Cross Cultural Management

This article discusses the importance of cross cultural management in improving communication and business ethics. It explores topics such as organization culture, leadership and organization structure, and motivation and HRM with ethics. Recommendations are provided for each category to address the issues faced by companies. Read more on Desklib.

Cross Cultural Management

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Category 1....................................................................................................................................3
Organization culture....................................................................................................................3
Stage I Of Recommendation........................................................................................................5
Category 2....................................................................................................................................5
Leadership and organization structure.........................................................................................5
Stage II Of Recommendation......................................................................................................6
Category III motivation and HRM with Ethic...........................................................................7
Stage III Of Recommendation.....................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Cross cultural communication is considered to be an important aspect as the process of
recognizing the more level of both differences along with major level of similarities among the
different cultural groups in order to have the proper level of engagements with different cultural
backgrounds to have the improving the level of communications with another. In addition to
that’s the cross culture and the business ethic have the positive level of relationships which is
impacting the significant attention in the mass media and has been a topic of discussion among
the public, as well as the different organizations in the world (Balaji and et.al.,2020). The
development of the CSR activities and business ethics have the clear developments in the
attracting more level of customers with have support o the social cultural conscience to inherent
the level of motivations.
Therefore, there will be development of cultural values along with norms to be motivated
the business to grow in then transitions and regionals boundaries. In this report, there will be
discussion on the Brett jones in Tanzania as the company HG is facing the serious level of issues
in terms of the CSR activity. Steinberg have the multiple level of CSR problems which have
major involvements of the involving d the ethical practices of HR. This is more extended to
that’s the there is more individuals are more based on the nepotism, the alternativos the
expatriate manager lifestyle in more perfect manner.
MAIN BODY
Category 1
Organization culture
As per the case study of the Brett jones in Tanzania, the company HG is facing the
serious level of issues in terms of the CSR activity along with ethical ones in the process of
constructing the dam in region of Africa as there is level of corporate level of social challenges.
On the other hand, Graham Steinberg have the confusion in selection of the appropriate
individuals in more manner to have the holding the responsibilities (Widiatmika and Darma,
2018). Hence. there is more major one which have the prime level of duties to have the
involvements of establishing the different level of stakeholder’s connection. This have the major
level of implication over establishment of the different HR policies which have the clear
inclusion of the ethical cultural enhancement along promotion of CSR activities to have more
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effective level of regulation in more efficient and effective manner. However, without have the
disparity of the terms of organizational international culture, there is creating of major difference
in term, of the ethical values along with developing of CSR activities. As per the major level of
keen considerations, the Steinberg have the multiple level of CSR problems which have major
involvements of the involving d the ethical practices of HR. this is more extended to that’s the
there is more individuals are more based on the nepotism, the alternativos the expatriate manager
lifestyle in more perfect manner. In addition to that’s, there is more level of low motivations
which is regarding the strong position hosing high level of spirituals beliefs along with
developing the organization culture which is not control the level of stakeholders.
As per the case study it has been identified as the it is important to have the cognizant
have to facts of employees in different level of backgrounds which are motivated he different
level of incentives which have the clear recasting the different level of backgrounds to various
level of managements along with communication style.
In more to have the discussion in term d the category one there is clear level of conflict
among the organization and nations cultures as the time of HG projects working in Tanzania. As
per the case study, the organization values are all about the value of the bee seculars along worth
embody the Chretien values. In addition to that the manager should have the major level of
responsibility for making and implanting the major level of decision along with being
accountable to the organisation. On the other hand, johns have more level of responsible for the e
stabilizing more level of operating cultures to the different level of manager who are actually
facing the difficulty proper level of establishment on company (Ackers and Black, 2018). On
the other the john was considered to be more level of eagerness in more way to have
accommodation of the tyanzis ways of performing the business which is some way countersuing
the HG organization sculpture along wot its usual method of operations in the foreigner level of
environment.
In term per understanding more in term of ethical cultures in addition to company, there have
the sawn the advantage to have the hiring of the john as the someone who have the clearest level
of posseting of the both home country along with host ones in terms of economics , politic and
cultures. The HG company don’t have the no level of formal guidelines to have the monitoring
of the expatriate manager but the company culture has the proper level of standard to have the
accurate level of encouragement by rising in standard of living with havening the more level of
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prosperous international values. In addition to the issue in organisational cultures , the johns was
living as the per the company cultures as he has major level of preferences preference for
isolating himself from the expatriate community also made him of little use in helping colleagues
adapt to the kind of the life that would be comfortable for them in the alien environment of
Tanzania.
Stage I Of Recommendation
As per the stage of recommendation in more way to have the solution to the issue which is
faced by the organisation HG in the value and philosophy. The company have the level of
competent manager who is the considered to be more competent level of combination of
professional training, experience with HG and familiarity with the host country (Kollenscher and
et.al., 2017). There should be implementation of the Hofstede’s culture as their company should
have the understanding the culture accords the nation with different dimensions which is
impacting the business. as the dimension of their theory are there positive distances which
should be considered to high to have the embracement of hierarchy index. In addition to that the
parameter of collectivism v/s individualism which have the consideration to which the
positivises areas have integration into groups to have the presence of the obligation along with
dependence on groups. So, the HG company should have the clear possession of the collective,
as there is major importance on the goals and wellbeing of the group as the self-image of unity
and work together.
To have the avoidance of the uncertainty index, there should be low level of uncertainty to have
the high level of tolerance over the uncertainty along with ambiguity and risk tasking elements
(Bolman and Deal, 2017). With following of the masculinity should have the following of all
level of characterhoods’ which has the assistive and concertinaed material achievements and
wealth building. The company should have focus on long term orientation which have the
delaying the short terms success and gratifications to achieve long term success which may be
persistence, perseverance’s and long-term growth.
Category 2
Leadership and organization structure
The next is about the major consideration about the leadership and the organisation
structure which should be considered facing issues in company. As the company have the
development of the fat structure which is considered to mor level of efficiency in developing the
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communication. As there is major level of implication as the local level of employees have
companies there is more level of disorganised along no one is paying the major level of attention.
This have seemed that’s HG company is do have the proper dealing with locals which have
increase the level of turnover rates. As the managerial decision, in order to have reducing the
effect of turnover ratio, the Steinberg has the need to have transferring of the number of
managers along with some engineers to Tanzania. On the other hand, as the johns will be
considered as more responsible in developing the operations structure as the incoming manager
will have the facing of difficulties to order to have the obtaining of licenses along with installing
the telephones and the entities (Uhl-Bien and Arena, 2018). In addition to that’s the issue wave
extended to the assembled a resettlement package that included the renovation of school and
health centres in the new location.
In addition to that’s there is an issue that’s after the arrival of john the local people have
the claim od the home to the scared sprites in the water bodies which are the following of the
creation of some ceremony which have the clear level of damaging the company image along
with offending the Tanzania’s Christian majority and many of the Muslims in the country as
well. The manager is local favism the issues of the quantising the competence of the African
perorations as there is major level of issues which is faced by the local community.
Stage II Of Recommendation
As the theory of recommendation, there should be development of situational leadership, as
the manager should have the proper level of handing of the task behaviours along with
relationship behaviours in order to have the providers there believers. There are four behaviour
styles which are as such as the telling, selling, participation along with delegation. In the first be
there individuals should be novices but enthusiastic as moving to further stage, there are
considered to be motivated relayed the job and unwilling to task. In the third stages, the
individual should have the level of experiences reagreeing belong with tack along with
confidence in order to have willingness of responsibility (Bawole, Mensah and Amegavi, 2019).
The last stage in about delegations at have the experienced with having the responsibility for the
task development.
There should be establishment of effective level of communication model to have the
proper level of flowing of information from one end to another end which make the information
more clears and understanding. There should be investments also the management in taking
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feculence level of decision making. Leaders must be able to move from one leadership style to
another to meet the changing needs of an organization and its employees. These leaders must
have the insight to understand when to change their management style and what leadership
strategy fits each new paradigm. The company should have focus on long term orientation which
have the delaying the short terms success and gratifications to achieve long term success which
may be persistence, perseverance’s and long-term growth.
The category three have the major implication of the motivation and HRM theories
which is needed to be the important level of factor in order row increase the level of motivation
which is prevailing in the business to extend level.
In addition to that’s, there is more level of low motivations which is regarding the strong position
hosing high level of spirituals beliefs along with developing the organization culture which is not
control the level of stakeholders. The HG company don’t have the no level of formal guidelines
to have the monitoring of the expatriate manager but the company culture has the proper level of
standard to have the accurate level of encouragement by rising in standard of living with
havening the more level of prosperous international values (Breed, Downing and Ally, 2020).
This have seemed that’s HG company is do have the proper dealing with locals which have
increase the level of turnover rates. As the managerial decision, in order to have reducing the
effect of turnover ratio, the Steinberg has the need to have transferring of the number of
managers along with some engineers to Tanzania.
Category III motivation and HRM with Ethic
In the terms of ethic, the company have failed to create the proper level of image which
seems to have clear damages with the religious caretaker of the falls to find a solution. In
reaction to john malpractice and the concord inpatient that’s tribal and Africa community, the
company have the failed to value their specific ethics which is more considered to pagans and the
probably the shame. On the top of everything, Jones's participation might be construed in some
quarters as a mockery of tribal customs, thereby contributing to a hostile environment for HG.
In addition to that company have failed to have the a resettlement package that included the
renovation of school and health centres in the new location. HG executives understood that the
package, valued at a million dollars, was acceptable to the people who were affected. So it has
been clears includes the statement that’s the manager of the form is required to have the proper
level of cation regarding the john behind his level of potentiality of the perfect compassion of
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tarring and having proper understanding of the both host and home country in more perfect
manner. The Steinberg should have the clear development of his leadership skill in order to have
the stable situation in ordered to have the proper arrangement of evasion in developing the
different level of individuals in business perspective.
Stage III Of Recommendation
As the part of recommendation there is majorly implication od the utilitarianism moral
theory in order to have the implementations so the fair level of choices which is having the least
amount or the parties which are involves (Mamma and et.al., 2019). On the other hand , the
camps have the need to have the decision over the different action plans in order to have the
proper evaluation of outcome. On the other hand the commons manager should have the try to
reduce the inclusion of john I making the decision making s the there is major level of
implication relativem theory by john in which he there is major level of obligations along belief
which is based on the individuals environment. Steinberg have the multiple level of CSR
problems which have major involvement the ethical practices of HR. This is more extended to
that’s the there is more individuals are more based on the nepotism, the alternativos the
expatriate manager lifestyle in more perfect manner.
CONCLUSION
From the above file it can be concluded that the cross culture and the business ethic have the
positive level of relationships which is impacting the significant attention in the mass media and
has been a topic of discussion among the public, as well as the different organizations in the
world. It has identified as the it is important to have the cognizant have to facts of employees in
different level of backgrounds which are motivated, he different level of incentives. The johns
were living as the per the company cultures as he has major level of preferences isolating himself
from the expatriate community. As the managerial decision, in order to have reducing the effect
of turnover ratio, the Steinberg has the need to have transferring of the number of managers
along with some engineers to Tanzania. There should be establishment of effective level of
communication model to have the proper level of flowing of information from one end to
another end which make the information more clears and understanding. The Steinberg should
have the clear development of his leadership skill in order to have the stable situation in ordered
to have the proper arrangement of evasion in developing the different level of individuals in
business perspective.
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REFERENCES
Books and Journal
Online
Mamman, and et.al., 2019. Employee advocacy in Africa: the role of HR practitioners in Malawi.
Employee Relations.
Breed, M., Downing, C. and Ally, H., 2020. Factors influencing motivation of nurse leaders in a
private hospital group in Gauteng, South Africa: A quantitative study. Curationis, 43(1).
Bawole, J.N., Mensah, J.K. and Amegavi, G.B., 2019. Public Service Motivation Scholarship in
Africa: A Systematic Review and Research Agenda. International Journal of Public
Administration, 42(6), pp.497-508.
Uhl-Bien, M. and Arena, M., 2018. Leadership for organizational adaptability: A theoretical
synthesis and integrative framework. The Leadership Quarterly, 29(1), pp.89-104.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Kollenscher, E.,and et.al., 2017. Architectural Leadership: The neglected core of organizational
leadership. European Management Review, 14(3), pp.247-264.
Ackers, P. and Black, J., 2018. Paternalist capitalism: an organization culture in transition. In
Work and the Enterprise Culture (pp. 30-56). Routledge.
Widiatmika, P.H. and Darma, G.S., 2018. Good Corporate Governance, Job Motivation,
Organization Culture Which Impact Company Financial Performance. Jurnal Manajemen Bisnis,
15(3), pp.82-99.
Balaji, M.S and et.al.,2020. Letting go or getting back: How organization culture shapes frontline
employee response to customer incivility. Journal of Business Research, 111, pp.1-11.
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