Cross-Cultural Leadership Challenges and Solutions: Milton Engineering

This report provides an executive summary analyzing the cross-cultural leadership challenges faced by Milton Engineering PLC, a UK-based company expanding into Brazil. The report identifies significant organizational and national cultural issues, including language barriers, differing organizational cultures, power distance, and the individualism-collectivism dynamic. It explores the obstacles to change, such as language difficulties and employee resistance, and suggests strategies to overcome them, like language training and motivational techniques. The report further evaluates suitable leadership styles for managing change within the firm and outlines critical success factors for engaging the workforce, emphasizing the importance of understanding and adapting to the Brazilian cultural context. The analysis incorporates insights from the Hofstede model to understand cultural dimensions and offers practical recommendations for effective cross-cultural leadership.

CROSS CULTURAL LEADERSHIP

EXECUTIVE SUMMARY
Managing the people of an organization is not a simple task. It is due to the fact that, in
order to do the same a leader will require certain type of skills and abilities. Here, with the help
of different type of skills only the objectives of corporation will be met. The present report is
based on the case study of Milton which is undergoing with different type of changes. In this
regard, there are different type of cultural and organizational issues identified which needs to be
face by respective firm while working in a completely new environment. The issues consist of
language barrier, organisation culture, issue of power and distance along with issue of
individualism and collectivism within firm. However, with the help of different critical success
factors such as training and development program and motivational techniques etc significant
changes can be brought within new manufacturing facility.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Identifying and evaluating different organizational and national cultural issues which manager
of new manufacturing facility will face..................................................................................1
Identifying the major obstacles to change and ways to overcome the same..........................3
Identifying and evaluating the suitable leadership style for leading change within firm.......5
Listing the critical success factors for successfully engaging the workforce in the change
process....................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Cross cultural leadership consists of different practices which is being used by the leader
with an aim to manage the people who belongs to the varied culture (Cross cultural leadership,
2016). The given concept has gained importance in the today's scenario wherein many
organizations are directing their efforts with regard to expand their operation in the international
market. Managing the people of an organization is not a simple task. This is because, in order to
do the same a leader will require certain type of skills and abilities. In addition to this, the leader
task of managing people will become more difficult if they will have to manage the employees
who are from different cultural background. Hence, it is due to the presence of given aspect the
need relating to adopt the cross-cultural leadership is being arises in front of the manager of
enterprise.
The present report is based on the case study of Milton Engineering PLC which is
undergoing certain type of changes. In this regard, the report will provide description regarding
different cultural issues which cited firm will face when making changes within the existing
facility. In addition to this, the report will also give description regarding different leadership
styles or approaches which Milton manager can use in order to lead changes within corporation.
Identifying and evaluating different organizational and national cultural issues which manager of
new manufacturing facility will face
Milton Engineering PLC is the UK owned company which produces mechanical parts for
the automotive industry. Here, in order to expand the operation and fulfil the terms and
conditions of the new contract, the company has acquired new manufacturing facility which is
located in Brazil. Being the long serving manager of Milton, I have been given responsibility
with regard to handle all the operation of the new manufacturing facilities. On the task of
fulfilling my own roles and responsibilities I have to deal with the number of organizational and
cultural issues while conducting the operation within the new manufacturing facility which is
based on Brazil (Rockstuhl and et.al., 2011). The detailed explanation about the assessed issues
is depicted in below: Language barrier: It is being regarded as one of the most significant issue which I will
face when working with the employees who are from Brazil and speaks different
language. In this regard, it is assessed that majority of employees who works in the new
manufacturing facility speaks Portuguese about which I do not have any knowledge. The
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given things will tend to create problem for me. This is because, due to the presence of
given problem I will not being able to direct my efforts in terms of communicating my
things to the respective workers. Due to this, it will become very difficult for us with
regard to accomplish the goals and objectives of new manufacturing facility in an
effective manner (Festing and Maletzky, 2011). But, with an aim to deal with the given
issue I am undergoing the basic language training. This will help me in terms of
accomplishing the goals and objectives of the enterprises in an effectual way.
 Organisational culture: The organisational culture which is followed by the United
Kingdom companies is completely different from the firms which are located in Brazil. In
this context, it is analysed that Brazilians prefers face to face or oral communication over
the written communication (Brazil - Language, Culture, Customs and Etiquette, 2016).
This is because, they believe that face to face communication will allow them to get
connected with the person to whom they are working with. Hence, while directing and
dealing with Brazilian worker I will have to perform changes in my way of managing the
employees. In this context, I will have to make efforts with regard to bring changes in the
existing communication system. Here, I will have to implementation an environment of
open communication wherein each individual is given opportunity for communicating
their dissonance to the employees of the company. Hence, to improve the understanding
regarding the organisational culture which is being followed by the companies operating
in Brazil is being consider as another most significant issue which I will face in the new
manufacturing facility. Thus, I will also have to deal with the organisational cultural
issue.
Besides this, with an aim to identify some other cultural issues which I will face in the
new manufacturing facility I have taken help from the hofstede cross-cultural model. Issue of power and distance (PD): Being the manager of new manufacturing facility,
another issue which I will face is related with the power and distance relationship. The
power and distance relationship helps in defining the degree to which inequality within
firm is accepted and rejected by the people with and without the power. Here, the country
with high PD depict that the people who live in the society accept the unequal
distribution of power (Caligiuri and Tarique, 2012). However, the nation with low PD
indicates that power is well dispersed and shared. In this regard, it is assessed that Brazil
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have very high PD score. This means that the people of given country prefers strong
hierarchy. This is because, they believe that hierarchical system helps them in
recognizing their roles and responsibilities within the system. Hence, I will have to
consider the given thing also when making the structural arrangement within company.
However, if the given thing is not considered then in this circumstance it will become
very difficult for me with respect to influence the Brazilian people for carrying out the
work of enterprise in an effectual way.
 Issue of individualism and collectivism: It is being regarded as another cultural issue
which I will have to deal with. The given factor separates countries on the basis if
individualism and collectivism approach (Chhokar, Brodbeck and House, 2013). The
country with high individualism score indicate that the people of respective nation does
not prefer to work in a group. However, the country with high collectivism approach
depict that the citizens of such nation likes to work in the group. Here, from the analysis
it is assessed that employees of Brazil likes to work in a group. For them working in a
group means, resolving all the problems collectively. Unlike, UK people who also like to
work in group but their way of working in group is completely different from the
Brazilian employees (Seven ways Brazilian works differently, 2016). For example, for
UK people group working means assigning separate tasks to each members of team and
final outcome will be presented by whole team members. However, people of Brazil do
not segregate the task and instead of doing this they collectively reach on to the specific
solution. Hence, while working with Brazilian employees I have to bring some sort of
changes in the group working approach.
Identifying the major obstacles to change and ways to overcome the same
There are certain obstacles that I am facing as a post of manager in a Milton Engineering
PLC. These are explained in below: Difficulty in understanding change due to language barrier: This is a major issue which I
am facing in the firm due to knowing different language. This creates a major trouble for
company because communication is not properly precedes in all flows. For an example I
implemented a quality system but issues are rises such as they are not understanding my
view points due to knowing only Portuguese language. Moreover, it creates hurdle for me
because I am not able to understand Brazilian language. After a time I realize, this
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changes turns into major issue in stage of developing growth of company. So that I make
planning to introducing new strategy that are used to overcome this problem. I will hire a
trainee for establishes understanding between both language (Cravens, 2014). Further
more, i can organize a training program in which I will start learning session upon
language understanding. Ways used to motivate employees: Due to occurs changes in work scenario employees
resists on that because fear of job lost. I facing some hurdles on that employees are not
happily accept this changes or some of are not ready to implement these variations in
company. Workers feels uncomfortable in the new work environment because it creates
new working criteria, technology and style (Klarsfeld and et.al., 2014). Such things are
reducing motivation level of employees towards work. Decreases in morale creates
negative remark for organization and firm will suffer failing situation in the market. For
an example employees can do work with refreshing mood but now they are depressed due
to changes (Adair, 2010). They are not understanding new work culture at initial stage or
not able to implement this work scenario (Shiraev and Levy, 2015). Then it happens
negativity upon work because employees are internally demotivate towards work. So this
leads to create obstacles for the firm in the task to brought different types of changes.
Moreover, I am finding two ways to making stability of individuals morale in firm
through financial mean or non financial mean. After, select the way to increase morale of
employees there are also some certain issue. That which mean I can select for suitability
to each one employee or makes sustainability in organization. Further that I start
segmenting of employees perception to know which mean will precede them to the
satisfaction level. I used feedback process to get involves with their perception and try to
know their desires among in financial and non financial mean. I will also apply some
other technique such as creates supporting environment that efforts help to make
relaxation for employees in pressurize atmosphere (Wong-MingJi and et.al., 2014).
 Let go attitude of an employees: This is another barrier for firm because employees are
not taking changes seriously. They take work causally due to this the work environment
impacts negative on Milton Engineering PLC. Company suffers higher level of
circumstances because employees will not perform their task seriously. For an example
workers did not complete their task in given time period they thought they will complete
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their work in tomorrow. Such type of problems turns into major issues which creates
negative remark for company. It effects to the organization because delay in work
reduces capability to meeting with their goals on right time. Moreover, I needs to decline
this hurdles and implement positive working environment. So further, I am making
efforts to give knowledge about changes that why these variations are necessary for build
up successful company (Zhang, Tsui and Wang, 2011). Provide details regards changes
that how it will become helpful to develop employees career path. Moreover, bringing
attributes of changes and defines to the employees that how it is effective for company
goal strategy. Such techniques I will apply for effective existence of changes which
supports to increase growth of company or achievement of goals.
Identifying and evaluating the suitable leadership style for leading change within firm
There are number of changes have been occurring in the new manufacturing facility
which is discussed in the above questions. Therefore, with an aim to lead the different type of
changes which are occurring with the firm, manager of corporation will have to make the
selection of suitable leadership style. In accordance with the given context, there are different
type of leadership style identified which manager of new manufacturing facility can use with an
aim to lead the changes which are occurring within organisation. It consists of autocratic,
participative and transactional leadership style.
Among all the given leadership style participative is being considered as more suitable.
This leadership style is also called by the name of democratic one. The given form of leadership
style will be seem more suitable when new manufacturing facility have to brought changes
within its quality assurance system (Resick and et.al., 2011). In this regard, from the given case it
is assessed that the firm is planning for transforming its quality assurance system. Here, while
doing this the manager will necessary receive resistance from the side of workers. In this context,
it is assessed that there are certain factors which restrict workers for accepting the things which
are happening within the enterprise. It is of fear of job loss and fear of not able to learn the new
things etc. However, all these kinds of fear of new manufacturing workers can be removed by
manager by using the participative type of leadership style (Auerbach, 2012).
Here, the person who uses the given style tends to take feedback and suggestion from the
other workers before making any kind of decision. By complying with the given type of activity,
manager of firm can win the confidence of the new manufacturing workers. In addition to this, it
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can also influence them with regard to accept the changes which are occurring within the
enterprise in an effectual way. Hence, with the help of participative leadership style significant
changes can be brought within the organisation (Kalshoven, Den Hartog and De Hoogh, 2011).
However, it has been evaluated that the participative leadership approach seems ineffective in the
circumstance when firm will have to brought certain changes very urgently. Here, in the urgent
situation it becomes very difficult for the manager of new manufacturing facility with respect to
take the feedback and suggestion from its employees in an effective way.
On the basis of analysis of the given case, it is assessed that there are certain changes
which needs to be urgently brought by the manager of new manufacturing facility. For example,
new manufacturing facility of Milton has an aim to enhance its average rate of production
facility from 200 to 375 unit per day. For this purpose, it has decided to bring changes in the
working hour system. The given thing is also being resisted by the workers. But, it is essential
for the firm that it should brought the respective change very urgently. If not brought then the
goal of firm to increase its production capacity will be affected. Hence, with an aim to lead some
urgent change autocratic type of leadership style seems more effective. It is the type of leader
which does not take suggestions from the employees and make all the decision about the
enterprise on their own (Koenig and et.al., 2011). In addition to this, the given type of leader
strictly forces the employees for adopting the changes which are occurring within corporation.
Thus, the given leadership approach will be consider as more suitable if firm will have to lead
some urgent changes. But, it is to be critically evaluated that the use of autocratic leadership style
by leader tend to cause direct impact upon the motivation of workers. This is because, the
autocratic leader do not give importance to the needs and demands of its workers. Furthermore,
they tend to make all type of decisions on their own. Hence, the employees who works under the
given type of leader tend to feel highly dissatisfied and demotivated in an effecient way.
Besides this, the changes which are occurring in the new manufacturing facility can also
be brought with the use of transactional leadership style. It is the type of leadership style in
which manager gives reward to the employees for the performance which is being given by
them. For example, with the help of given style manager of new manufacturing firm can
motivate their employees for accepting the changes. This is because, here manager gives reward
to those employees who effectively accept the changes which are incurring within the
corporation in an effectual way (Muenjohn, 2015). Overall, it can be said that all the assessed
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leadership styles have their own pros and cons. However, effectiveness of these leadership styles
will be occur if the changes will be successfully brought within the new manufacturing firm of
Milton (Caligiuri and Tarique, 2012).
Listing the critical success factors for successfully engaging the workforce in the change process
There are number of critical success factors assessed which I can use with an aim to
successfully engage the new workforce in the change process of organisation. The detailed
explanation of the same is depicted in below: Arranging the training and development programs: It is being considered as one of the
critical success factor for engaging the new manufacturing facility workforce in the
change process. Here, in the given case it is analysed that firm wants to implement the
new quality system within corporation. Here, with an aim to do the same manager of
firm will have to organise the necessary training and development programs for its
employees. Here, by complying with the given type of activity only, manager of new
manufacturing facility can implement the new quality system related change within
enterprise (Chhokar, Brodbeck and House, 2013). Therefore, manager of cited firm can
perform significant reduction in the wastages which are occurring within firm. In
addition to this, with the help of training and development program, manager can
improve the necessary skills among the workers. Thus, they can make them competent
for attaining the goals and objectives of the new manufacturing facility in an effectual
way.
 Using the suitable motivational techniques: The workers of new manufacturing facility
can also engage in the change process with the use of different type of motivational
techniques. In this context, here reward should be given by manager to those workers
who tend to accept the required changes which are occurring within firm. Here, through
this way the respective changes can be positively brought within enterprise without any
kind of complications (Ang and Van Dyne, 2015). Overall, it can be said that with the
help of these two critical success factors the objective of Milton new manufacturing
corporation can be met. This will help in raising the sales and profits of corporation in an
effectual way.
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CONCLUSION
It can be adjudicate from the present report that, in order to bring any kind of changes
within firm an effective leadership and people managing style is essential among the leader.
Here, with the help of given styles only manager can direct their workers towards the strategic
and tactical goals of enterprise. In addition to this, for the manager it is also necessary that it
should gather thorough information about the country where it is expanding or starting its
operation. It is due to the fact that by complying with the given type of activity only manager of
corporation can gather the full-fledged information about the culture of the specific nation.
Hence, corporation can make an effective decision about its operation. In addition to this,
it is not an easier task for any manager with respect to bring any kind of changes within firm.
However, with an aim to do the same manager should take help from the different resistance to
change techniques. The given thing is also done by the manager of Milton. Thus, at last the
change is successfully brought within the corporation in an effectual way.
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