Intercultural Management in Business

Intercultural management in
business

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
The increasing globalisation in marketplace lead business organisations to perform their
business operations at global scale. Internationalization is a process in which entities engage in
the operations related to supply and operations of goods, services, labour etc. across national
boarders (Benčiková, Malá and Ďaďo, 2019). International management in business aid
organisations to facilitate growth of technology, global leadership, international mobility and
more. In order to effectively manage intercultural management in business entities is required to
implement efficient management transfer projects and technology (Wolnicki and Piasecki, 2019).
In this report formative discussions has been made on understanding of various cultural
dimensions of variability and regularity in order to evaluate culture impact on international
business. Along with this report include number of strategies for international business in order
to effectively manage cross cultural situations in organisational workplace structure.
MAIN BODY
Organisational workplace structure mainly include individuals of all gender. In this it
becomes essential for organisations to have proper understanding of the manner in which
masculinity and femininity impact the way working pattern. Gender stereotype theory duly
suggests that men generally posses more masculine comparatively to women, while according to
this theory it has been identified that women mainly perceives more feminine as compared to
men (Barmeyer and Mayer, 2020)However, in this it organisations can undertake use of several
scales in order to effectively measure gender stereotypes fundamental aspect for instance,
instrumentality and expressivity, agency and communion or competence and warmth. This
aspect play most important roles in terms of international business as it has been identified that
men are tough while on the other hand women's are mainly in touch with their feelings, this can
also be understand by the fact that women are nurtures while men are providers (Pikhart, 2019).
It has been evaluated that organisations by making formative integration of feminine with
customers and employees can create more engagement in organisational workplace structure of
both men and women. In addition to this, with the assistance of The Feminine Workplace
methodology organisations can effectively grow emotional engagement in both internal and
external manner (Neuliep, 2020). With the proper implementation of this methodology
organisations can facilitate equal engagement of both masculinity as well as femininity in their
1