Cross Cultural Management: Case Studies and Analysis

Desklib provides past papers and solved assignments for students. This report analyzes cross-cultural management challenges and solutions.

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CROSS CULTURE MANAGEMENT
3/30/2019

Table of Content
Introduction:...............................................................................................................................................2
Category 1:..................................................................................................................................................2
Category 2:..................................................................................................................................................3
Category 3:..................................................................................................................................................5
Conclusion:..................................................................................................................................................6
Reference list:..............................................................................................................................................7
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Introduction:
Cross culture management recently is given a high priority by the multinational which is wither
working at a foreign location or have a large number workforce with different cultural ethnic
background. Cross culture management has a huge strategic impact on many such organizations.
The aim of the assignment is discuss some of the given case studies which highlight the concepts
of cross culture management with proper depth. Cross culture management requires skilled
leadership, communication and various other expertises in order to execute it in a desirable
manner. Using prominent examples, they have been also discussed in the assignment.
Category 1:
National culture:
In order to set up ones business in a foreign land, it is very crucial for the higher management to
have a deep understanding regarding the local culture. Hence, it should be of no surprise that the
Vice President of HG Graham Steinberg would like to understand the local culture of Tanzania.
The primary reason which makes this criteria so important due to the fact, without local support
a number of important functions cannot be carried out. Especially the company will face
problems with logistics and finding decent suppliers. However, another major issue cannot be
controlled without local support is the business ethics of Tanzania (Baird et al. 2018).
Graham Steinberg also requires individuals for lower level positions for his company such
securing immigration for foreigners interested in their project of building dam in the area. Local
support also allows the any foreign project to get pass through Tanzanian authorities as well.
National culture has long being described by many business experts as one of the prime factors
which have a huge influence on organizational culture as well. National culture is also
considered as one of the key factors shaping the inventory of any organization as well.
It is important to note that without understanding national culture of Tanzania, it is never
possible for the foreign personal to be well settled for the project. As a result, the progress of the
entire project might be hampered to a good extent. Hiring of local talents is also not possible
without understanding their culture. The Tanzanian people are quite religious and hence, it is not
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wise to hurt their religious sentiment by any means. All of these can only be resolved when
Graham Steinberg have studied Tanzanian culture very deeply.
Organizational culture:
Organizational has a long being referred as one of the crucial factors which ensures that any
organization remains functional. The organization which adopts very positive practices such as
securing the requirements of the employees and strong work ethics has a very active culture.
Organizational culture is deeply influenced by their surrounding especially the surrounding
culture. Hence, Graham Steinberg needs to make sure that during setting up their projects in the
Tanzanian land, it is crucial for him to adopt an organizational culture which welcomes native
workers and maintains good ethics by respecting their believes and religious matter (Salin et al.
2019).
By combining all of these factors, HG can set up a very well functioning operating structure for
their project and acquire all the legal support from the local government. Although, this is not the
first time that HG is setting up their projects on a foreign soil and with major success in their
early projects, it can be rightly stated that HG maintains a good organizational culture. Acquiring
local support will be easier when the current organizational culture synchronizes itself with the
national culture of the country. The religious diversity of the country can be quite challenging
however, with adequate knowledge such challenges can be easily be lowered by the company.
Category 2:
Leadership:
Leadership has always remained one influential factor which allows an organization to flourish.
This is due the fact an effective leader is the only factor which maintains the integrity within
their subordinates and motivates their team to push through difficult times. Kalia runs a large
business. Hence, it is no wonder that she would like to hire individuals who have correct
leadership traits to handle the vast and diverse employees working for her business. It is using
appropriate leadership style Kalia can manage the internal tensions within her employees. Such
tension if not mitigated, in the long run would cause the productivity of their organization. One
of the best styles of leadership in such organization is autocratic and transactional. This is due to
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the fact, such styles of leadership leaves ample amount of room for innovative ideas to be
expressed freely and welcomes all the opinions from others. By applying such leadership style,
having a diverse set of employee is actually blessing for business (Miao et al. 2018).
Communication:
Leadership capabilities thrive on effective communication. This is due to the fact, large business
run by Kalia is virtually immobilized without adequate amount of information being passed
through it, Along with this, and difference among the employees having a different perspective
of expressing their opinion can be mitigated if Kalia adopts an effective communication tool in
her business. For example, Kalia have noticed that one of her employee Robert most of the time
does not agrees with Hassena in most of cases. Hence, it is her duty to make sure that proper
communication channels are adopted in order to mitigate this issue. Communication is one of the
best way when combined with effective leadership style can actually mitigate the difference in
the personality of his employees belonging to different cultural background (Graham et al.
2018).
Organizational structure:
A business which has a good organizational structure adopts good leadership style and maintains
an effective communication tools to manage its diverse employees. It is important to note that,
there is huge difference in both age and ethnicity of the numerous employees working under
Kalia. Hence, a good organizational structure should allow this difference to act a strong point
for her business. An effective organizational structure should make sure that all the employees
are working in harmony without the worrying the difference between the employees bothering
with the overall productivity. An effective organizational culture should also have the ability to
manage the cross cultural aspect of her business as well (Hao et al. 2018).
Diversity:
Kalia should make sure that she is adopting some effective strategies which would lead her team
to balance their cross cultural differences. One of the best strategies which need to be adopted
by Kalia to improve her cultural intelligence is simply having adequate amount of knowledge of
the background of her employees. This would greatly affect her leadership traits and would
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improve her communication abilities to manage the diversity of her employees. Thus by doing
so, it would allow Kalia to manage her business with more ease.
Category 3:
Motivation and HRM:
One of the most fundamental responsibility given to HR department is to motivate and looking
after the workforce of their respective organization. The importance of HR has lead to its
evolution as it manages the most important assets of any organization. It is a known fact that, at
present days, it is very common for the employees to feel exhausted with the sheer work load.
This exhaustion can dramatically lower the effectiveness of the employees. It is this scenario;
HR plays a crucial role in motivating the workforce via various ways. Another major factor
which decides the motivation level among the employees especially those who belong from a
different ethnicity is the safety at the workplace. Thus, it is duty of the HR to implement strict
rule and regulation in order to make sure that such employee remains safe and positive at the
workplace (Tian et al. 2018).
Ethics and CSR:
Professional ethics have long been termed to be one of the key elements to manage cross cultural
issues. Professional ethics is considered to be the backbone of a good organizational culture as it
forces the organization adopts positive activities which allow its diverse array of employees
work together in harmony. Work ethics ensures that no employee gets any unwanted attention or
is exploited due their difference with the majority. One of the major sign of good professional
ethics is that an employee is only judged by their level of performance at the workplace and is
given a fair chance to make a steady growth in their career. Professional ethics can be termed as
a moral compass to create a good functional administration which has good leadership capability
to manage the difference amongst their employees and extracting highest possible productivity
from them (Feitosa et al. 2018)
CSR stands for corporate social responsibility. Since last decade, it has gained an immense
amount of popularity among some of the top multinationals due to its immense impact on the
reputation of an organization. CSR in general has huge possibility to manage cross cultural
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issues by actually contributing vastly in national culture thus, indirectly impacting the overall
organization culture indirectly.
Conclusion:
By discussing the case study, the assignment has described the importance of cross cultural
management with proper depth. Cross culture management is one of the most prominent by
products of globalization which is known to have dramatically changed the way of doing
business at global stage. Through cross culture management, many large multinational have
successfully conducted their business at foreign locations.
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Reference list:
Hao, Y., Farooq, Q. and Sun, Y., 2018. Development of theoretical framework and measures for
the role of social media in realizing corporate social responsibility through native and non‐native
communication modes: Moderating effects of cross‐cultural management. Corporate Social
Responsibility and Environmental Management, 25(4), pp.704-711.
Graham, B.Z. and Cascio, W.F., 2018. The employer-branding journey: Its relationship with
cross-cultural branding, brand reputation, and brand repair. Management Research: Journal of
the Iberoamerican Academy of Management, 16(4), pp.363-379.
Salin, D., Cowan, R., Adewumi, O., Apospori, E., Bochantin, J., D’Cruz, P., Djurkovic, N.,
Durniat, K., Escartín, J., Guo, J. and Išik, I., 2019. Workplace bullying across the globe: A cross-
cultural comparison. Personnel Review, 48(1), pp.204-219.
Miao, C., Humphrey, R.H. and Qian, S., 2018. A cross-cultural meta-analysis of how leader
emotional intelligence influences subordinate task performance and organizational citizenship
behavior. Journal of World Business, 53(4), pp.463-474.
Baird, K., Su, S. and Tung, A., 2018. Organizational culture and environmental activity
management. Business Strategy and the Environment, 27(3), pp.403-414.
Feitosa, J., Grossman, R. and Salazar, M., 2018. Debunking key assumptions about teams: The
role of culture. American Psychologist, 73(4), p.376.
Tian, M., Deng, P., Zhang, Y. and Salmador, M.P., 2018. How does culture influence
innovation? A systematic literature review. Management Decision, 56(5), pp.1088-1107.
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