BUS105 Essay: Cross Cultural Studies and Cultural Differences

This essay delves into the significance of cross-cultural management in contemporary business, addressing the increasing need for organizations to manage diverse workforces effectively. Drawing from the perspective of Paulo Coelho, the essay examines the concept of cultural differences, encompassing social beliefs, values, and behaviors unique to specific groups. It explores the consequences of these differences, such as communication barriers and interpersonal conflicts, while also discussing strategies for reconciliation, including cross-cultural intelligence training and diversity management. The essay highlights the importance of understanding and managing cultural differences to mitigate conflicts, enhance team performance, and foster successful integration in both personal and professional contexts. It emphasizes that while complete removal of cultural preferences is impossible, cross-cultural interventions are crucial for navigating the complexities of a globalized world.

Running head: CROSS CULTURAL STUDIES
Cross Cultural Studies
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................3
Concept of the Cultural Differences:.........................................................................................3
Consequences of the Cultural Differences:................................................................................4
Reconciling the cultural differences:.........................................................................................5
Conclusion:................................................................................................................................7
References:.................................................................................................................................8

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Introduction:
The significance of the cross cultural management is observed to be substantially high
for the modern business entities. According to the comments of Dixit and Bajpai (2015),
majority of the contemporary organizations are observed to be focused towards the
recruitment of the skilled professionals and in such circumstances, the companies are
observed to face the necessity to recruit the individuals irrespective of the social background
and cultural orientation. As a result, the companies lead towards the formation of a diverse
workforce. As per the comments of Nichols, Horner and Fyfe (2015), the sustainability
associated with the business activities of a diverse workforce is primarily dependent on the
ability of the companies in managing the diversity of the employees in a suitable manner.
Along with that, the inaccurate management of the diversity of the workforces has the
possibility to lead the companies towards declining team performances and that affects their
ability in delivering top quality services to their customers. The study is basically dependent
on one such topic where Paulo Coelho, a Brazilian novelist claimed that the individuals of
different cultures can overcome their differences for appropriate integration as a group. The
study delivers an important understanding regarding the concept of the cultural differences
and diversity and along with that, the study precisely informs the consequences that can take
place from such cultural differences. Other than this, the study also shows the techniques that
can be applied for overcoming the cultural or social differences amongst the people of the
nation.
Concept of the Cultural Differences:
According to the comments of Gurung and Prater (2017), the concept of cultural
differences is pretty unique. Gurung and Prater (2017), further termed cultural differences as
the diversity amongst the employees on the basis of the social beliefs, values, languages,

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societal practices, behaviours and expressions that are unique and inherited by the members
of a specific national region, ethnicity or race. Guiso, Herrera and Morelli (2016), mentioned
that there are various sorts of cultural or social diversity present in the modern world which
have the potential to affect the integration of the individuals in both professional and personal
context. For example, in organizational context, the differences between a senior group of
employees a set of junior employees creates the possibility of cultural differences amongst
them. On the other hand, a multinational organization where the participation of the
employees belonging to two of more number of nationality will also create the context of
cultural differences in the organization. Apart from that, the differences on the basis of
gender is also regarded as an important source of diversity in the organizational context. As a
result, it is understandable that the success of the organizations in efficiently managing the
organizations is largely dependent on their capability in tackling the cultural differences and
the diversity. On the other hand, the management of the cultural differences is also seen to be
of massive importance for the individuals in their personal life as well.
Consequences of the Cultural Differences:
With a detailed consideration towards the socio cultural condition and the comments
of Paulo Coelho, it is understandable that the impact of the cross cultural differences on the
organizational context, has the possibility of affecting the business communication in a
negative manner. The cross cultural differences and the diversity has the potential of creating
conflict amongst the employees as it is a massive barrier for the individuals in managing the
business communication in an effective manner. As a result, the formation of the conflict has
the potential of affecting the smooth execution of the business activities. On the other hand,
Stahl et al. (2017), mentioned that the difference between the individuals on the basis of the
culture, race, nationality and social belief has the possibility of navigating the interpersonal
interaction of the individuals. In such situation, differences amongst the individuals becomes

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pretty prominent. For example, an indigenous individual is expected to have a food or
clothing culture which is different than a particular unban and modern individual and in such
situation, the interpersonal interaction of them has the possibility of getting negatively
affected.
As per the comments of Guiso, Herrera and Morelli (2016), the reflection of the
national culture on the behaviour and societal practice of the individuals becomes prominent
and in such situation, the differences of the individuals on the aspect of power distance,
masculinity and individualism becomes significant. For example, a Chinese individual has
greater preferences towards respecting the inequality in the power distribution and as a result,
is more inclined towards abiding by the hierarchical formation of the organizations. On the
other hand, an individual from United Kingdom has low preferences towards respecting the
inequality in power distribution and as a result, shows lesser acceptance towards the
hierarchical formation of the organizational setting. Similarly, an individual belonging to
British culture will have greater preferences towards the individualistic approach of
management both in the context of the personal and professional life. On the other hand, the
Chinese culture scores low in the dimension of the individualism. As a result, the individuals
of both the countries are expected to face considerable amount of difficulty in getting
integrated. Having said that, there are certain aspects as well where the countries or societies
are connected as well and for example, the masculinity aspect of the culture can be
mentioned. Both the Chinese and British society are observed to be considerably masculine in
nature and the people in the nation prefers to be best in whatever they are doing.
Reconciling the cultural differences:
With a precise understanding of the concept and the consequences of the cultural
differences, it becomes important to analyse the probability of resolving the cultural

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differences. According to the comments of Korzilius, Bücker and Beerlage (2017), the
efficient management of the cultural differences amongst the individuals is partially possible.
Molina (2015), mentioned that, it is not possible for the any developmental trainer or
techniques to take out the cultural preferences and social belief that the individuals have. For
better understanding, Alesina and Giuliano (2015), claimed that the modern individuals
inherit their cultures and it reflects from their practices. On the other hand, Korzilius, Bücker
and Beerlage (2017), mentioned that the cross cultural management intervention is one of the
important aspect for the individuals in managing the impact of the organizational challenges.
Considering the organizational context, majority of the multinational companies are observed
to have in –depth understanding regarding the importance of the management of the cultural
differences. There are various companies that are inclined towards executing cross cultural
intelligence training program for their employees so that they have the ability to manage the
cultural differences in a professional manner.
As per the comments of Zhou and Li (2015), the initiation of the learning activities
from the part of the companies for the enhancement of the cross cultural intelligence of the
employees is regarded as an important technique for the companies in tackling the challenge
of the cultural differences. Multinational organizations such as Walmart or Woolworths are
observed to formulate the diversity management strategies in a professional manner and that
is prominent with their association with various other social work related organizations such
as PRIDE, Tribal Voice, African American Business Resource Group, Asian Pacific
Associates Network, HLARG and ADAE. The companies are observed to employ different
cultural interaction strategies as well for the management of the cultural differences amongst
their employees (Careers.walmart.com, 2020). The employees who are outsider to a culture,
are given the opportunity by many of the multinational organizations to participate in the
traditional and social events of other culture for exploring the rituals and social beliefs of the

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same. As a result, it is an important tactic for the companies in ensuring that the cultural
differences is managed in a professional manner.
The human resource intervention from the part of the companies is of great
significance in enhancing the level of adaptability of the employees in tackling the
differences of the culture between themselves and the other professionals belonging to other
cultural orientation. As a result, the adaptability of the individuals with the participation in
the cross cultural diversity management techniques and inclusion processes gets enhanced
and that prepares them in a suitable manner for tackling the cross cultural differences. Having
said that, the cross cultural interventions do not have the ability to take out the cultural belief
or social preferences of an individual. Hence, the importance of the cross culture
interventions in the overcoming the cross cultural differences is pretty prominent.
Conclusion:
On a concluding note, it is evident that the cross cultural differences has the potential
of contributing to the world political clashes, cultural clashes, economic disturbances
interpersonal and communication conflict. From both, personal and professional perspective,
it is considerably important to manage the cross cultural differences in a professional manner.
In personal context, the inaccurate management of the cross cultural differences has the
ability to affect the relationship or bond an individual has with other. On the other hand, the
detrimental impact of the cross cultural differences on the professional context, can lead the
companies towards increasing formation of the destructive conflict, power clashes and the
decline in the collective team performances of the companies. As a result, suitable cross
cultural interventions such as enhancement of the cross cultural training programmes or the
initiation of the diversity and inclusion practices have the possibility of enhancing the ability
of the individuals in managing the cross cultural differences.

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References:
Alesina, A., & Giuliano, P. (2015). Culture and institutions. Journal of Economic Literature,
53(4), 898-944.
Careers.walmart.com (2020). Workplace Diversity and Inclusion | Walmart Careers.
Retrieved 27 March 2020, from https://careers.walmart.com/diversity-inclusion
Dixit, P., & Bajpai, B. L. (2015). Managing workforce diversity in competitive environment.
International Journal of Business and Management Invention (IJBMI) ISSN (Online),
319-8028.
Guiso, L., Herrera, H., & Morelli, M. (2016). Cultural differences and institutional
integration. Journal of International Economics, 99, S97-S113.
Gurung, A., & Prater, E. (2017). A research framework for the impact of cultural differences
on IT outsourcing. In Global sourcing of services: strategies, issues and challenges
(pp. 49-82).
Korzilius, H., Bücker, J. J., & Beerlage, S. (2017). Multiculturalism and innovative work
behavior: The mediating role of cultural intelligence. International Journal of
Intercultural Relations, 56, 13-24.
Molina, J. A. (2015). Caring within the family: reconciling work and family life.
Nichols, P., Horner, B., & Fyfe, K. (2015). Understanding and improving communication
processes in an increasingly multicultural aged care workforce. Journal of aging
studies, 32, 23-31.
Stahl, G. K., Miska, C., Lee, H. J., & De Luque, M. S. (2017). The upside of cultural
differences. Cross Cultural & Strategic Management.

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Zhou, W., & Li, G. (2015). Chinese language teachers' expectations and perceptions of
American students' behavior: Exploring the nexus of cultural differences and
classroom management. System, 49, 17-27.