Self-reflection: Cross-cultural Management

   

Added on  2021-04-19

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Running head: SELF-REFLECTION: CROSS CULTURAL MANAGEMENTSelf-reflection: Cross-cultural ManagementName of Student:Name of University:Author’s Note:
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1SELF-REFLECTION: CROSS CULTURAL MANAGEMENTTable of ContentsSelf-reflection:.................................................................................................................................2Reasons for choosing the Hofstede’s Model:..................................................................................2Reasons for choosing the Trompenaars’ Theory:............................................................................3Experience of taking part in the group task:....................................................................................6References:......................................................................................................................................7
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2SELF-REFLECTION: CROSS CULTURAL MANAGEMENTSelf-reflection:This particular essay focuses on my experience as a team member in order to undertakethe group activity on one of the six topics which were provided to us. In our class for ourassessment we were required to create a podcast on one of the six topics, “National Culture”,“Organisational Culture”, “Leadership”, “Communication and negotiation”, “Motivation andHRM”, “Organisational structure”. My chosen topic is “Communication and negotiation”. Onthe basis of my chosen topic I have created a podcast which is based on the communication andnegotiation of Daimler Chrysler. The timing of my podcast is approximately 2 minutes. Thepodcast focuses on the Hofstede and Trompenaars theories. I think the choice of the article was appropriate as the merger of these two big companieswas one of the major mergers in history. The merger was also important as it represented themerger of two different work cultures in addition to the merger of two big companies. Based onthe issues the theories which I have used are the Hofstede and Trompenaars theories. Reasons for choosing the Hofstede’s Model: The original model of Hofstede was basically developed as a consequence of the factoranalysis on the global survey of the employees’ value system at a particular company. Theoriginal theory regarding the fact that Hofstede proposed basically talked of four basicdimensions which include the “power distance, uncertainty avoidance, individualism versuscollectivism and masculinity versus femininity” (Hofstede, 2010:8). Later on the other conceptsof long-term and short-term orientation and also the idea of indulgence versus restraint wereadded (Shi & Wang, 2011:93).
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