An In-depth Review of Cross-Cultural Management to Global Leadership

This essay provides a comprehensive analysis of cross-cultural management in relation to global leadership. It begins by defining cross-cultural management and its evolution, highlighting the impact of cultural beliefs and values on organizational practices. The essay reviews the historical development of cross-cultural management, tracing its roots after World War II and the rise of multinational corporations. It examines the different approaches to cross-cultural management, including unicultural, comparative, and intercultural approaches, and discusses the role of expatriate managers and globalization. The essay also delves into the characteristics of effective expatriate managers, emphasizing the importance of adaptability, cultural sensitivity, and open-mindedness. Through a detailed analysis of relevant literature, the essay explores the challenges and opportunities in managing diverse teams and navigating the complexities of international business, providing valuable insights into the dynamics of culture and business. The essay highlights the importance of understanding cultural differences and adapting leadership styles to achieve success in a globalized world.

Cross-cultural management to global
leadership1
CROSS-CULTURAL MANAGEMENT TO GLOBAL LEADERSHIP
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Cross-cultural management to global leadership2
Cross-cultural management to global leadership
Every nation in this world has its own cultural beliefs and values. Those traits
could be recognised at home, society and organisation. For instance, the Mexican
organisations have their managerial styles, beliefs and cultural values. The country is
reflected as cross-cultural state because it considers European culture, Indian blood
lineage, and other mixed groups. Cross-cultural management encompasses managing
work groups in such a way that it deliberates the differences in practices, culture and
preferences of consumers in an international or global business setting. There is a
conflict of interest on the best expressions to clearly address cross-cultural
management topic. A range of terms has been combined to give a more defined general
explanation. These include the word like international, universal, and global. These
words can be summed in different definitions, that is, the administration of business
tasks for an association whose behaviours and business operations in more than one
nation. Moreover, international management has been identified and characterised with
similar definitions as cross-cultural management (Caligiuri and Tarique 2012, pp. 613).
According to Adekola and Sergi (2016), Cross-cultural management is often
regarded as a discipline of international management focusing on cultural encounters
between what are perceived as well-defined and homogeneous entities: the bodies and
the nation-state, and providing gears to handle social variances seen as sources of
skirmish or miscommunication (pp. 102). Consequently one can now agree on the
coherency of certain words and notations, the general notion of post boundary
geographically, the inevitable cultural disparity and the notion of job and tasks on these
lines of nature. Thereby, one can build a case of discussion on the grounds that;
international management is the job, task or business administration for an individual or
organisation that operates beyond national geographic boundaries and consequently
beyond cultural lines. On this paper, it will critically analyse and do an in-depth review of
the concept of “Culture and Business”: as per the article by Bird and Mendenhall 2016.
As seen earlier there is a conflict on the call to have a universal definition of
international management. According to the Bird and Mendenhall (2016) on business,
they analyse the notion of culture and business ranging from the inception of business

Cross-cultural management to global leadership3
administration in intra and international perspective (pp. 116). The conflict still exists on
the emergence and prevalence of different forms of business administration and
management. Therefore, the paper will also keenly analyze the direction the two take
and its pros, cons and how it impacts on the coexistent models of administration,
management and relations between business and culture.
According to the above-mentioned article under review, the position of culture is
seen to have its roots after the Second World War. It is after the second world war that
businesses in multinational sphere kicked in and many nations are attributed to this fact.
In China, for instance, it is after the second world war that the very first company
crossed culture lines to Taiwan. With his determination reinforced by the amazing deals
he accomplished in Taiwan – and persuaded that the item would likewise be to the
essence of individuals in terrain China - Saburo boarded a little load vessel and headed
over the strait for Fuzhou (Dorfman, Javidan, Hanges, Dastmalchian and House 2012,
pp. 506).
Echoed by the same is the adoption of certain trends in North America and
Japan. For instance in America, by 1944, because of wage increments and additional
time pay, open week after week reimbursement before charges in assembling were 50
percent higher than in 1939 (Mendenhall, Arnardottir, Oddou and Burke 2013, pp. 439).
The war likewise made whole new advances, enterprises, and related human aptitudes.
The war brought full business and a more pleasant conveyance of salary. Africa-
American and ladies entered the workforce, wages expanded and so did investment
funds. The war brought the union of association quality and sweeping changes in
agrarian life. Lodging conditions were superior to anything they had been previously.
This approach hence gave rise to the cross-cultural management as the need for
cross-cultural managers were needed to bridge the rifts created in the two World Wars.
This phenomenon that was coherent within these nations hence raised speculations
and eventually they were approached as areas of study in other nations (Mendenhall,
Arnardottir, Oddou and Burke 2013, pp. 440).
This approach to these studies is greatly echoed by the traveler's phase in
comparative education. A phase characterised by escapades into other nations with a

Cross-cultural management to global leadership4
view to understanding their mode and type of education (Dorfman, Javidan, Hanges,
Dastmalchian and House 2012, pp. 509). It is in the same kind of study by scholars of
management that they opted to study these patterns, Nonetheless, they failed. They fell
under criticism due to difficulty in understanding other nations set up and cultural
fabrics, the trends of norms, customs and also the modes of thinking too (Mittal and
Dorfman 2012, pp. 660).
It is due to this failure that there were developed methodologies of approaching
this phenomenon. By this time the recession of 1960-61 in America was on. This period
saw the greatest economic development in the USA. According to the National Bureau
of Economic Research, the recession persisted for 10 months, beginning in April 1960
and ending in February 1961 (Jiang, Gollan, and Brooks 2015, pp. 55). The slump
preceded the second longest economic growth in U.S. history which lasted from
February 1961 to the Recession of 1969–70 in December 1969 (only the 1990s saw a
long period of growth) (Mittal and Dorfman 2012, pp. 559).
Due to this virtue American economy and managerial standards rose and this
made American economy the set mark for comparison In 1960-80, the cross-cultural
management approach took a different pattern where other nations other than America
were put into consideration. More emphasis was laid upon expatriate managers from
dominant organisations and how they were to handle the organisation's duties in
different soils. Karin Andreassi, Lawter, Brockerhoff and Rutigliano (2014) works on
Research Analysis and Interpretation course citing the characteristics of expatriate
managers that would lead to better working and achievements for the organisation (pp.
77).
According to the field of selective borrowing, nations would now lay more
emphasis in studying the host country and identify the similarities and then carefully
choose what worked for them in the host country. In this method of approach, learning
was one way, for instance, the nineteenth century Europe was portrayed by the fallout
of the French Revolution, Industrial Revolution, Agrarian Revolution and the
Colonisation procedure (Osland, Oddou, Bird and Osland 2013, pp. 520). Training
reformers as of now were worried about the social and political states of these

Cross-cultural management to global leadership5
upheavals and the response of the majority. This formed then the method of cultural
context between nations. This led to the exercise of appointing assignees that is
expatriates to learn other nations, being uni-directional, it favoured one side and still,
America benefited. This developed two major trends, development in American
productivity and rise in Japanese manufacture and management techniques.
A multinational corporation (MNC) or overall enterprise is a corporate association
that claims or controls the creation of products or administrations in no less than one
nation other than its home country (Wanasika, Howell, Littrell and Dorfman 2011, pp.
237). These MNCs were the root of study by many scholars due to the large production
and also the regions covered by these organisations. Ang. and Van Dyne (2015)
work seen to be fully aware of the need to overcome culture disparities lay on the
understanding of the countries that the organisations operated (pp. 42).
The local detached expatriate was hence flagged down by engaged expatriate
managers who would be fully operational in host countries. This delocalised managerial
power control to sharing values to enhance cultural awareness a phenomenon
explained best by Henry Fayal's principles of management. This hence gave rise to new
dialects in approach to culture that is cross-cultural management dialects; uniculture,
comparative, and intercultural (Wanasika, Howell, Littrell and Dorfman 2011, pp. 239).
Uniculture: A cross cultural psychology is considered as a methodological
procedure, as methods for assessing theories of unicultural root with proof of more
panhuman importance, and as a way for growing new hypothetical records of mental
wonders that benefit from expansive examining of human populaces and social
circumstances (Dorfman, Javidan, Hanges, Dastmalchian and House 2012, pp. 507).
As a methodological methodology, troubles emerge from the need of the semi
exploratory, near research plan and from obliviousness of the "brains" of many. It is
contended that the bases of answers for these methodological troubles lie in the
hypothesis, a lot of which is accessible in the mental writing. One type of hypothesis
that guarantees to be vital gives conceptual informative ideas requiring solid detail in a
specific examination or application. Illustrations are examined, including variations of
utility hypothesis and different methodologies having comparable qualities. The

Cross-cultural management to global leadership6
significance of using accessible mental hypothesis in the examination of methodological
ways to deal with the culturally diverse investigation is accentuated (Holden, Michailova
and Tietze 2015, pp. 35).
Comparative approach: In relative social examinations, chose precepts of similar
writing are converged with chosen fundamentals of the field of social investigations
(counting society hypotheses, (radical) constructivism, correspondence speculations,
and frameworks hypotheses) with the target to consider culture and culture items
(Mendenhall, Reiche, Bird and Osland 2012, pp. 497).
Intercultural approach: Majored on the cross communication and eventually
bridging the management and leadership gaps. It is more social and more
communication-based.
Globalisation is the design of growing partnership between persons or
organisations on an inclusive scale because of progress in transportation and
correspondence invention, ostensibly starting with the steamship and they transmit in
the right on time to mid-1800s (Wanasika, Howell, Littrell and Dorfman 2011, pp. 250).
With extended collaboration between countries and people came the expansion of
global exchange, views, and values. Globalisation is essentially a financial process of
combination that has social and social perspectives, yet clashes and tact are likewise
huge parts of the past setting of globalisation. Worldwide administration happens when
an individual discovers shared events of various associates through natural multifaceted
nature towards a dream by utilising an international outlook. Because of patterns,
beginning with imperialism and propagated by the expansion in broad communications,
development and advancement in multi-national agencies and most common mass
communication media (Dorfman, Javidan, Hanges, Dastmalchian and House 2012, pp.
512). Universal leadership is the interdisciplinary study of the key constituents that
prospect pioneers in all areas of the individual experience should get to adequately
acclimate themselves with the mental, geopolitical, sociological, physiological,
anthropological, topographical, and effects of globalisation (Zander, Mockaitis and
Butler 2012, pp. 594).

Cross-cultural management to global leadership7
An expatriate or ostracize (regularly abbreviated to expat) is a man incidentally or
for all time dwelling in a nation other than their local nation. In terms of business, an
expatriate are experts, talented specialists, or craftsmen taking positions outside their
nation of origin, either freely or sent to another country by their bosses, who can be
organisations, colleges, governments, or non-administrative associations (Dickson,
Castan˜o, Magomaeva and Den Hartog 2012, pp. 485). These individuals after were or
are selected carefully and by so saying must possess certain qualities and
characteristics so as to effectively and adequately perform their roles. These
characteristics include;
First, Open to new observing, doing, attempting things; Expats are about as near
Jim Carey in Yes Man as you will discover on the planet. More often than not they're
fearful to what you've offered them, yet they'll simply say yes in any case. They are
people open to new ideas, new skills new knowledge and also new environments
Secondly, Agreeable in their own particular skin; Expats know their identity, what
they like, what they do not care for and what they really care for, they have own sense
of identity and are welcome and conscious of the differences among people and
appreciate these dynamics. They are agreeable in their own particular skin, certain
however not arrogant, and cheerful.
Thirdly, Ecstatic; Thus, they are a really agreeable group. They do not have to make
arrangements to have plans, they will be the ones one can call two days preceding say
that you're coming to visit, and they'll be the ones who are constantly prepared to have
a decent time.
Fourthly, Skillful and Excited to learn; Expats are liberal and anxious to learn new
things-from culture through to history and where to locate the best hair of the puppy on
a Sunday, expats are anxious to master everything there is to think about their new city,
culture, and lifestyle.
Intellectual communication: This is a methodological approach to intercultural
communication that basically majors on effective communication among people of
different cultures (Dupuis 2014, pp. 79). Intercultural communication is a sequence that

Cross-cultural management to global leadership8
evaluates correspondence through various cultures and social meetings, or how culture
impacts correspondence (Chanlat, Davel, and Dupuis 2013, pp. 81).
Conclusion
Apparently, cross-cultural management is a vital area of investigation for any
company looking to go global in its business. The advantages of the process are the
expansion of firm to novel territories, development of international managers,
incorporation of culture into trade, the dispersion of culture and embracing a new culture
which is important to most individuals. With variances in new inventions done globally in
an everyday occasion, it is imperative for all the firms to venture into the international
market by taking their products and aggressive advertisement to new areas where they
observe prospects. In contemporary world, changes are an inevitable and only way to
cope with change is embracing the course. The demand for labour continues to
escalate and requires the firm to look for specialist staff from different cultures to fulfil
their actions.

Cross-cultural management to global leadership9
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