Management in Global Business Environment

The article discusses the importance of understanding cross-cultural frameworks and values in becoming a successful manager in a multicultural environment. It also emphasizes the significance of diversity, open-mindedness, and emotional intelligence in managing intercultural communication and relationships. The article provides insights on globalization, international business, and the challenges to globalization. It also highlights the role of mass media in intercultural communication and the importance of adopting different aspects of multicultural dimensions without shunning one's cultural traditions.

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Management in Global Business Environment
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Management in Global Business Environment
The strengths, weaknesses, and values that an individual possesses helps one identify
where they belong (Drucker, 2005). Upon reviewing and analyzing my strengths, how I perform
and my values as well, I would say that I belong in the businessman class of individuals. This is
because from a tender age I leaned much on business-related matters. I was very involved in the
management of family businesses as well as very interested in starting my own business.
Growing up, my interest in business has not changed. Rather, it has increased and so is my
performance in business related courses.
Acquainting oneself with the two well-known cross-cultural frameworks conducted by
Hofstede and Trompenaars in terms of their similarities and differences is essential for me to
become a manager in a multicultural environment. This is because these frameworks will enable
me as a manager understand some of the characteristics that individuals will portray
(Trompenaars & Hampden-Turner, 2011). Another aspect that one should master in order to be
an outstanding manager in a multicultural environment is the value of diversity. In the reading,
some of the things that are set to our understanding include the human nature and understanding
the same beyond the culture, the definition of globalization and international, how they affect
each other in business, and the reasons why firms and nations engage in the international market.
Under the lecture, globalization is defined as the process through which the relationship and
interdependence of nations broaden while international business is the specific mechanism that
drives globalization (Zein, 2016). The challenges to globalization are said to include the various
threats witnessed due to national sovereignty, stress that is brought about by environmental and
economic growth and the growth in the personal and inequality stress where some firms are
promoted at the expense of other entities.

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Understanding that mass media messages are generally a barrier to intercultural
communication since it affects how we all understand one another when we are conversing. This
happens since people come from different ethnic and cultural backgrounds hence people react to
these messages differently and under varied stereotypes. Media by itself plays a great role in the
development and globalization of intercultural communication (Noe et al., 2017) One way that it
does this is through messages about other cultures or countries which people react differently to.
For those who understand media messages, they create intercultural communication while for
those who react other ways rather than what the messages imply develop a barrier to intercultural
communication.
Having an understanding that adopting different aspects of the multicultural dimension
does not necessarily mean that one must shun all traditions of their culture is an important factor
that would help me become an outstanding manager in a multicultural environment. However,
learning about other cultures is important as it expands one's knowledge and helps an individual
to become open-minded as one is exposed to different aspects of cultures and learns about how
people of different origin behave (Luthans & Doh, 2012). Studying other cultures will provide
me with abundant opportunities to communicate and meet people of different backgrounds;
something that will give me the opportunity to learn new things about other cultures (Huang,
2016). This is important to any manager in a multicultural environment since being open-
minded reduces the number of conflicts within the social life of an individual and also helps one
to make new friends.
For one to be a successful manager in a multicultural environment or any other native
country, one must be willing to accept some traditions and practices of the new cultures they
interact with (Alkadry, 2015). For instance, during conversations in the American culture, eye

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contact is considered an important aspect as it shows one is honest and confident. However, this
is not the case in the Chinese culture. Maintaining eye contact is considered as a sign of
disrespect. The importance of being open-minded is important as it helps one to interact with
individuals being well-aware of their beliefs and culture. Consequently, as much as people
should hold on to their heritage and treasure it, they must learn to welcome the components of
other cultures (Guillaume et al., 2017). Having the opportunity to grow in the two cultures have
been of importance in my life since I am able to have a balanced life.
I would also place myself as communitarianism since as it is I avoid favoritism. I would
also place myself as an affective person. This is because I am the kind of person who finds their
way to express emotions. I am able to spontaneously express my emotions even at school or
work. This is because, in my culture, it is acceptable to publicly show one’s emotions. I often
find myself opening up to people with a view of building rapport and trust. I also use emotions to
communicate my objectives through positive body language and attitude.

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References
Alkadry, M. G. (2015). Democratic administration in a multicultural environment. In Democracy
and Public Administration (pp. 162-180). Routledge.
Drucker, P. F. (2005). Managing oneself. Harvard Business Review, 83(1), 100-109.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Huang, J. (2016). The challenge of multicultural management in global projects. Procedia-
Social and Behavioral Sciences, 226, 75-81.
Luthans, F., & Doh, J. P. (2012). International management: Culture, strategy, and behavior.
New York: McGraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Trompenaars, F., & Hampden-Turner, C. (2011). Riding the waves of culture: Understanding
diversity in global business. Nicholas Brealey International.
Zein, O. (2016). Culture and project management: managing diversity in multicultural projects.
Routledge.