Cross-Cultural Management Research

This assignment focuses on various research studies exploring the complexities of cross-cultural management. It delves into topics such as behavioral modifications in personality traits, the influence of cultural contexts on brand identities, and the challenges of managing Chinese enterprises in Poland under the Belt and Road Initiative. Furthermore, it examines the impact of environmental assessments in the Amazon rainforest, highlighting the limitations of species distribution models in this context.

TITLE: MAKING SENSE OF
ORGANIZATIONS- WEIGHTING AND
MARKETING

Table of Contents
Abstract........................................................................................................................ 3
Introductions................................................................................................................ 4
1.1: Background of Mondrian Online.......................................................................4
1.2: Purposes of Mondrian Online...........................................................................4
Context........................................................................................................................ 5
2.1: What is the meaning of culture.........................................................................5
2.2 Significance of understanding of Hofstede model..............................................6
2.3: Team focuses.....................................................................................................7
2.4 Behavioral modification.....................................................................................8
2.5: Cross-culture management..............................................................................9
3: Recommendation................................................................................................... 11
CONCLUSION.............................................................................................................. 12
REFERENCES................................................................................................................12

Abstract
Organizational structure refers to the way that an organization arranges
people and jobs so that its work can be performed and its goals can be met.
When a work group is very small and face-to-face communication is frequent,
formal structure may be unnecessary, but in a larger organization decisions
have to be made about the delegation of various tasks. Thus, procedures are
established that assign responsibilities for various functions. It is these
decisions that determine the organizational structure.
Organizing operations around product lines may be another choice for
manufacturing firms that possess facilities in multiple international locations.
Just as in the case of a geographical corporate management structure, this
form allows for easier expansion.
International organizational structure is sometimes based on divisional
structuring. Companies may choose this option because expansion is
relatively simple. A new division is created, and nested within the existing
management structure. This is comparable to adding a room onto an existing
building, as the other aspects of the operation are left mostly unaffected.
Mondrian Online, an IT supporting company with the British background, will be
introduced as the object of the current study. Its main business stream is
to provide intelligent internet solution service to other enterprises for solving
problems. Meanwhile, it also serves as a consultant
to rebuild and reconstruct information technology system for its clients. Due to the
nature of its business, it allows Mondrian Online develop itself as a global business by
forming partnerships with other companies worldwide including Chinese and
Germany organizations. It is expected that the current case will allow us to develop a
better understanding of the mechanism that international joint venture
works out between different countries. Furthermore, it will also enhance our
knowledge in the aspect of culture distance so as to expand a new dimension of
business organization structure

Introductions
Culture is considered as this is the characteristics and knowledge of a
particular group of people, encompassing language, religion, cuisine, social
habits, music and arts. It is also considered as a key element that helps the
people and organization to achieve sustainable growth. In this context,
analysis of Mondrian Online is done that is IT firm and wants to expand its
business operations across various countries. It is an effective firm that has
continued it operations with effective team of qualified workforce. In order to
develop a positive work culture they have developed various objectives are
explained in this assignment.
1.1: Background of Mondrian Online
The mission of Mondrian Online is to remove communication barriers and
unleash the creativity, innovation, and motivation that is trapped in most
people within organizations
The Mondrian website is a fully featured operational site which is ready to
go. It also has a “fully staffed demo” organization (Umbrella.com Corporation)
built in, that can be used to train and help employees learn how it all works.
Some companies prefer to have further work done such as; theme and
skinning to corporate marketing standards; customization and tailoring for
company specifics; various levels of integration with existing systems. This
site as a configurable extensible platform that becomes a fully operational
system after we make changes to meet customer’s requirements.
Their technical Consultants will sit down with its client and plan and
define what modifications would best for its customer. The Technical Team will
then do the implementation and relatively quickly you will have fully
operational software specifically tailored to your organization.
Umbrella Corporation is a fictitious International Broker that you can use to
trial the features of our product. The UMBRELLACOM DEMO SITE has a
“fully staffed” organization built in. As it is a team communication and
collaboration product, it has created a range of people with different roles and
job titles which can “masquerade”
1.2: Purposes of Mondrian Online
“Mondrian has gone beyond all of our expectations and has become embedded in the way
that we’re doing things. It’s helped drive innovation and build communication and
collaboration in our broker community across the globe, and we’re finding new value in the
tool every day. “ by CEO Peter Williams.

Getting the organization to adopt a more participatory culture, where
everyone is on the same page strategically, tactically and culturally is not an
easy task. Especially when people are spread across different locations,
geographies and time zones. And an important thing to remember is that
technology in itself does not normally make people want to collaborate or
make their work world better. Instead, people need to appreciate and see
immediate benefits of using a new system and realize how it’s making their
lives a lot easier. If it doesn’t make their workload easier, faster, more
productive or more manageable, then all you’re doing is complicating things.
Business today moves at an incredibly fast pace, and decisions must be
made in real time, so no matter where your people are, they must be
available. Whether they’re in different place or have different cultural
background, the members of the company must be accessible and
productive. And information is not static, but continually changing so it’s
important that all people are working with the latest up to date information and
not something that is an out-of-date version.
Context
2.1: What is the meaning of culture
The definition of culture of have many phrases, this is the characteristics and
knowledge of a particular group of people, encompassing language, religion,
cuisine, social habits, music and arts (Filion, A. and et.al., 2017).
For example in every company they also have their own corporate culture. In
many ways, culture is one of the important element to structure an
organization,
To compare the culture difference between UK, China and Germany,
these countries have unique culture background, not only the lifestyle, but in
the corporate and social culture. First is the UK. In the 19th century, the
English essayist Matthew Arnold

According to Geert Hofstde’s Culture dimensions method, Cultural distance
is a function of differences in values and communication styles that are rooted
in culture (demographic OR organizational). Distance is created when
individuals or groups perceive that their values and communication styles
differ from others. That include and studied in six dimensions, these are power
distance, individualism, masculinity, uncertainly avoidance, long/short term
oriented and indulgence between restraint.
2.2 Significance of understanding of Hofstede model
This model of hofstede is considered as “culture” that described as the
collective programming of the psychology or mindset that differs in the
individuals in one team from the class of members in other. In this model,
there are 6 dimension are given that are analyzed in order to provide a
complete understanding of the significance of model (McNichol and Eberle,
SmartSpark, 2017). In this context, Mondrian online wants to develop a positive
organization culture that is necessary to have joint venture with the countries
like china, UK, Germany etc. Analysis of this model describes that it has six
dimensions that mainly have their great significance in development of

organization culture. Power distance has it significance as it determines the
equality or inequality among the people within the culture. It also considered
as significance it affects the motivations of employees in the organization. It is
most suitable model that Mondrian online should use to reduce the
organizational conflict and provide motivation to workers at workplace. For the
expansion of business operations they need to remove the cultural barriers
among the diversified workforce within organization (Thome, J. and et.al., 2016).
It plays an important role as it describe the interaction between the
organization and national culture. Dimensions of this model on development
of positive work culture through appropriate communication.
Further, the analysis of this dimensions in picture provides an understanding
of aspects of culture and tendencies of nations. In comparisons with the china
and Germany the power distance score of UK is 35 that mainly shows belief
that they generally remove or rejects inequality among the people. They also
have a score of 89 in individualism which clearly describe that UK is
individualistic group of nations and human being are self reliant as well as
independent. With the similar count of 66 these three countries are
considered as masculine society that clearly defines that there is a great
competition among the individuals and they have the desire to succeed. From
the score of uncertainty avoidance count of 35, it has been recognized the UK
is no problem of uncertainty and will adopt the changes. It also has long
termed score of 51 in orientation that clearly describes the importance of
traditional culture and stability in values. At last, it provides a clear show to be
an indulgent society at with the score of 65. With relevance to this, it clearly
provides an understanding that of different cultures. Thus, it can be said that
there is great significance of this model towards development of culture.

2.3: Team focuses
In order to enhance the business operations, there is great significant team
members in the organization to focus on achievement of common goal (Dai
and Cai, 2017). It is also considered that every individual in the organization
plays a significant role towards the accomplishment various activities like
planning, formulation of strategies and plans, marketing etc. they also have
their great significance towards accomplishment of organizational objectives.
In this context, analysis of team roles of members in the Mondrian Online is
done through the use of belbin's model such as:
Basically there are nine team roles that have been categorized in three
groups and has been performed by the individuals in the organization.
 Action oriented roles: It involves the activities that are most
significant and usually performed by the employees.
◦ Shaper: This role concentrates on those members who give the
challenge to the team for the improvement.
Illustration 1: Hofstede model

◦ Implementer: Those people in the organizations who performs the
task by implementation various ideas and concepts (Mangaliso and
Ndanga, 2017). In Mondrian Online, the managers are considered as
implementer that generates various ideas produce the new
strategies to improve the software solutions.
◦ Completer:In the Mondrian Online, the completer is that
concentrates on the completion of projects and activities efficiently
to meet the objectives of the reorganization.
 People oriented roles:
◦ Coordinator : most significant role that is performed by the
individuals in which he has to coordinate the work and activities that
have to be implemented at specific period.
◦ Team worker: In Mondrian Online, managers perform this role and
make sure that people within the team should coordinate and work
with each other effectively (Csaba, 2017). Also considered as
negotiators with the team and working together appropriately.
◦ Investigator: It also considered as those workers who plays a
significant role in identification of resources and also explore
options that are available.
 Though oriented roles:
◦ Plant: Those individuals who perform the significant role and
present new ideas continuously to increase the marketing and
development of new products within the organization.
◦ Monitor role: in order to make collaboration and expansions of
business, the managers of Mondrian Online act monitor the various
alternatives options that are available for them to expand the
business.
◦ Expert: Most important role that have to performed by the team
leaders is to provide various skills and knowledge to required
among the individuals in order to accomplish the job.
2.4 Behavioral modification
I

In the competitive business environment, it is also considered as
significant for the organization to change the behavior of individuals in the
organization towards each other in order to maintain relationship and
development of effective work culture (Tenhiälä and et.al., 2016). This
modification is considered as significant approach that focused on changing
the behavior. In this context, for the application of this approach there is
requirement to analyze the theory of BF skinner operant conditioning theory_
that clearly describe that behavior of the individual can be modified through
the consequences and by reinforcement. On e of the main purpose behavioral
modification in the organization is to replace or remove the undesirable
behavior with the other acceptable ones. Following points will describe the
ways through the behavioral modification can be accomplished at workplace:
 Reinforcement: Most effective elements of this theory that describe
that describes the modification of behavior of employees by providing
them rewards for effective accomplishment of work. In this scenario,
Mondrian Online also using this method and providing the rewards on
the basis of performance to individuals also providing suggestion to
improve their behavior towards the work.
 Punishment: Although it is not considered as effective measure but
sometimes used by the organization to discourage the unwanted
behavior of individuals at workplace (Torres, Salazar and Ovalle, 2017).
This method can be positive or negative for modification. Positive
refers to the addition of consequences that improves their skills and
behavior towards the work.
 Applications: this is the most effective method that can be used to
raise the desired behavior among the individuals in the organizations.
In Mondrian Online, for the increasing the productivity, the managers
are using this method in which they will guide the employees in order to
improve their skills and performance at work.
 Behavior change success: It is considered as most effective theory
that describe that behavior knowledge doesn't change equal behavior.
It is essential for the organization to consider the effective method to
improve the behavior of employees successfully. In present context,
behavior modification in Mondrian Online is applied in many areas of to

improve the culture and habits of individuals at workplace.
2.5: Cross-culture management
In many firms there are always diversified work force or groups of
employees that have to work with each other within the organization. Mainly
cross cultural management involves the activities to manage and control the
work teams through appropriate ways that concentrates on difference in
culture, performance and practices that are to be accomplished by the
individuals within the organization (Alberola and et.al., 2016). It also concerned
towards managing the preference of customers' in international or global
business context. There is a requirement of every business organization to
acquire knowledge to change or implement various strategies in order to
accomplish the on travel of fields in the required format. In the present
context, It has been recognized that the cited organization has various
employees having different culture and background that work together with an
aim to accomplish the common objectives. There are various have to be
performed by the management to management the employees of different
culture in organization.
 Training: It is the most effective methods to improve the behavior and
manager the employees of different cultures. In the Mondrian Online
will also provide training to the employees in order to manage the
teams and generating the participation of employees towards
implementation of various ideas and concepts for making innovation in
the products and services that are delivered by them to their
customers.
 Recruitment: in order to manage the cross culture environment. The
managers will accomplish the task of hiring the employees that can
work effectively among the diversified workforce. Recruiting the
employees that has been effective and beneficial for management to
achieve more productivity and creative ideas that can be implemented
to accomplish the targets.
 Aligning HR polices: Various multinational organization align various

Hr policies that have to be implemented in order to manage the
diversified workforce within the organization (Carneiro and et.al., 2016). It
also involves the development various policies so that they influence
the workers of different organization to work more effectively within the
organization. In the cited organization, there are various practices that
have to be accomplished by the management to hire qualified workers
that provide various creative ideas and helps the organization to
expand there business operation in international market and making
collaboration with the other countries.
 Facilitation of cross cultural teams: By developing team of
diversified workers within the organization the firm can effectively
change the behavior of employees and provide them skills to improve
their performance at workplace (Antúnez and et.al., 2017). In this context,
Mondrian Online is IT firm that has developed various teams of
different culture and background that has been accomplished the work.
For the development of positive work culture within the organization,
they have made the teams various employees that are from the
different nations and cities of home countries and also posses different
skills ands knowledge. Further, this has been considered as beneficial
for the firm to develop coordination at workplace and make them
comfortable with the organization structure.
3: Recommendation
In above report, it has been considered that the organization has the
mission to remove the communication barrier and wants to develop
innovation, creativity and motivation among the employees at workplace. For
accomplishment of this mission they have applied various measures and
defines various approaches that will beneficial in change the behavior of
individuals and development appropriate work culture but there are some
changes that have to required in the methods of providing motivation to
employees such as rewards, recognition, increment in salary should be used
by the management to improve the performance of employees within the
organization. There dimensions of Hofstede model should clearly define that
there positive culture in the country and people are independent as well

motivated but sometimes this model does not provide a clear understanding
about the various and should be considered irrelevant by various organization
and needs to be changed in order to improve the culture within the
organization. For the management of employees of different culture and
countries they have applied various methods like training, motivational
activities , mentoring and rewards to improve the performance and
coordination in the team activities. Further, it has been recognized that they
are using appropriate methods to train the employees and for the
improvement of their skills they must provide training of updated technology
so that they can provide more innovative and creative to develop products
and services that have to implemented in the future.
CONCLUSION
In the above report, it has been summarized that there is great significance of
development effective culture in order to remove the communication barriers
between the employees at workplace. In the pr-sent context, analysis of
Mondrian Online has provided a clear understanding that firm has adopted
effective methods to accomplish there mission and expand their business
operation by collaborating with other countries like china and Germany. It is
also analyzed that the firm has adopted effective methods to manage the
diversified employees and should adopt various measures that are
recommended and beneficial for them in developing positive work culture.

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