation
in negative manner. For a business organisation, it is required to works properly by considering
honesty and ethics properly (Lee, Kim and Park, 2015). Apple is a well known organisation
which is works for hardware and software services for their customers. Apple provides their
quality products and services in numerous countries on the basis of their demand and
requirement. This organisation have their own software on which customers can buy applications
and services. Therefore, users of Apple products requires to share their information for these
servicing. In this regard apple requires to maintain honesty and confidentiality with customer's
personal information and data. These working procedure are considering in ethical formations
for business organisation. There are some specific terms that should be considers by Apple in
their business practice such as -
Communicate honestly – In this, Apple is mainly focus on communication actions
which are taken place for gaining accurate data and information. The consideration of honest
8

communication extend to protect the confidential information or data, demonstrate
trustworthiness and honoring promises. In Apple company, the honesty is the major key issue
which effect on company employees as well as their functions. In business, honest advertising,
accomplishing obligation, public anticipation and contractual obligations.
Respect Human Rights – Human rights involves equity, non discrimination, access to
justice, the pursuit of freedom and happiness. Such type of rights are represented in detail in the
article of United Nations 1948 Declaration of Human Rights. Along with this, this can be applied
in Apple through consideration activities, thoughtful which are taken into account for the welfare
of others (Paulus, 2015). Sometime, ethical consideration has the side effect for promoting
human rights in an organisation.
Data confidentiality – Apple is a well known organisation which is always works for
their customers in order to providing them quality services. Therefore, the management of firm
always paid their maximum attention towards the data protection and confidentiality with their
users. These are the only factors that assist in maximising customer's loyalty toward organisation
and its products. These ethics are the required need for each business firm.
Honesty – Apple is a multinational business firm which deals in numerous products and
servicing with the honesty. They always provides quality services to their customers that they
always promote. These are the only thing that helps in the building long term relation with the firm.
On the basis of these practices, Apple deals with multinational customers with having a long supply
chain services.
CONCLUSION
From this report, it has concluded that today for expansion of business, it is necessary for
employers of a firm to must understand the concept of cross culture management. When
individuals work in another country, then they have to face various problems and challenges due
to new working environment. Therefore, it is major responsibility of HR managers of a company
to conduct some activities by which new recruiters can adjust themselves in new working era. It
also helps in reducing the complexity which may arise due to cultural difference and reducing
gap between employees having different backgrounds.
9

REFERENCES
Books and Journal
Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership
effectiveness. Journal of World Business. 47(4). pp.612-622.
Deephouse, D.L., Newburry, W. and Soleimani, A., 2016. The effects of institutional
development and national culture on cross-national differences in corporate reputation.
Journal of World Business. 51(3), pp.463-473.
Eisenberg, J and et. al., 2013. Can business schools make students culturally competent? Effects
of cross-cultural management courses on cultural intelligence. Academy of Management
Learning & Education. 12(4). pp.603-621.
Hale, S., 2014. Interpreting culture. Dealing with cross-cultural issues in court interpreting.
Perspectives. 22(3), pp.321-331.
Jyoti, J. and Kour, S., 2015. Assessing the cultural intelligence and task performance equation:
Mediating role of cultural adjustment. Cross Cultural Management. 22(2). pp.236-258.
Lee, S. J., Kim, J. and Park, B. I., 2015. Culture clashes in cross-border mergers and
acquisitions: A case study of Sweden's Volvo and South Korea's Samsung. International
Business Review. 24(4), pp.580-593.
Paulus, M., 2015. Children’s inequity aversion depends on culture: a cross-cultural comparison.
Journal of Experimental Child Psychology. 132, pp.240-246.
Schwartz, S.H., 2014. Rethinking the concept and measurement of societal culture in light of
empirical findings. Journal of cross-cultural Psychology. 45(1), pp.5-13.
Szkudlarek, B., and et. al., 2013. The past, present, and future of cross-cultural management
education: The educators' perspective. Academy of Management Learning & Education.
12(3). pp.477-493.
Thanetsunthorn, N., 2015. The impact of national culture on corporate social responsibility:
evidence from cross-regional comparison. Asian Journal of Business Ethics. 4(1). pp.35-
56.
Thomas, D. C. and Peterson, M. F., 2017. Cross-cultural management: Essential concepts. Sage
Publications.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
Zhu, Y. and Bargiela-Chiappini, F., 2013. Balancing emic and etic: Situated learning and
ethnography of communication in cross-cultural management education. Academy of
Management Learning & Education. 12(3). pp.380-395.
10