Cross Cultural Management

Running head- MANAGEMENT
Cross cultural management
Name of the student
Name of the university
Author note

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MANAGEMENT
Part 2
Individual reflection
According to me, cultural symbols reflects the etymological origin of the people.
Culture is podcast for the projected in the behavioural expressions. I felt myself lucky upon
getting a podcast for the project on the Tanzanian culture. The perspective, which I adopted
for the podcast for the project was of a manager, planning for installing dams and plants in
the factories and outlets. My focus was on the strategies adopted by the managers for
preserving the organizational culture and nation’s pride. Through this, I intended to shed light
on the aspect of how values influence the workplace culture. This was my subtask under the
topic of National Culture, an important segment in my podcast for the project. For collecting
the data, I referred to the websites, journals and books on Tanzanian culture. Incorporating
Hofstede cultural dimensions into the collected information enhanced my understanding
about culture. However, this was not easy. I had to refer to various sites for gaining an insight
into the true essence of the theory. Along with this, I also referred to the internet sources for
clearing the concepts related to the cultural dimensions as proposed by Hofstede.
However, first application of the theory did not prove to be successful. At the initial
stage, discrepancies developed between the theories and the proposed facts. Affirming to the
arguments of Mar Miras‐Rodríguez et al. (2015), mention can be made of the dimension,
power distance, to which I proposed that the managers need to be conscious about
preservation of the cultural values in the workplace. This is respective of the position in
which they are posted. This seemed to be perfect in terms of deriving the results. I learnt
about the index, which helped me to achieve an understanding about the extent to which the
managers can exercise their power and authority within the workplace. In this context, I think
I failed in podcast for the projecting the issue of power distribution within the society

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MANAGEMENT
properly. In this, I can cite the reference of nepotism, which relates to the concept of
influencing the peers, relatives and friends by giving them employment opportunities.
However, biasness is one of the negative aspects in this concept, which contradicts equality
and diversity. This partiality deprives the individuals from exposing their capabilities and
competencies. Side-parting with the political groups and influential people destroys the true
essence of working in teams. As a matter of specification, French, (2015) opines that the
concept aggravates the complexities in the cultural differences, nullifying the concept of
corporate social responsibility. This is because in teamwork, it is the responsibility of the
team members to contribute towards social cognitive learning through collaborative approach
towards completion of the project related tasks.
As a sequential step, I applied the dimension of individualism vs collectivism. As it
was a group work, therefore, I incorporated collectivism approach. This is in terms of
measuring the teamwork, which we exposed for completing the podcast for the project and
the research work. In this application, I felt that Tuckman’s stages of team development is
also relevant, as formation of strong and flexible teams helps in achieving productive output.
Countering this, Guttormsen and Lauring (2018), states that the dimension of the
individualism is also effective in terms of assessing the individual efforts towards executing
the allocated duties and responsibilities. In this application, I was confused regarding the
application of the appropriate approach.
As per the arguments of Holgersson et al., (2016), Gender biasness is one of the
crucial components within the discussion on the collective approach. We had female
members, who were provided equal treatment and opportunities for voicing out their opinions
regarding the research topic. We worked together, which indicates the workforce diversity. I
was aware of the fact that the members hail from different socio-cultural background, which
would give rise to the instances of conflicts, discriminations and harassments. The conflicts