Podcast Cross Cultural Management

This podcast discusses the issues of cross cultural management, including organisational culture, communication, negotiation, ethics, and CSR. It explores the impact of social culture on management practices and provides solutions using relevant theories.

Podcast Cross Cultural Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PODCAST & SCRIPT.....................................................................................................................1
Issue 1) Organisational culture....................................................................................................1
Issue 2) Communication.............................................................................................................3
Issue 3) Negotiation....................................................................................................................4
Issue 4) Ethics.............................................................................................................................5
Issue 5) CSR (Corporate Social Responsibility).........................................................................6
CONCLUSION...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Cross cultural management refers to study of the management in cross cultural and
consist study of impact of the social culture on the management practices and management. It is
dealing with or comparison among two or more than various cultural areas. It happens when
manager oversees staff members from culture other than own (Brunet-Thornton and Bureš,
2012). Present case study is based on the Brett Jones in Tanzania. It is related to issue of negative
manager. Under given report, different issues will be discussed i.e. Organisational Culture,
communication, negotiation, diversity, ethics and CSR. The solutions of these issues will be
stated by using some theories relevant to them.
PODCAST & SCRIPT
There is manifestation concerned with the cross cultural management team when Hydro
Generation expand its business in unfamiliar culture. During conducting business in international
market, this is important to aware about the policies, communication styles and some other
things. Cross-cultural management consists organizing the work teams in such a way as to
include variations in the procedures, culture and also consumer desires in international business
background. This includes managing and working effectively in a team which takes into account
preferences, cultural differences and also foreign business practices (Chanlat, Davel and Dupuis,
2013).
Culture is related to the beliefs and norms of an individual. This is important for an
individual to under culture of company so that employees can focus on attaining the specific
objectives and targets in significant way. There are several components such as organisational
culture, communication, negotiation, ethics and Corporate Social Responsibility. These all
impact on the HG business during conducting the business activities at internationally. In context
to Dam manufacture project, there is need to the Hydro Generation company to organise and also
manage the issues which are concerned with activities effectively (Eisenberg, Härtel and Stahl,
2013).
Issue 1) Organisational culture
It is system of the shared beliefs and values which govern how the people behave in
company. These have strong impact on people in company and also dictate how they behave and
act to perform the job responsibilities. This encompasses the behaviours and values which

contribute to unique psychological and unique environment of business. In context to case study,
Graham Steinberg is vice president at the US based Hydro Generation (HG). In this, from Jones
work, Graham Steinberg is not satisfied and it negatively impact on the organisational culture of
the HG organisation. It develops the negative impact on the employees of an organisation.
Graham Steinberg and Jones both are not satisfied from the work of each other and it negatively
impact on the working environment as well as culture of company. The way of conducting
business by Tanzanian, some of them ran the counter both organisational culture of Hydro
Generation and operation method in to the foreign environments (Eisenberg and et. al., 2013).
There is an issue to Steinberg about actions of Jones which might have repercussions for project
of company in Tanzania. On the other hand, Nepotism is a main issue and Jones has made hiring
on the basis of nepotism concept. There are some employees which working at high level and
Jones appointed some people which are relatives of higher authorities. Jones was too comfortable
in African culture that had him assign in the same job individuals and relatives advert by them to
facilitate the completion of the entire project. It is part of the national culture that includes
customs as well as traditions developed through local people living in that area or country.
Theory Identification
According to given case, there is a requirement to implement theory to determine the
solution of arisen issue at workplace related to organisational culture. In regards to this, Harrison
culture model will be applied (French, 2015). The four different categories of Harrison culture
model are given below:
Power culture- Under this, culture is characteristic of entrepreneurial company. On the
basis of this, power is held through some people whose impact spreads throughout company. On
the basis of given case, this is identified that if power culture will be executed then high
authorities of Hydro Generation will having right to take better decision to company and include
Jones to take decisions quickly (Holden, Michailova and Tietze, 2015).
Task culture- It forms when team in company are formed to address the particular issue.
It develops when in Hydro Generation firm team is mainly created to ascertain issue. This will
be determined by the dynamic team. Through mixing the right skills, leadership can be
productive and creative. In case, if HG is having particular project in this case they need to
execute this culture and set guidelines for completion of work done on particular time.

Role culture- Company with role culture is on the basis of rules. They are controlled with
each one in company knowing about roles and responsibilities. There is a need to Hydro
Generation to follow this culture and also follow the rules and procedures in an effective manner.
Person culture- Company with the person culture, people see themselves as superior and
unique to company. Firm with person culture is collection of people which happen to working
for similar company. Such forms of culture are not officially introduced by any organization as
the main focus is on people and their desires not the goals of the business. There is also no
formal structure followed so HG will not adopt this culture as they will have to expand their
business in Tanzania and will need employee help for this (Jackson, 2012).
Solution
In relation to solve the organisational culture issues, there is a requirement to Graham
Steinberg to understand regarding the organisation culture to employees so that they can able to
work effectively or in a better way.
Issue 2) Communication
It is an act of conveying the meaning from single entity to other by use of the understood
signs mutually. It is imparting or exchange the information through speaking and writing. In an
organisation, communication is study of the communication within business firm. The
communication flow could be either informal and formal. To develop the positive relationship,
Jones was responsible for developing operating structure that intended to be spare the
complexities of incoming manager of such start-up activities to obtaining the licenses and search
local people to recruit for more required jobs. In regards to this, HG is powerful plant and built in
16 countries and also retained the ownership shared in half of them. The issue is related to the
changing lifestyle of Jones on the basis of Africa local people (Johnson and Cullen, 2017). It
made Steinberg worried regarding Jones not being with organisational value and capacity.
Communication is better way to get aware regarding the lifestyles and also culture of Tanzanian
people. It is one of the effective way to making connection with locals as it aids Jones to be
convince local people to carrying out work without any hurdle. But there is a issue to Graham
Steinberg from the connection of Jones to local people of Tanzania. There is a communication
gap among both of them. Graham Steinberg was not comfortable with the hiring practices of
Jones’s. To resolve this issue, there is a communication accommodation theory is given below
related to communication:

Theory Identification
Communication Accommodation Theory is communication theory that developed
through Howard Giles. It is mainly related with behavioural changes which make to attune
communication to partner and also extent to which the people perceive partners as correct to
them. It is related to human tendency to adjust the communication on the basis of situations and
people included. In regards to this, main assumption if this communication accommodation
theory is interactant have the differences and similarities which can be in gestures, behaviour and
speech on the basis of culture and experiences (Luo, 2016). Under this, people accommodate
communication activities to get the approval and set positive reputation to interactant. In order to
resolve the communication issue, there is a need to Graham Steinberg and Brett Jones to
communicate with each other and also realising the differences or responsibilities.
Solution
Through implementing this communication theory, there is positive communication arise
in HG organisation. Graham Steinberg need to communicate with the local people and also find
the capabilities in them to conduct business operations in an effective manner. To conduct the
business at international level, there is a need to Graham Steinberg to interact with the local
people which have understanding about the environment and local language. Through
developing the positive communication, HG company can develop the social status and also tend
tend to be adopt people communication behaviour which are high in the social status. On the
other hand, meeting with local people help in know about each other (Rehg and et. al., 2012). To
make collaborative effort in developing something to help Tanzanians people. It is one of the
better way to get local people included in dam construction through offering them jobs. They can
earn the incomes and also give their contribution to establishment of dam.
Issue 3) Negotiation
It is dialogue among two or more than two people which intended to reach at the
beneficial outcomes over issues where conflict exists. It is discussion aims to reaching an an
agreement. It is one of the effective method to settle the people differences. This is process
among the entities which comprise to agree on the matters related to mutual interests while
optimizing the individual utilities. Negotiation is strategic discussion that helps in resolve issue
sin such as manner that both the parties find the acceptable. Its main aim is to resolve the
difference points and gain the benefit for collective. On the basis of case study, there was issue

related to tribal ritual. Dam would be displace around 700 villagers. In negotiation with
Tanzanians government, Hydro Generation assembled resettlement package that consists
renovation of health centres and schools in new location. After arrival of Jones, two different
tribes living close to site of dam proclaimed river home to the sacred spirits.
Theory Identification
Under this, there is a Win Win negotiation strategy. This is careful exploration of own
position that the opposite number in context to search acceptable outcomes. This kind of
negotiation strategy is integrative negotiated agreement. In context to theory, it means
negotiating sided have been reached agreement before taking the each other interests. It is more
successful strategy because this bundle all the problems and also negotiate them together
(Thomas and Peterson, 2016).
Solution
To overcome from the issues, there is a need to apply the Win Win negotiation strategy
because its main focus on resolving the issues by developing common solution of it in an
effective manner. With the help of this, Hydro Generation company and the local people will
work together to developing a dam.
Issue 4) Ethics
It refers to moral principles which govern behaviour of a person or conducting activity.
This is a philosophy that consider defending, recommending and systematizing concepts of the
wrong and right conduct. It is concerned with what is bad or good for society and people. In
business, ethics is related to executing the effective business practices and policies in context to
controversial subjects. Ethics is related to moral principles and rules governing a person's
behaviour at the moment some action is conducted. In this, people and company will function in
compliance with rules and principles. According to given case study, unemployment is high in
local life and the job searches are conducted by word of mouth mainly from the family members.
Jones had developed practice of the mentioning openings to the local people and after hiring the
recommended relatives. In Tanzania country, family connections could come handy. Company
hiring niece of the high rank custom officer when this comes to getting the import clearances. To
Steinberg, these practices are legal and normal in the business dealing in Tanzanian, they fringed
on unethical in US company (Thomas, 2015). Steinberg worried about the long term basis
practical consequences. It is unethical to give the job opportunities to the relatives of the high

authority as comparison to give chance to the other people which have the better understanding
and knowledge. On the other hand, there is an ethical dilemma for firm if they will follow the
legislation of Tanzania can found illegal in the US country. In case if they will follow the
Tanzania regulation then they will break the legislation of the domestic nation.
Theory Identification
Under this, there is a theory related to ethics and provide the proper explanation
regarding the arisen issue and also ways to overcome from it. The ethical theory is necessary to
establish strong foundation for the challenging conditions (Tjosvold, 2017). Utilitarianism is an
ethical theory that promote the actions that increase the well being and happiness for impacted
people. The various kinds of utilitarianism admit the various characterizations to enhance ability.
It is one of more powerful approach related to to philosophy history. It is held to view that the
right cation morally is an action that develops better. There are several ways to spell out the
general claim. In context to the case study, there is a need to HG company to give the
employment opportunities to local people of Tanzania so that they can work effectively and also
help in manufacturing the Dam.
Solution
Through applying Utilitarianism theory of ethics, Hydro Generation company can able to
focus on connect with the people and use ethics while hiring the people other than the relatives
means local people which have the better understanding regarding the business because they are
well known about the local culture and values and also able to communicate with the local
people in an effective manner.
Issue 5) CSR (Corporate Social Responsibility)
Corporate Social Responsibility refers to kind of the international private business self-
regulation that goal is to contribute to the societal objectives of activist and philanthropic nature
through engage in support the volunteering practices (Zhu and Bargiela-Chiappini, 2013).
Corporate Social Responsibility is business recitation that unified sustainable development into
business model of firm. This has the positive impact on economic, environmental and social
factors. It is how the organisations manage business processes to develop the positive impact on
society. This covers the social impact and sustainability to conduct the business in significant
manner. The Corporate social responsibility is management concept where organisations
integrate the environmental and social concerned in business operations and also interactions

with stakeholders. It is wider concept that take the several forms depending on an organisation as
well as industry. With the help of conducting CSR programmes, forms can benefit the society
while enhancing brand. In context to mention case study, government of Tanzania is corrupt and
follow nepotism policy. HG firm follow the Corporate Social Responsibility but the vice
president Graham Steinberg is not be ready to be comprise the ethical standards. According to
Graham Steinberg, government of Tanzania is not goods and do the unethical things (French,
2015).
Theory Identification
As per the mention problem concerned with the case, there is a political theory of
Corporate Social responsibility. The main focus of their theory is on communication between the
society and business. The two different concepts of political theory are given below:
Corporate Constitutionalism- In this, company has an impact on the market for
equilibrium. Businesses have social power that is externally and internally designed to destroy
power.
Corporate Citizenship- It is explained as potential business roles and cooperation in an
organization. Similar to this, several ideas similar to corporate citizenship are associated with the
philosophy of the opposite society (Johnson and Cullen, 2017).
There are several ways through which one can be meet with the requirements. Graham
Steinberg can fulfil the requirements and demands through implementing the political theory that
aids in understanding major aspects of company to resolve problems related to the ethics through
implying Corporate Social Responsibility in significant way. This can depicted that the Political
theory will assist for Hydro Generation to deal with problems which are facing culture. There is
a need to management to understand single policy that can not applied in whole country. In case
if HG is begin the new project in various countries then its legal responsibility is to adopt culture
as they will work peacefully. So, it is necessary to Graham Steinberg to understand that the
culture of US can not applied in Tanzania because people face the complexity in adapting
different culture and the working environment will be hampered.
Solution
To minimize the consequences concerned to future, this is important that Hydro
Generation company should make rules which are related with US and the business policies will
be developed to guiding the staff members related to conducting business operations globally.

Culture differences develop negative impact on employees performance as well as working
environment of country. In regards to this, there are some issues related to acceptance of the host
society, differences in cultural degree and others. In order to overcome from them, there is a
need to management to neglect these differences and should have the better knowledge regarding
the policies as well as regulations (Thomas and Peterson, 2016).

CONCLUSION
From the above mention information, it has been concluded that cross culture develops
the positive impact and negative impact on business operations. As per the case study, some
issues has been studied related to the organisational culture, negotiation, communication, ethics
and Corporate social responsibilities. To overcome from the issues, there are some theories has
been applied and find the effective ways to resolve them. There has been various kinds of
components has been studied which were assist in developing a podcast report most appealing.
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REFERENCES
Books & Journals
Brunet-Thornton, R. and Bureš, V., 2012. Cross-cultural management: Establishing a Czech
benchmark.
Chanlat, J. F., Davel, E. and Dupuis, J. P. eds., 2013. Cross-cultural management: culture and
management across the world. Routledge.
Eisenberg, J., Härtel, C. E. and Stahl, G. K., 2013. From the guest editors: Cross-cultural
management learning and education—Exploring multiple aims, approaches, and
impacts.
Eisenberg, J. and et. al., 2013. Can business schools make students culturally competent? Effects
of cross-cultural management courses on cultural intelligence. Academy of Management
Learning & Education. 12(4). pp.603-621.
French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.
Holden, N., Michailova, S. and Tietze, S. eds., 2015. The Routledge companion to cross-cultural
management. Routledge.
Jackson, T., 2012. Cross-cultural management and the informal economy in sub-Saharan Africa:
implications for organization, employment and skills development. The International
Journal of Human Resource Management. 23(14). pp.2901-2916.
Johnson, J. L. and Cullen, J. B., 2017. Trust in cross‐cultural relationships. The Blackwell
Handbook of Cross‐Cultural Management, pp.335-360.
Luo, Y., 2016. Toward a reverse adaptation view in cross-cultural management. Cross Cultural
& Strategic Management.
Rehg, M. T., Gundlach, M. J. and Grigorian, R. A., 2012. Examining the influence of cross‐
cultural training on cultural intelligence and specific self‐efficacy. Cross Cultural
Management: An International Journal.
Thomas, D. C. and Peterson, M. F., 2016. Cross-cultural management: Essential concepts. Sage
Publications.
Thomas, D. C., 2015. Cultural intelligence. Wiley Encyclopedia of Management, pp.1-3.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
Zhu, Y. and Bargiela-Chiappini, F., 2013. Balancing emic and etic: Situated learning and
ethnography of communication in cross-cultural management education. Academy of
Management Learning & Education. 12(3). pp.380-395.
Online
Need for Cross Cultural Management. 2013. [Online]. Available through:
<https://darbhangatower.wordpress.com/2013/05/08/need-for-cross-cultural-
management/>.
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