Managing Across Borders

This essay discusses the importance of cultural differences for global multi-national corporations (MNCs) and how it impacts business activities. It explores the benefits of having a diverse workforce and cultural understanding for MNCs. The essay also highlights the challenges of managing cultural differences within the organization.

Managing Across Borders

Executive Summary
The main discussion within the essay is related with Managing Across Border which has
been one of the most important topic in current scenario. Crucial discussion has been done on the
points that how any of the business can be benefitted with the diverse workforce. There are
points related to cultural differences and how it can be effective for the business organization.

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Across Border is explained as the concept which simply mean to say about online
conversation which helps to analyse as well as amplify the discussion on the topic of global
migration. In present scenario, it has become of the most important topic where people migrate
from one place to another for the purpose of improving the source of income. In context of the
file, the main topic which will be discussed is related with importance of cultural difference for
the global multi-national corporation. Along with, cultural differences matter or not for the
increase in globalised world.
MAIN BODY
“The Importance of Cultural Differences for the Global Multi-National Corporation
(MNC)” In present scenario, it is necessary to understand that whenever any of the business
organization preforms its business activity they must be aware the people, society and the culture
because it has the direct impact upon business organization (Smith and Tan, 2019). Also,
company must develop the concept where they can hire diverse people within the organization. It
is because they will able to get knowledge about the preferences of different people where
business deals can be done. Whenever any of the organization become successful in hiring those
people within the entity then positive result starts to obtain which is itself a great sign. If an
organization have diverse culture workforce, then it will be easy to attract customers towards the
organization. While talking about multinational organization, it is said that cultural differences
will allow the organization to starts its business activity in new business area because whenever
company tries to enter into new market they take the help of local people who is well aware
about people as well as situation.
The present world is full of technology and innovation, where organization likes to hire
some of the important employees who can perform for them as per the requirement. If an
organization has the option to perform as per the requirement, then they are required to hire
different category of employees who has different types of skills and talent and who can allow
the organization to attain its goals (Myloni, 2017). Talking about the important of culture
differences on multi-national organization, it is said that different types of people within the
entity can guide the group that how they are required to perform. Putting foot into new market is
very easy whenever company has different types of employees. For example: McDonald has

entered into the market of India but due to diverse culture workforce they know that beef or pork
in any of the menu should not be served because of the beliefs of the people. It means that
organization gets additional benefit because they know about the local people and when they will
react the most to any of the product. Not only this but, it is said that in business entity which
performs their business at international level likes to have better communication which is only
possible in that respective circumstances where company have diverse workforce (Kelley and
Thams, 2019).
Although, it good for the organization to have cultural differences within the business but
on the other side, they are also needed to understand that managing those workforce is one of the
difficult task. It is because whenever an of the organization hire different types of employee they
must try to develop the concept to stop dispute and other problem which arises on a regular basis.
It is one of the reason that overall expenses might increase to but if company will be able to
manage this small challenges then it can become very easy for MNCs to perform better at
international market (Stanko, 2017). Also, in order to put great effort within the teams, MNCs
always has the better option because they get the opportunity to find effective solution because
of different people working together at a same place.
In current working environment, role of multinational organisation is huge who supports
the country to improve their economic condition. But, on the other side, it is also equally
important to understand that cultural differences has a huge importance in an increasingly
globalised world. It is because whenever any of the company performs its business activity they
require different talent which is only possible if they hire candidate from different society as well
as from different nation. In present scenario, cultural difference is also necessary because there
are some of the organisation who likes to hire employees who can work at a low labour wages
rate and there is different nation whose people are ready to work at a low wages rate because of
the currency fluctuation (Navarro-Illana and et. al., 2020). Cultural differences with the
multinational organisation the idea that how they can enter into the market and what can be the
key area through which they can accomplish the goals. Whenever company has cultural
differences with the workforce then they will be able to attract more number of customers and
effective planning can be done which plays the crucial role within the current scenario.

There are lots of requirement which is needed to be considered by the organisation
whenever they try to expand their business. It is necessary for the business organisation to focus
on the value, norms, ethics and social mobility. This is crucial for entity because of they take any
of those decision which many affect the social norms and values of the people then it becomes
difficult for them to survive within the market. Looking at this prospective, company should
understand that they must be able to hire those employees within the organisation who is well
aware about the local culture and their preferences (Bretos, Díaz-Foncea and Marcuello, 2020).
If in case company has cultural difference, then there will be less chances to create any of those
scene due to which they have to suffer. In short, it is mandatory for the multinational
organisation to hire the employees who are capable of performing those business activity which
can allow them to expand their business at a greater platform.
CONCLUSION
After having the detail analysis on the essay, it has been concluded that any of the business
organisation which has been performing its business activity needs to have cultural differences.
If company has cultural differences, then there is high possibility that they will be able to
accomplish the goals and target. Cultural Differences makes a huge difference within the
business organisation through which performing any of the business activity becomes an easy
task. On the other side, it is said if HR department is not allowing to maintain peaceful working
environment then there is huge possibilities of increase in discrimination as well as disputes.

REFERENCES
Books & Journals
Smith, R. R. and Tan, S. C., 2019. Managing across borders In Asia.
Myloni, B., 2017. 12 Transferability of Human Resource Management Across Borders. The
Changing Patterns of Human Resource Management.
Kelley, K. J. and Thams, Y., 2019. Global Reputation Management: Understanding and
Managing Reputation as Shared Value across Borders', Global Aspects of Reputation
and Strategic Management (Research in Global Strategic Management, Volume 18).
Stanko, E. A., 2017. When does Training become Learning?: Reflections about transmitting
ideas across borders. European Law Enforcement Research Bulletin, (3), pp.215-223.
Navarro-Illana, E. and et. al., 2020. WORKING ACROSS BORDERS. USE OF AN
INNOVATIVE TOOL FOR COMMUNICATION IN INTERNATIONAL
COOPERATION ON AN ERASMUS+ PROJECT FOR EUROPEAN NURSING
EDUCATION. In INTED2020 Proceedings (pp. 3100-3101). IATED.
Bretos, I., Díaz-Foncea, M. and Marcuello, C., 2020. International Expansion of Social
Enterprises as a Catalyst for Scaling up Social Impact across
Borders. Sustainability, 12(8), p.3262.