Managing Across Cultures

The provided content includes a collection of academic articles and books that explore various aspects of relationships, trust, satisfaction, and e-loyalty across cultures. The papers examine cultural differences in technology adoption, communication styles, leadership approaches, politeness, and organizational diversity programs, among others. They also investigate the impact of culture on consumer behavior, job embeddedness, and turnover rates. The articles come from top-tier journals such as Journal of Management Information Systems, International Journal of Human-Computer Studies, and Journal of Applied Psychology, and cover topics relevant to managing across cultures.

Managing Across cultures

Table of Contents
introduction...........................................................................................................................................3
1 Staffing approaches and HRM global roles adopted in recruitment and selection .................3
2. Management skills and challenges while setting up new subsidiary......................................6
Approaches to leadership and motivation, communication and negotiating, decision making and
organizational relationship:.........................................................................................................8
3. Importance of own cultural background to understand different cultures..............................9
Conclusion..........................................................................................................................................10
REFERENCES...................................................................................................................................12

INTRODUCTION
Managing Across Culture involves recognizing and grasping similarities as well as
differences among different nations and cultures. This report is based on the wide range of
challenges concerned with the cross- cultural management and its implications in workplaces
(Schneider, Stahl and Barsoux, 2014). The entire report is based on hypothetical situation in which
John Lewis Partnership is willing to set up subsidiary company in USA. John Lewis Partnership is a
UK based retail organization deals in various products like. Clothing, cosmetics, housewares, food
and direct services etc (About John Lewis Partnership, 2016). Various staffing approaches will be
determined that are taken at the time of recruitment and selection. Also will find the role of global
human resource management recruitment and selection. Further will evaluate various approaches
that are to be taken for leadership, motivation, communication, negotiation as well as decision
making and organizational relationship. At last will reflect on the importance of national cultural
background for understanding different forms of different cultures.
1 Staffing approaches and HRM global roles adopted in recruitment and selection
Various staffing approaches have been adopted by the John Lewis Partnership for
recruitment and selection of effective management team. Ethnocentric Staffing – First staffing approach is ethnocentric staffing approach in which
can be adopted by the chosen company while opening its subsidiary in USA. In this
approach company selects employees of same region as well as nationality as the parent
organization while opening subsidiary in another country (Branine, 2011). This approach
may help in building understanding and effective communication between subsidiaries and
headquarters. But this approach lack in host country nationals because which the chosen
organization will not be able to penetrate its market into USA.
 polycentric Staffing- As compared to ethnocentric approach, polycentric approach is a
better approach. As in this the chosen company hires host country national while opening its
subsidiary in another country (Solomon and Schell 2009). By this approach the company
would get better ways to penetrate its subsidiary in USA. As the local people can guide
better on local markets, laws, cultures politics etc. But it will lead to difficulty in achieving
effective communication and understanding between subsidiaries and headquarters.
 Regiocentric Staffing – In comparison to other approaches in this approach Company hires
employees from the regions that are closely resembles of host country. That means the
parent company that is John Lewis Partnership hires employees from native regions of USA.
Advantages from this approach will be incurring less cost I n hiring employees from native
regions (Solomon and Schell, 2009). Will help in managing its work in neighbour countries
and will also help in influencing the decisions of the managers in respect of entire region.

But this lead to different viewpoints among managers at headquarter and subsidiary.
Employee can also lack in communication as well as international experience. It may also
lead in confusion between regional objectives and the global objectives.
On the basis of above discussion John Lewis Partnership should polycentric approach is a
suitable approach for selection and recruitment of effective team management for its subsidiary in
USA. In this approach company recruits employees from same country or national that helps in the
host company to adjust in the market (Cyr, 2008). Local employees helps the organization in
thinking with the perspectives of the hosted region. As every region has different cultures and
customs and for penetrating its product company has to take care of all those. To attract customers
from the hosted country. Local nationals helps in preparing products that could match up the needs
of the local crowd. To attract local crowd is very important for the subsidiary. When a company
expands its function in other country it has to take care of the cultures traditions,. Customs followed
by the people in that country. Otherwise the local employees will face difficulty in adjusting over
the work environment. Even the organization will lack in communication,problems.
To avoid lack of communication and inefficiencies in the working of organization in host country it
is required to adopt working culture and environment of that particular nation. For this the company
is required to hire employees of the hosted regions and nationals (Guirdham, 2011). They will help
in managing functions over there. Local regional are well aware about various values and customs
adopted by the nations. By keeping all this things in mind John Lewis Partnership firm is required
to make terms and policies based on the cultures and customs of USA the hosted country.
Americans are very rational in nature and purchase things after checking its variety, quality ans well
as its utility. Americans prefer checking the performances of the company on short term basis
mostly quarterly. Americans are very hard working people and also likes to play sports. The parent
company is in need to hire local regional people for effective team management in hosted country.
As this will help the organization to penetrate its product in the markets of USA. The local
employees will assist in manufacturing of product keeping in mind their culture and traditions. This
approach will assist the subsidiary in host country to adjust with the problems of elimination of
families as well as problems related to expatriate. Different country had different mother tongue this
issue can be solved with adoption of polycentric approach. It solves the issue of language. Will also
lead in less expensive employment (Fischer and Mansell, 2009).
Justification for selecting approaches
With this approach John Lewis Partnership firm will be able to place its subsidiary in USA. Hiring
local people will help the company to match the requirements of the hosted country. As it is a retail
manufacturing company which deals in clothing, cosmetics, housewares, food, direct services etc
services. Local hired people can help in understanding what type of clothe should be manufactured

to attract local public in USA. Will help in research and development of product as per the needs
and wants of the costumes. As the chosen company cannot launch same product in the markets of
USA they have to look for the need, cultures what type of clothe are preferred by the Americans.
People are more sports oriented so the company should manufacturing keeping that in mind.
Women in America prefers to wear skirts and shirts so the company should launch products keeping
mind following cultured and demands of the USA people (Ramesh and Gelfand, 2010). Further
chosen firm deals in cosmetics also. Quality of cosmetics differ from climate to climate. Cosmetics
which are mostly prefers by the Britishers it is not necessary that American will prefer the same. Its
has to consider climate and environment of USA for manufacturing cosmetics. Hence the company
should go for polycentric staffing approach for setting up its subsidiary in USA.
Company's Global Human Resource Management supports in making decisions and implementing
approaches in following ways: Standardizing the complex process at global level - While expanding the organization on
global level it will lead to complex structure. As the headquarter of the company will be in
some other country. IT assist in maintaining flexible as well as also helps in fulfilling the
local requirements (Ting-Toomey and Chung, 2012). In case of John Lewis Partnership
organization its manager can assist flexibility by acquiring the local workforce. Managing local workforce- In this practices HR hires local workforce for the its
subsidiary. This practice will support the adopted staffing approach of the organization. In
this practices manager is required to recruit and select employees from local region where
chosen company is going to place its subsidiary. Local workforce will assist the company in
regarding to the cultures, attitudes and languages perceptions of the Americans. Engage in meaningful global talent management – This HR practices enhances the
functioning of the organization by hiring multi-talented employees throughout the regions.
It leads to mix cultural environment in the organization. People of different cultures are
hired by the HR. This assist in innovations and evolve new ideas among the working of the
organization (Chua, Morris and Mor, 2012). It also support the selected staffing approach as
in this practice HR is appointing local nation employees along with its own country nation.
This will help in evolving new and create ideas for the efficient ad effective workings of the
firm. Aligning individuals- This practice helps in highlight the value of the company by value
based interviewing. In this practice of HR hiring is done by matching the individual
capabilities to the value of organization. Sometimes the screening is done in the absence of
any specific vacancy for pooling the talented personals in the firm. This practice also
supports above chosen staffing approach.

 Employee referral- This approach does not satisfy the conditions of selected staffing
approach but can be considered as a good approach of recruitment and selection. In this
process for reducing cost of recruitment the organization appoints or give transfers to its
existing employees (Moran, Abramson and Moran, 2014). This goes against the polycentric
approach but is enhance in reduction of cost of recruitment and also ensures cultural fit.
 Training and development- Although the personals are local and are well aware about the
culture of USA. But they still require training as they are new to the firm. To make them
understand the functioning of the organization proper training is to be given by the HR
manager. For making the new employees understand their work (Ogiermann, 2009).
These following practices of HR helps in improving the overall efficiency in the working g
of subsidiary. It also helps in sustain competitive advantage over the other competitors in rapidly
changing global market.
2. Management skills and challenges while setting up new subsidiary
 People management: Management of people is related to choosing right people for
the organization which helps mangers to get their goals more easily. Managers can
face challenges in this as selecting right people which is not an easy task for John
Lewis Partnership. It is not necessary that people will always gives responses
according to the demand of business or expectation of manager (Moran, Abramson
and Moran, 2014). As, appointing new people in another country is very difficult
task. As, people of USA believes has different mentality and they believes in living
high life styles, so for this they also needs high salary for working.
 Time management: Time management refers to the way in which an organization
plans to achieve their goals (Ogiermann, 2009). Different working hours are there for
both UK And USA according to labor law. In USA normal working hours are 40
hours in a week while in UK normal working hours are 48 hours of a week. This
will affect time management of employees and business of John Lewis Partnership.
Apart from this, people works there only Monday to Friday from 9:00 am to 6:00 pm
which include one hours for lunch and two breaks of 15 minutes. John Lewis
Partnership have to follow the rules and can also face difficulties with that as this
conditions are not there in UK.
 Conceptual skills: Conceptual skill deals with mental ability of an employee in
accomplishing a task and also refers to the ability of diagnosing the complex
situations and work accordingly (Farndale, Scullion and Sparrow, 2010). People of
UK and USA has different mentality. People of USA always ready for take risk,
sometimes which is not a good thing for the company. Manager have to face

challenges in identifying the people who have excellent skills and knowledge of
completing a task efficiently.
 Communication skills: Communication skills are the very important thing which a
manager must focus. As, poor communication cannot develop good working
environment (Leong and Fischer, 2011). It is not necessary that people of USA are
able to understand a same thing in the same manner as people of UK can. John Lewis
Partnership have to develop training and development programs for developing
communication skills between employee and employer so that major issues can be
solved easily.
Role of cross cultural theories to overcome this problems :
Hofstede's cultural dimension theory: This theory is basically refers to a framework of
cross cultural communications which is developed by Greet Hofstede. The cultural dimension
theory focus on effects of a society on the working environment of a company. Apart from this, the
theory also evaluate effects of values on work of a personnel and productivity of business (Taras,
Kirkman and Steel, 2010). The theory proposes four dimensions such as individualism-collectivism,
uncertainty avoidance, power distance and masculinity-femininity. The initial analysis of Hofstede
describes a systematic study on difference in cultures of different nations. As, first dimension of
individualistic/ collectivistic states that on which basis needs and goals of an individual are
prioritized with the needs and goals of the organization, this will help to find out the relation
between individual needs and organizational expectations (Chhokar, Brodbeck and House, 2013).
USA has a high score in this which explains that people are only supposed to look after
themselves, they are not wiling to focus on organizational expectation more than their own needs.
The next dimension is, masculinity-femininity which states that different rules and regulations are
there for each and every different culture. This theory helps to understand that society will be driven
by competition, achievement and success. US has high score of Masculinity that is 62. It shows that
Americans are not caring for other in spite of competition. The other dimension is uncertainty
avoidance which is responsible for assessing the perfect environment under which people of USA
want to work (Im, Hong and Kang, 2011). USA has an average score in this category which states
that people are less threatened from future uncertainties. This theory states that how people of a
country feel comfortable in working with the organization if their way of working got changed. This
dimension help John Lewis Partnership to find the working capacity of people in USA from
changing their way of working.
Other than all this, Power distance is the next key dimension which describes that the degree
in which people feel comfortable with influencing upwards (Moran, Abramson and Moran, 2014).
This dimension describes that all person in a society are not equal. This will help John Lewis

Partnership to find the extent through which less powerful members of the company accept that
power is distributed unequally. This theory help John Lewis to overcome from the different cross
cultural problem which are occurs during establishing subsidiary in USA.
Approaches to leadership and motivation, communication and negotiating, decision making and
organizational relationship:
Leadership and motivational approaches:
 Trait leadership: Trait leadership theory basically focuses on the traits and
characteristics with which a person is born. It refers to an idea which explains that
every person is born with certain traits, that is the style which make a leader different
from others (Farndale, Scullion and Sparrow, 2010). This theory differentiate born
leader from non-leaders through focusing on personal qualities and characteristic of a
person. This theory believes that leaders are born and they cannot be developed.
 Situational leadership: This theory states that people become leader not by their
personality trait, sometimes some situations factors are also there which make a
person leader (Leong and Fischer, 2011). This theory focuses on more than the
leader. Various leadership style are related to situational analysis such as delegating,
supporting, coaching and directing.
 Maslow's motivational theory: Maslow's motivational theory states that human
needs can be divided into five categories such as physiological needs, safety needs,
need of love and belonging, esteem needs and self actualization needs. According to
Maslow if one need of a human satisfied he is willing to achieve the next one. John
lewis must understand the needs of their employees which can motivate them while
setting up their new subsidiary.
 Hygiene theory of motivation: This theory is also known as two factor theory which
is developed by Frederick Herzberg. This theory states that various factors are there
which make employee either satisfied or dissatisfied from their work and working
environment (Taras, Kirkman and Steel, 2010). These factors are considered as
hygiene factors. Those factors which are related to satisfaction of staff are their
achievement, recognition, promotions and incentives while the factors which cause
dissatisfaction are work conditions, low employee morale, relationships between
employee and employer. This theory also describes that a leader is must be able to
effectively manage these factors which take part in motivating their employees.
According to these approaches Maslow's hierarchy theory is perfect in motivating
employees towards their work. Approaches to communication and negotiating: On the basis of above study John Lewis

have to adopt open communication strategy in which open communication should be
developed. This will help the employees to effectively understand the expectation of
organization (Chhokar, Brodbeck and House, 2013). For USA John Lewis Partnership
should adopt integrative negotiation approach in which parties are cooperative each other to
achieve maximum amount of profit through integrating their interests.
 Approaches to decision making and organizational relationship: According to above study
top-down decision making process is suitable for John Lewis Partnership to develop
business in USA. As, people of USA has 'can do' mentality which make them dedicated
towards their work and achieve the goals more efficiently. Other than this, for making
organizational relationship John Lewis Partnership should adopt democratic leadership style
which allows employees to take part in decision making process. This will help to build
organizational relationship among employee and employer.
3. Importance of own cultural background to understand different cultures
Understanding our own culture will give a basic idea of understanding different cultures.
British people are different from Americans in many terms of employment but understanding the
British culture will also help to understand the American culture. Hofstede's culture dimension
theory will help to understand the culture of both UK and USA (Im, Hong and Kang, 2011). As,
self-reflection is need in everything and also it plays the same role in understanding other culture
through own culture. People of UK thinks that time is a very important commodity in life and the
same case is there with Americans peoples they also thinks that time is very thing in life which
should not be wasted. Apart from all this, 90% of British people use English as their language
which is same in USA. According to Hofstede's culture dimension theory individualism of British
people is highest which shows that people of UK gives more importance to their own life than to
focus on achieving organizational goals which is same in USA and make John Lewis Partnership
understand the nature of culture of USA (Caganova, Cambal and Weidlichova Luptakova, 2015).
The other factor of Hofstede's theory shows that in UK people have low score of feminine which
shows that they are not too much concentrated towards getting success in every single work like
Americans. Americans are willing to get success in every work they are given and have a quote that
everything is possible (The Role and importance of cultural Tourism in Modern Tourism Industry,
2014). Apart from this Low score of uncertain avoidance s found in people of UK which shows that
people are more threatened towards the any unwanted risk.
Experience to develop understanding of different cultures: As understanding the culture of UK, it
is easier to understand the culture of USA for John Lewis Partnership. As, people of UK believes in
giving more importance to their own lifestyle and look after at their own purpose rather than giving
importance to the organisation they work while in USA people also believes in the same thing.

According to Hofstede's theory people of UK are more sensitive in taking risk while people of USA
always willing to take risk in every field of life (Peretz, Levi and Fried, 2015). This will make to
judge the key factors which are responsible for understanding different cultural environment. In UK
people has low power distance which shows that all the things in a society is not equal and the same
thing is there in USA which helps to understand the equality issues of that country. All of this
dimensions shows that understand our own culture will help to understand the culture of another
country (Figueiredo and Uncles, 2015).
Assessing how the following understandings can be applied in multi cultural environment
effectively: As per the above hypothetical situation where the UK based John Lewis Partnership
firm is expanding its business in united states of America. While establishing its subsidiary in USA
the respected company has to focus on various points. It has to research about the requirements
needed in the Unites States. While placing its subsidiary in USA its should consider following
[points. Such as Communication the ways preferred by the workers in the USA. That company
should research about the communication system preferred by the employees working in USA. Also
it should focus on the hierarchy needs ODF the employees (Farndale, Scullion and Sparrow, 2010).
That what king of structure they prefer. For example employees working in UK does not prefer
hierarchy structure. The same they have to think for the USA whether the employees over their will
like to work in hierarchical structure.
It should kept in mind while set up its subsidiary in USA. The company is also need to
research on the needs and recognition patterns of USA. Whether they like be recognized and in
what manner they like to be recognized. What physiological need are to be kept in mind for the
employees in USA. What physiological needs are required to the be fulfilled by the employees in
USA to motivate them. Lastly it also need to understand the way in which the employees working in
USA likes to share its information within the firm (Leong and Fischer, 2011). Also it should kept in
mind the relationships and what king of working environment is prefers by the employees working
USA. While developing subsidiary in USA the company is required to understand various culture
points in context of USA . That what hierarchy culture etc. are followed by the employees. This
important to understand these needs to make them work smoothly and efficiently.
CONCLUSION
The entire report is based on how to manage the business across the cross cultural. Different
factors are there in different cultures which affects the productivity of John Lewis Partnership. The
report explains selection ad recruitment process for getting effective people in the team which helps
John Lewis Partnership to make new and strong strategies to recruit people in the organization.
Apart from this, role of HRM is also explained in this selection and recruitment process which
identifies importance of HRM in an organization to get talented people into the business. Other than

this the report describes, various style of leadership, motivation and decision making and
communication which helps to identify finest strategy for John Lewis Partnership. In addition to
this, a detailed explanation is given on how important is our own culture to understand different
cultures across globe.

REFERENCES
Books and Journals
Branine, M., 2011. Managing Across Cultures: Concepts, Policies and Practices. SAGE.
Caganova, D., Cambal, M. and Weidlichova Luptakova, S., 2015. Intercultural management–trend
of contemporary globalized world. Elektronika ir Elektrotechnika. 102(6). pp.51-54.
Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013. Culture and leadership across the world:
The GLOBE book of in-depth studies of 25 societies. Routledge.
Chua, R.Y., Morris, M.W. and Mor, S., 2012. Collaborating across cultures: Cultural metacognition
and affect-based trust in creative collaboration. Organizational Behavior and Human
Decision Processes. 118(2). pp.116-131.
Cyr, D., 2008. Modeling web site design across cultures: relationships to trust, satisfaction, and e-
loyalty. Journal of Management Information Systems. 24(4). pp.47-72.
Cyr, D., Head, M. and Larios, H., 2010. Colour appeal in website design within and across cultures:
A multi-method evaluation. International journal of human-computer studies. 68(1). pp.1-
21.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of World Business. 45(2). pp.161-168.
Figueiredo, B. and Uncles, M., 2015. Moving across time and space: temporal management and
structuration of consumption in conditions of global mobility. Consumption Markets &
Culture. 18(1). pp.39-54.
Fischer, R. and Mansell, A., 2009. Commitment across cultures: A meta-analytical approach.
Journal of International Business Studies. 40(8). pp.1339-1358.
Guirdham, M., 2011. Communicating across cultures at work. Palgrave Macmillan.
Im, I., Hong, S. and Kang, M.S., 2011. An international comparison of technology adoption: Testing
the UTAUT model. Information & management. 48(1). pp.1-8.
Leong, L.Y.C. and Fischer, R., 2011. Is transformational leadership universal? A meta-analytical
investigation of multifactor leadership questionnaire means across cultures. Journal of
Leadership & Organizational Studies. 18(2). pp.164-174.
Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge
Ogiermann, E., 2009. Politeness and in-directness across cultures: A comparison of English,
German, Polish and Russian requests. Journal of Politeness Research. Language,
Behaviour, Culture. 5(2). pp.189-216.
Peretz, H., Levi, A. and Fried, Y., 2015. Organizational diversity programs across cultures: effects
on absenteeism, turnover, performance and innovation. The International Journal of
Human Resource Management. 26(6). pp.875-903.

Ramesh, A. and Gelfand, M. J., 2010. Will they stay or will they go? The role of job embeddedness
in predicting turnover in individualistic and collectivistic cultures. Journal of Applied
Psychology. 95(5). p.807.
Schneider, S., Stahl, G. K. and Barsoux, J. L., 2014. Managing Across Cultures. Pearson Education
Limited.
Solomon, C. and Schell M. S., 2009. Managing Across Cultures: The 7 Keys to Doing Business with
a Global Mindset. McGraw Hill Professional.
Solomon, C. M. and Schell, M. S., 2009. Managing Across Cultures. Tata McGraw-Hill Education.
Taras, V., Kirkman, B.L. and Steel, P., 2010. Examining the impact of Culture's consequences: a
three-decade, multilevel, meta-analytic review of Hofstede's cultural value dimensions.
Journal of Applied Psychology. 95(3). p.405.
Ting-Toomey, S. and Chung, L.C., 2012. Understanding intercultural communication. New York,
NY: Oxford University Press.
Online
About John Lewis Partnership. 2016. [Online]. Available through:
<http://www.johnlewispartnership.co.uk/> [Accessed on 14th Apr 2016].
The Role and importance of cultural Tourism in Modern Tourism Industry. 2014. [Online].
Available through: <http://cdn.intechopen.com/pdfs/35715.pdf> [Accessed on 14th Apr
2016].