MAR0386: Analyzing Intercultural Business Competencies at Tesco

This report examines intercultural business competencies within Tesco, focusing on challenges faced by managers in multicultural teams. It delves into theories of team building (Tuckman, DISC, GRIP, Thomas-Kilmann), cultural differences (Hofstede), and communication problems (Actor-Network, Cognitive Dissonance, Hypodermic Needle, Social Learning). Practical examples from personal experience illustrate these theories. The report evaluates behaviors in unpredictable situations, analyzes successful and difficult interactions from a multilateral perspective, and identifies underlying intercultural elements. It concludes by emphasizing the importance of intercultural competence for creativity, competitive advantage, marketing, and talent retention.

Intercultural Business
Competencies
MAR0386

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Problems faced by Managers in setting up international/multi-cultural teams......................1
Theories on team building......................................................................................................2
Theories on cultural differences.............................................................................................2
Theories on communication problems...................................................................................3
Examples from own experience to demonstrate theories in practice.....................................3
Evaluate own and others behaviours and reactions to new and unpredictable situations......4
Analyse successful or difficult interactions and review from a multilateral perspective.......5
Identify intercultural elements and values causing such interactions....................................6
CONCLUSION................................................................................................................................7
References........................................................................................................................................8

INTRODUCTION
Intercultural business competencies can be defined as the variety of competences which
permits efficient and effective working of the organization in a multi-cultural environment of a
business. It supports in the understanding of the employees of different backgrounds and cultures
in order to satisfy lasting relationships along with the management of operations in a diversified
manner also (Mayorga Bravo, 2021). Organisation chosen here is the TESCO, it is one of the
leading international supermarket retail company headquartered in United Kingdom and
established in 1919. It deals with the products and services such as home appliances, electronics,
groceries, credit card services and many more. The following discussion is based on the
problems faced by managers in setting up multi-cultural teams. Discussion is also made on the
theories on team building, cultural differences and communication problems. Examples from
own experience and evaluating own and others behaviours to unpredictable situations are also
discussed. Moreover, analysis is also done on the successful or difficult interactions from a
multilateral perspective and identification of intercultural elements causing interactions with
conclusion.
MAIN BODY
Problems faced by Managers in setting up international/multi-cultural teams
Language barrier is one of the problems suffered by managers in setting up multi-
cultural teams, that means that the people who are working in the company is not necessarily of
the same language culture, difference in languages creates a barrier in interaction. Cultural
differences is an another problem faced by managers, which means that different background
people have different beliefs and values and hence their behaviours also differs, this is a culture
difference. Technical challenges is also one of the difficulty in setting up intercultural teams, it
means that problems in technologies also affects the intercultural teams within organization due
to the difference in knowledge and implementation for the same. The decision making process
is also an another trouble suffered by managers, that means that due to the assorted values and
mind set, decision making becomes difficult because of the difference in mentality. Styles of
communication that aggression and tone is one of the problem in setting up intercultural
teams, which means that at some regions, the tone of communication is aggressive and at some
regions it is not, this makes hampering in the communication flow within organization.
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Challenge in motivating a culturally diverse team is an another difficulty faced by managers,
it means that motivating and encouraging employees becomes difficult if there is a team of
culturally divers in nature due to the difficulty in managing and handling such groups and their
conflicts as well (Ihtiyar, 2018).
Theories on team building
The Tuckman Team Model is one of the theory on team building which states the five
stages of group and team formation for better management of it. First is the forming of the team
with group members. Second is the storming of team members by solving any conflicts and
differences. Third is the norming of team which formulates some rules to work in a group.
Fourth is the performing which executes the common task and fifth is the adjourning which
separates after completion of the motive. DISC Model is an another theory on team building
which states the dominance including result oriented, innovative, completive and direct.
Inspiring including people oriented, enthusiastic, optimistic and creative. Steady including
sincere, dependable, loyal and modest. Cautious including accurate, precise, analytical and
compliant (Suen and Suen, 2019). GRIP Model is also one of the theory on team building which
states the four quadrants on team building such as first is the goals which describes that what a
person wants to achieve. Second is the roles, which defines that the person does what work and
in what procedure. Third is the processes, which describes the decision making and taking
corrective actions. Fourth is the interpersonal relationships which means that the ways of
interaction and networking. Thomas-Kilmann Conflict Mode Model is also an another theory
of team building which states the five major approaches to manage the team and their goals and
objectives. First is the competing nature of the team member so that they can do their best.
Second is the accommodating nature which can adjust in each others decision if it is right. Third
is the compromising nature, fourth is the avoiding and fifth is the collaborating nature in each
and every person in a group (Ihtiyar, 2020).
Theories on cultural differences
Hofstede’s Cultural Dimensions Theory is one of the theory of cultural differences
which states the five major dimensions on culture an diversity management. First is the power
distance index which describes that to what extent the inequality and power can be tolerated by
employees. Second is collectivism and individualism which describes the nature of an individual
that they support team work or individual work. Third is uncertainty avoidance index which
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describes that to what extent the ambiguity can be tolerated by employees. Fourth is masculinity
and femininity which describes the attitude and behaviour of the society in terms of gender
equality. Fifth is long-term orientation and short-term orientation which describes that to what
extent society views its time horizon (Ihtiyar, 2018).
Theories on communication problems
Actor-Network Theory (ANT) is one of the theory on communication problems. It
states that there are two elements in this theory of communication that is the actor which is
described as a communicator and other is network which is described as the group of people who
are wiling to interact either formally or informally. It is basically a technology based
communication which is efficient and effective. Cognitive Dissonance Theory is an another
theory on communication problems. It states that it depicts the culture difference aspect among
individuals who have different beliefs and values along with the behaviours and attitudes. It
supports conflict management as a whole by agreeing upon each others points and stating own
points in order to influence to agree upon the same (Brannen, 2020). Hypodermic Needle
Theory is also one of the theory on communication problems. It states that it is also known as
the magic bullet theory which describes the content of the messages must be attractive and
attention gaining so that the people who are involved in the communication process can be more
attentive and listen carefully in order to revert back with same interest and willingness. Social
Learning Theory is also an another theory on communication problems. It states that the people
who are from different background and cultures need to be get interacted on a daily basis for
better cognition and environmental along with the behavioural influences to take it in a positive
manner. It captures the attitudes and emotional reactions so that future considerations regarding
the same can be expected and already estimate the reactions and solutions out of it (Ogbeibu,
Senadjki and Peng, 2018).
Examples from own experience to demonstrate theories in practice
Example 1 on team building
At my workplace, where I have been given a group task and are required to accomplish
till the given deadline. Then we have followed the team building theory of Tuckman Team
Model. Where we have followed the five stages of team formation given by the theory. First we
have formed the team with selected team members and then followed other stages of storming
and norming along with the performing and adjourning.
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Example 2 on cultural differences
At my workplace, where I wanted to know the cultural differences within organization
and how one can manage them. Then I have followed the culture difference theory of Hofstede’s
Cultural Dimensions Theory. Where I have followed the five dimensions given by theory. Such
as Power Distance Index, Collectivism vs. Individualism, Uncertainty Avoidance Index.
Femininity vs. Masculinity and Short-Term vs. Long-Term Orientation.
Example 3 on communication problems
At my workplace, where I have been given an activity on communication and interaction.
Then I have followed the theory of communication problems of social learning theory. Where I
have interacted with the people of different cultures on a daily basis and tried to understand their
culture and background along with the behaviour and attitudes. So that I can be able to adjust
within organization (Pasic, 2020).
Evaluate own and others behaviours and reactions to new and unpredictable situations
Situation 1 on team building: Group task given within organization
Own behaviour and reactions
My behaviour regarding this situation was to follow the theory for team building of
Tuckman Team Model so that everything can be systematically done among all the members of
the team and on the deadline as well. This has helped in achieving the task on time with good
effectiveness and efficiency.
Others behaviour and reactions
Others behaviour and reactions regarding this situation was that they also have followed
the theory of team building but not what I have chosen for my team. They have chosen GRIP
model where goals and roles along with the inter personal relationships and processes are
involved to follow (Finn, Berry, Davies and Mason, 2018).
Situation 2 on cultural differences: Self exploration activity within organization
Own behaviour and reactions
My behaviour regarding this situation was to follow the theory for cultural differences of
Hofstede’s Cultural Dimensions so that everything can be strategically done. I have explored in a
very well mannered by following the theory so that exploration knowledge gained cannot be
brushed out but remain in terms of learnings in my mind.
Others behaviour and reactions
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Others behaviour and reactions regarding this situation was that they also have followed
the theory of cultural differences, same as what I have chosen for me to follow. They also have
chosen the Hofstede’s Cultural Dimensions where five dimensions were to be followed by them.
Situation 3 on communications problems: Knowing others within organisation
Own behaviour and reactions
My behaviour regarding this situation was to follow the theory for communication
problems of social learning theory so that everything can be studied and experimented
effectively. I have tried to know other about their background and cultures by continuously
interacting with them for better understanding of nature of other people.
Others behaviour and reactions
Others behaviour and reactions regarding this situation was that they also have followed
the theory of communication problems but not what I have chosen for me. They have chosen the
Hypodermic Needle Theory where the other people uses the attractive content to communicate
for better attention gaining from other people (Sardi, Garengo and Bititci, 2019).
Analyse successful or difficult interactions and review from a multilateral perspective
Successful interactions and review from a multilateral perspective
Inspire creativity and drive innovation is one of the successful interactions and review
from a multilateral perspective which means that intercultural competence is responsible for and
has a positivity of inspiring of creativity and innovative ideas within organization. Competitive
advantage and profitability is an another successful interactions and review from a multilateral
perspective which means that intercultural competence provides good growth in fighting against
the competitors and helps in making profits. High quality and targeted marketing is also one
of the successful interactions and review from a multilateral perspective which means that
intercultural competence assists in total quality management of the company within its
operations domain with proper segmentation and targeting along with the positioning in a market
place. Attract and retain the best talent is also an another successful interactions and review
from a multilateral perspective which means that intercultural competence helps in employee
management so that the best talent could be retained and organization don't loose any talented
employees with hard work (Islam and Stamp, 2020).
Difficult interactions and review from a multilateral perspective
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Conflicts is one of the difficult interactions and review from a multilateral perspective
which means that if people who gather together of different backgrounds definitely results in
conflict among employees which can prove difficult to manage. Facing of prejudice is an
another difficult interactions and review from a multilateral perspective which means that
dominance if some employees can lead to the prejudice within organization that can hamper
productivity of the firm. Difficulty in understanding the different cultures and languages is
also one of the difficult interactions and review from a multilateral perspective which means that
it is the culture and language barrier in the company, it takes time to understand but till then,
there will be conflicts which are highly required to be managed. Cost inefficient is also an
another difficult interactions and review from a multilateral perspective which means that
intercultural management is costly because of the resources required to handle the diversity
management are expensive and needs high investment in employee management of different
cultures (Jiang, 2018).
Identify intercultural elements and values causing such interactions
Awareness is one of the intercultural elements and values causing such interactions
which means that it is important for the organization to create awareness of different cultures
which are being followed within the premises so that employees do not feel separated and can
adopt in an easy manner. Awareness of values and beliefs along with the behaviours and
attitudes are vital for smooth functioning of the firm. Preparation is an another intercultural
elements and values causing such interactions which means that it is essential for the
organization to focus on the strategies and opening conversations and closing conversations so
that employees can comfortably indulge in such activities and can feel willing to participate in
such initiatives of inter culture competence. If strategies are implemented positively then it
increase the productivity of the firm and vice versa. Language is also one of the intercultural
elements and values causing such interactions which means that it is necessary for the
organization to support the languages of every kind within premises so that employees can get
easily adjusted with the environment of the company and learn in a quick manner. Language
barrier must be resolved out in the firm. Openness is also an another intercultural elements and
values causing such interactions which means that it is significant for the organization to target
the openness nature of each and every employee within organization because if employees don't
interact freely then they will suffer a problem in adjusting and adopting the different cultures.
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Informal communication is required for the same because openness originates with the
communication flow of informal nature (Deardorff, 2019).
CONCLUSION
It is concluded that intercultural business competencies is an important concept to learn
and study so that its applications can be applied in the real world organizations. This is because it
helps in the diversity management which ultimately aids in conflict management within
organization. It brings up the different talents and that is why it is important adopt intercultural
business competencies. Therefore, it is important to analyse the problems faced by managers in
setting up international/multi-cultural teams, it is essential to examine the theories on team
building, cultural differences and communication problems, it is necessary to determine the
examples from own experience, it is significant to gain the knowledge about evaluating own and
others behaviours to unpredictable situations, it is crucial to assess the successful or difficult
interactions from a multilateral perspective and it is vital to identify intercultural elements
causing such interactions. Hence, this report covers all such areas in order to better understand
the conception of intercultural business competencies.
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References
Books and Journals
Brannen, M.Y., 2020. Cross-Cultural Management & Cultural Identity: Past Perspectives and
Present Prerequisites. The Sage Handbook of Contemporary Cross-Cultural Management.
Thousand Oaks, CA: Sage, pp.283-97.
Deardorff, D.K., 2019. Manual for developing intercultural competencies: Story circles.
Routledge.
Finn, A., Berry, S., Davies, E. and Mason, R., 2018. The Ultimate MBA Book: Get the Edge in
Business; Master Strategy, Marketing, and Finance; Enjoy a Business School Education in
a Book. Hachette UK.
Ihtiyar, A., 2018. Interaction of intercultural service encounters: personality, intercultural
communication and customer satisfaction. Asia Pacific Journal of Marketing and
Logistics.
Ihtiyar, A., 2018. The role of social environment and personality: validation of antecedents of
intercultural communication competence and its effects on customer satisfaction. Journal
of Management, Economics, and Industrial Organization. 2(1). pp.33-59.
Ihtiyar, A., 2020. Investigating the Role of Social Environment as Antecedents of Intercultural
Communication Competence and its Effects on Customer Satisfaction.
Islam, M.S. and Stamp, K., 2020. A reflection on future directions: Global international and
intercultural competencies in higher education. Research in Comparative and International
Education. 15(1). pp.69-75.
Jiang, C., 2018. National Culture and the Breadth and Depth of MNEs' International
Diversification Portfolio Strategy: The Attenuating Effects of Social Contacts and the Role
of Coevolution (Doctoral dissertation, Saint Louis University).
Mayorga Bravo, E., 2021. International Business Negotiation, Latin America–Germany case:
How to have the best competences?.
Ogbeibu, S., Senadjki, A. and Peng, T.L., 2018. An organisational culture and trustworthiness
multidimensional model to engender employee creativity. American Journal of Business.
Pasic, A., 2020. Cultural Diversity Impact on the Decision-Making of Leaders within
Organizations.
Sardi, A., Garengo, P. and Bititci, U., 2019. Measurement and management of competences by
enterprise social networking. International Journal of Productivity and Performance
Management.
Suen, E. and Suen, B.A., 2019. Intercultural Communication: A Canadian Perspective.
Canadian Scholars.
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