Culture Management

This study explores various aspects of culture management, including leadership and management style, motivational techniques, stereotypes, words and gestures, and the contextual level of Indian culture.

Running head: CULTURE MANAGEMENT
Culture Management
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Leadership and Management Style............................................................................................2
Motivational techniques for the Indian employee......................................................................2
Stereotype-based on the thought of USA to Indian Culture......................................................4
Words and Gestures...................................................................................................................5
Context level of the Indian Culture............................................................................................5
Appendices.................................................................................................................................7
Appendix 1.............................................................................................................................7
References..................................................................................................................................8

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Leadership and Management Style
According to the viewpoint of Morden (2017), the competent business entities in the
nation of Indian can be significantly handled with the concept of democratic leadership style.
The statement can be proved by stating that the mentioned leadership style will foster the
business firms concerned with the country of India to work effectively and efficiently by
helping the same to work with the advanced form of trends and trades of the business market.
Thus, with regards to the concern of achieving recognisable competitive advantage as well as
fostering the ideology of diversified culture and ethnicity in the organisation, the synergy of
democratic leadership proves to be highly helpful. This is because this kind of leadership
style is recognised to be permissive and conducive in nature and thus brings the approach of
modern management in the organisation (Hunt & Fitzgerald, 2018). With the help of the
examination of the research studies, it was also found that leadership style concerned to the
democratic concept helps in the increment of the participation degree of the employees
working in any productive Indian organisation. The entire effective result received out of this
form of leadership is recognised to be the implication of the distinctions of the class and the
interpersonal relationships that may exist between the employees who belong to diversified
cultural background. The democratic leadership style helps in the fostering of the better
cultural relationship between the employees by encouraging them to respect the aspect of the
multi-culture existing in any organisation.
Motivational techniques for the Indian employee
As opined by Cottrell (2017), in a conspicuous manner, it is difficult for a person to
find a desired job, but there is another side to this ideology too. The same is determined as
finding the right employee for the right job and sustaining the same in one particular
organisation for a more extended period of time. In this consideration, it becomes an

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obligation for a team leader to well train the recruited team employees are also motivate them
in order that the same is sustained in the organisation. Moreover, the cultural aspects of the
employees are to be taken into consideration so as to keep the unity of the team into
effectiveness. With regards to this, the given report is focused on investigating the strategical
motivational strategies that would support in the encouragement of the mind state of the 30-
year-old female employee who belongs to the Indian culture of work and prospect.
Backing up the new ideas
As stated by Wariso (2017), in the scenario that an employee provides feedback to the
organisation or even leverages a new concept that would prove beneficial for the
organisation, it clearly shows that the worker is concerned not only about the self-goals but
also about the achievement of desired goals and objectives of the same. With regards to this,
the top level managerial people of the business entity should ensure that the concepts
provided by the concerned female employee are taken into consideration and given a prior
back-up. This will not just help in the motivation of the employee but also will make the
employee recognised in the organisation. This will, in turn, provide mental satisfaction to the
employee. Being encouraged mentally will let the employee work with better mental stability
and enthusiasm for the team as well as understand the importance of working in a diversified
group consisting of different cultural backgrounds.
Empowering the female employee
Commons (2017), is of the viewpoint that every working individual of a business
entity is the central part of it no matter what designation the employee is placed in. The
reason behind the same is that each of them is known to contribute to the plans and processes
determined by the organisation. In this connection, the concerned female Indian employee is
to be empowered, keeping in mind the cultural background she belongs to. Thus, the

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managerial level people of the business entity should focus on motivating the mind state of
the concerned employee by the help of offering the variable payout schemes that she would
be able to earn out of her fixed salary. As opined by Dhar (2015), the Indian employees are
more motivated when they receive monetary benefits from the organisation they are
connected to. Thus, paying out of the different form of incentives and rewards will help
satisfy the personal needs, and demands of the female employee and the same would work
with improved effectiveness and enthusiasm.
Stereotype-based on the thought of USA to Indian Culture
As per the thought process of an individual that resides in the nation of USA, the
stereotype that would affect the effectiveness of the Indian culture of the female employee is
the aspect of racial discrimination. The same can be stated to be true because an individual
not only gets affected mentally but also the working interest of the individual working
decreases when the same is discriminated on the basis of their racial aspects (Crenshaw,
2018). Similarly, when the concerned female employee would be discriminated because of
the gender, creed, caste, culture and the colour she belongs to, the same would get mentally
distracted and would lose the confidence to work with the best capability. Not only this, the
operational level work of the entire organisation will be affected if the factor of racial
discrimination occurs in a productive business entity. Therefore, it can be concluded that if
the Indian employee would feel disregarded about the culture and other racial aspects the
same belongs to, the effectiveness and efficiency of the work of the same are affected.
However, as stated by Hansson & Mattsson (2018), there are two sides to every
theory. Thus, there also lies a positive stereotype thought that would help in the effectiveness
and efficiency in the work of the female employee. In this concern, the stereotype that would
impact the working capability of the female employee in a decisive way is the thought about

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diversification training. This is because when the employee would be trained about the
importance of working in the synergy of diversified culture, the employee will be able to
learn about the different cultures existing all across the globe. Along with this, the employees
will learn to gel up with each other and also respect the culture of every member of their team
and other co-workers as well. This, in turn, would empower the positivity in the mind state of
the female employee when she would feel respected and recognised in the organisation along
with the other cultural employees existing in the firm.
Words and Gestures
On the basis and facts that exist in the synergy of Indian culture, it was examined with
the help of the study that the gestures that include hugs and eye winks are not supported in
the same and are termed to be impacting the Indian employees in a negative manner
(Armstrong, 2017). In addition to this, the words that are termed to be free and frank to be
used in the culture of other foreign countries such as Hi and Hello are termed to be informal
in the work culture of the Indian nation. This is so because the concerned female employee
would feel disregarded as well as offended with the use of such informal gestures and words
which are considered to be formal in other foreign cultures. Therefore, while communicating
with the Indian female employee, all the team members and other co-workers would keep in
mind that they should be respectful and formal enough based on the culture of India and not
hurt the sentiments of the concerned employee. The employee belonging to other foreign
culture should understand the fact that the gestures and words that are considered to be
formal in their culture are not the same in the Indian culture and the same should be avoided
entirely while communicating with the Indian female employee (Wagner, 2016).

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Context level of the Indian Culture
As per the analysis of the Hofstede model, the report came to the conclusion that the
Indian culture belongs to the high contextual aspect (Refer Appendix 1). As shown in the
chart mentioned in Appendix 1 in this report, it can be examined that the factors stated as
power and distance is investigated to be high. This means that the synergy of culture and its
power affects the mental state of the female employee in a higher manner. In addition to this,
the individualism aspect of the culture that belongs to the Indian society is high, that means
the Indian employee is free to take their own decision. The chart also indicates that avoiding
the strictness that belongs to the cultural aspects of India is not acceptable, and the same
would lead to disruption in the organisation. These mentioned shreds of evidence clearly state
that the contextual level of the Indian culture is high.

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Appendices
Appendix 1
Team Power/
Distance
Individual/
Collective
Uncertainty
Avoidance
Career/
Life
Confucian
Dynamism
Egyptian (21)
Female
Low Collective High Career Low
Chinese-Singapore
(51) Female
Low Collective Low Life High
South Korean (27)
Male
Low Collective High Career High
Iranian (32) Male Low Collective High Career Low
Indian (30) Female High Individual Low Life High
Irish (33) Male Low Individual Low Career Low
Japanese (25) Male Low Collective High Career High
Mexican (28)
Female
High Collective High Career Low
French (33) Male High Individual High Career High
Russian (40) Female High Collective High Life High

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References
Armstrong, R. (2017). The choreography of embodiment. In Star Ark (pp. 164-183).
Springer, Cham. Retrieved from DOI: 10.1007/978-3-319-31042-8_8
Commons, J. R. (2017). Legal foundations of capitalism. Routledge. Retrieved from DOI:
10.4324/9780203787373
Cottrell, S. (2017). Critical thinking skills: Effective analysis, argument and reflection.
Macmillan International Higher Education. Retrieved from:
https://www.goodreads.com/book/show/873539.Critical_Thinking_Skills
Crenshaw, K. (2018). Demarginalizing the intersection of race and sex: A Black feminist
critique of antidiscrimination doctrine, feminist theory, and antiracist politics [1989].
In Feminist legal theory (pp. 57-80). Routledge. Retrieved from DOI:
10.4324/9780429500480-5
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of
organisational commitment. Tourism Management, 46, 419-430. Retrieved from DOI:
10.1016/j.tourman.2014.08.001
Hansson, H., & Mattsson, L. (2018). There are two sides to every story: A study of how
various interpretations and goals affect technology usage. Retrieved from:
https://gupea.ub.gu.se/handle/2077/56956
Hunt, J., & Fitzgerald, M. (2018). STYLES OF LEADERSHIP. Leadership: Regional and
Global Perspectives, 62. Retrieved from:
https://www.researchgate.net/publication/325813714_Leadership_Regional_and_Glo
bal_Perspectives

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Morden, T. (2017). Principles of management. Routledge. Retrieved from DOI:
10.4324/9781315246079
Wagner, R. (2016). The invention of culture. University of Chicago Press. Retrieved from:
https://www.press.uchicago.edu/ucp/books/book/chicago/I/bo25011505.html
Wariso, C. T. (2017). Performance Management And Organizational Performance Of
British-Curriculum Elementary Schools In Lagos State (Doctoral Dissertation,
Babcock University). Retrieved from: https://www.babcock.edu.ng