Cross-Cultural Competency in Organizations

This assignment discusses the importance of cross-cultural competency in organizations and the challenges that arise from misunderstandings and conflicts. It provides advice on how to overcome these challenges, including learning the clients' culture, promoting appreciation of cultural differences, and behaving like a global leader. The case study focuses on the experiences of Jianguo, a Chinese employee in a French company.

Running head: MANAGEMENT
Management
Name of the Student:
Name of the Organization:
Author’s Note:

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Executive Summary
Cross-cultural competency is one of the major aspects of each and every organization. This is
also one of the major aspects of the modern day business scenario. It is for this reason that the
companies want to incorporate a multicultural background. However, the implementation of the
cross-cultural ambiance is a bit tough at times. There can be misunderstandings and quarrels
among the employees. This is due to the lack of proper training and development among the
employees. There is also a lack of awareness among the managers regarding the implementation
of cross-cultural competence training among the people. This assignment has dealt with the
problems and the misunderstand dings that started cropping up in the Deronde Internationals
after they started recruiting from many different parts of the world.

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Table of Contents
Introduction......................................................................................................................................4
Elements of conflict.........................................................................................................................4
Reasons behind this conflict............................................................................................................5
Advice to Jianguo for going forward...............................................................................................5
Learn the clients’ culture..............................................................................................................5
Promote appreciation of cultural differences...............................................................................6
Behave like a Global leader.........................................................................................................6
Leader manager in VUCA world.....................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
Cross-cultural competence is of utmost importance in the modern day scenario. This is
because the 21st century is an era of Globalization and rapid advancements. In order to make sure
that the business enterprise is working properly, the managers have to recruit experts belonging
from different parts of the world. This will be a great advantage for the company as it will bring
a dynamic range of knowledge and expertise. When then organizations recruit people from the
multicultural backgrounds the companies have to make sure they are providing proper training to
all their employees based on cross-cultural competence (Betancourt et al., 2016). The given case
study deals with the recruiting of a Chinese employee called Jianguo. There are several instances
that talk about the confusions that are created in the organization due to the misunderstanding
between Jianguo and the other employees. This is because the mindset and the thoughts of
Jiamgo were similar to the Chinese Business market. He was not being able to come out of it
(Wang et al., 2015). On the other hand CEO, Alain Deronde was not being able to match up with
the mindset and the ways of Jianguo. Jianguo was facing more difficulty as he was not getting
enough amounts of support and encouragement from his CEO. It is the duty of the managers and
the company as a whole to provide sufficient support to all their employees so that they can be
able to give in all their efforts.
Elements of conflict
This case study shows that there have been several conflicts in the organization as there
were cross-cultural conflicts between the Jianguo and the other employees. The conflicts were
because of the fact that the thinking patterns of Jianguo and the rest of the employees greatly

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varied. This was mainly because of the difference in the thinking patterns of employees
belonging from different parts of the world (Denton et al., 2016).
The other element of conflict was the lack of respect between each other. The employees
working at Deronde International were not being able to understand the differences that actually
existed between them. It is evident from the case study that there were often misbehaviors and
misconduct taking place among the employees (Wesołowska et al., 2018). They were forgetting
their mannerism and the minimum respect that they must show towards each other. Even dying
the team meeting the employees were insulting each other rather than helping and supporting
each other to implement the ideas. There was an exchange of bad and improper kinds of
behaviors that were seen in the meeting. Yves had banged and closed the door behind Jianguo.
None of them were actually supporting the marketing ideas of each other.
Reasons behind this conflict
The difference in the Chinese and the French business etiquette is one of the major
elements that create the confusions and the misunderstandings. This is because there are several
differences in the mentality of the Chinese managers a d that of the French managers since they
have been facing totally different market forces. It is also evident that French employees know
how to move forward by taking a collaborative approach. However, on the other hand, the
employees belonging from the Chinese market have a very bossy nature. This is because in
China if one is having the title and the position then no one is able to interfere with their decision
(Sin & Yang, 2018). In other words, Chinese business environments do not have a flexible or

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loose structure. Thus, it was really tough for Jianguo to take a decision by considering the
viewpoint and the opinions of all the other employees.
Lack of sound knowledge on the Global level is also one of the major elements that were
causing conflicts in Deronde International. Jianguo was not having a sound knowledge regarding
the proper ways of marketing in the Global or the international level. Jianguo was not really
counting upon the hard Data while taking his business decisions. His knowledge about the taste
and the preference patterns of the customers in the Global market were really much questionable.
Thus he was not really able to understand what kinds of products would be good for being sold at
the Global level.
Advice to Jianguo for going forward
Jianguo has to move on in his professional career. In order to do that he will have to
overcome all the cross-cultural barriers that he is facing in the organization that is at Deronde
Internationals. In order to move forward the first thing that he needs to do is to give up his old
traditional or regional mindset.
Learn the clients’ culture
Learning the culture and the traditions of the customers is highly essential in order to sell
the products. There are many different factors that affect the choices and also the buying
decisions of the customers (Chen, 2017). Thus it is evident in the given case study that customers
in China will naturally differ in their choice of perfumes than the customers of France. This is
one of the major aspects that are prevalent in the case of Jianguo. He has to make sure that he is
being able to learn the needs and the preferences patterns of the customers. The needs and
demands of the customers in China will naturally vary from the demands of the customers which

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are present in France or in any other countries. Thus it is important for Jianguo to understand the
market trends that are going on around in this current country or place of operation that is in
France. He needs to understand that he is no longer working in China. His current job demands
him to learn the forces and the methods of business that exist in the market of France.
Promote appreciation of cultural differences.
The employees who shift to a new job role and a new job environment often differ from
cross-cultural conflicts. This is because they often become too serious without understanding the
other easier ways in which the business can be carried on properly. For instance the employees
coming from one country must not get offended if the other employees are narrating about their
culture. Instead, the employees must be able to respect each other and engage in a friendly
conversation. This would help them to get a good knowledge of one another.
Thus, this is one of the major aspects that need to be followed by Jianguo. There is an instance
in the case study where the welcome launch of Jianguo was arranged in one of the French
restaurants that had some good French delicacies. However, this was really a very good
opportunity for Jianguo to enjoy some good French delicacies. However, Jianguo did not really
like the idea. He was keeping himself reserved as he thought that he was really missing being in
a Chinese environment. Thus he has to use all these opportunities to connect with his colleagues
rather than staying away from them. He has to actually use such opportunities for the future. This
will help him to understand the cultural aspects going on around in the French market.
Behave like a Global leader
It is very important for the employees to remember that they are to behave like Global
leaders in order to move forward in the long run. In order to succeed in the International or the

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Global level, it is important for those employees to bring some of the other kinds of changes
within themselves (Gobble, 2018). The same is the case with Jianguo. He has to bring some of
the other kinds of changes within himself to succeed in his new job post. He has to be open
enough and the make sure that he is accepting all the ideas that are being discussed by his
directors and his colleagues. He has to realize that he needs to take up all the new and dynamic
ideas that are being discussed in the organization. This will help him to go forward in a proper
way.
Leader manager in VUCA world
VUCA is a buzz word that is existing in all the business set up in the modern day
scenario. It is for this reason that people all over the world are trying to work over this particular
aspect. The term VUCA stands for Volatility, uncertainty, complexity, and ambiguity. The
first management principle that is to be used is Innovation. Innovation is the part and parcel of
the organization. It is for this reason that the organizations all around the world recruit people
from different parts of the world to incorporate dynamism within their business organization
(Fisher-Borne, Cain & Martin, 2015). The needs and demands of the customers are changing day
by day. It is for this reason that organizations are trying their best to recruit employees from all
over the world. This will help them to bring about a huge innovation in their company. Deronde
International has followed the same thing.
They have internally recruited Jianguo from China branch and made him the Global
leader so that he can handle the French operations as well. However, Jianguo is facing some of
the other kinds of issues and he is not being capable of coming up with the same. He is unable to

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understand the French business manners. He is trying to implement his traditional Chinese
business manners and that is creating a lot of issues. The other important principle is creating and
implements strategies. The organization has also recruited employees from other parts of the
world. They have also created many strategies for the overall functioning of the organization.
They have tried to swap their employees from one part of the world to than others. However, the
CEO of the company that is Alaine must be rendering his active support for making Jianguo feel
comfortable. Currently Alaine his keeping his distance and is not rendering active support to
him. It is also the duty of the CEO to give active support in order to make sure that the
employees are not suffering from any kinds of misunderstandings or confusions.
Conclusion
Thus it can be concluded that cross-cultural competency is one of the major aspects that
is needed in the modern day scenario. It is for this reason that the majority of then organizations
are trying to recruit employees from the different parts of the world. However, it must be noted
in this context that the responsibility of the CEO does not end just by recruiting or hiring the
multicultural employees from different parts o the world. At the same time, they have to keep in
mind that the true dynamism will be coming into the organization only after the entire
management is providing ample amount of support to the newly recruited employees. Both the
employees and the CEOs have to make some kinds of compromises. They have to understand the
thoughts, views, and principles of each other and make sure that they are trying their best to cope
up with the same. This can be done only if the managers and the other members of the
management are learning how to be tolerant and respectful towards each other.

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