Report: Cross-Cultural Management's Relevance to Global Business

This report delves into the critical role of cross-cultural management in supporting global business operations, using Integrated Telecom Company as a key example. It begins with an introduction to cross-cultural management, emphasizing its importance in navigating cultural differences within international business contexts. The report then explores the specific relevance of cross-cultural management to global business operations, detailing how it aids in product development, service enhancement, partner selection, and effective global communication. It highlights the advantages of workforce globalization and addresses the challenges that arise from cultural diversity, emphasizing the need for managers to understand and adapt to different cultural norms, values, and business practices. The report also examines the dimensions of cross-cultural comparison, including power distance, uncertainty avoidance, individualism versus collectivism, and masculinity versus femininity, and provides strategies for managing cross-cultural diversity through recruitment, knowledge acquisition, skill development, and effective communication. Finally, the report concludes by underscoring the significance of cross-cultural management for the success of global businesses, emphasizing the need for companies like Integrated Telecom to effectively minimize cultural diversity challenges.

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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
1) Cross-Cultural Management and its relevance in supporting global business operations......1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
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INTRODUCTION
The cross-cultural management includes managing the work in teams in a manner that
consist differences in the practices, cultures as well as preferences of consumers in context to
international business. In this present time period, every business firm conduct their business
outside the boundaries of country. Integrated Telecom Company is telecom provider in Saudi
Arabia. This company provides interconnection, satellite and also broad band services to people
in a better manner (Bird and Mendenhall, 2016). This telecommunication group is of 27
subsidiaries which are engaged in the 4 main business areas in which investment services, media,
trading many others are included. Under this present report discuss about the cross- cultural
management and relevance in order to supporting the global business operations.
TASK
1) Cross-Cultural Management and its relevance in supporting global business operations
Culture is a configuration of the learning behaviour as well as behaviour outcomes hose
elements are transmitted and shared between members of specific society. The culture of ever
country is differ from the each other. The cross culture means initiative of an organisation to
enhance an understanding of various groups, marketing efforts and also creating better
communication in addition to reach to consumers or outside clients in a better or effective
manner.
Cross-Cultural Management- It is a management study in context to the cross- cultural. It
occurs when manager or employer manages any person from various culture than its own. Under
this challenges for managers enhances common as to expand business outside they boundaries of
country, recruit immigrates and work to enhance the diversity, there is a need of some skills
which are require in cross-cultural management, so from this the business can be succeed. In
addition to this, Integrated Telecom Company has an independent infrastructure and it provides
its telecom services in other countries in a better manner (Eisenberg and et. al., 2013). In main
cities, this telecom organisation owns spanning of 10 metro-fibre rings. The services as well as
products which Integrated Telecom Company provides to consumers are Satellite services,
cloud computing, co- location, internet, National data connectivity and also many others.
Workforce globalisation is deemed as positive trends which provides many advantages to
company and also significance of Cross-Cultural Management enhanced the international
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business operations in a significant manner and its main focus on staff members behaviour which
belongs to diverse culture.
In Global business, there are some advantages of Diversity of Cross- cultural:
 Development of product in international market.
 Enhancement of services.
 Choosing and screening of foreign distributors and also some of the other partners.
 Interaction with global businesses in an effective manner (Jackson, 2012).
 Preparing attractive advertisement campaign.
 Negotiation of contracts for the global business.
 Selection and also assessment of all global distributors.
 Enhancing the sales and earn more profit level from international market.
The rapid and regularly changes in the technology along with the liberalization of trade of
world enables business firms to expand their operations of business internationally or can say
cross domestic boundaries. In this present time of community of multicultural global business
frequently encounter the differences in culture which will be helpful in finishing of specific
projects in an effective or better manner. Under this, when Integrated Telecom Company
conducts its business in another country then it understand about the norms and rules of that
country so that it can not face any issues while conducting business in a systematic or effective
manner. The workplace attitude of international business firms are different from domestic
organisation. In addition to this, company should aware about it and deal with in other country in
a better or effective manner (Karin Andreassi and et. al., 2014). Under this, diversity of
organisational culture gives staff a morale support in order to motivate them, to enhance their
working performance as well as productivity. An effectiveness of cross- cultural management
includes training programmes of workforce on adoption of cultures and also awareness while all
staff members are consider as necessary part to encourage people and also improving morale of
an individual in an organisation.
In Integrates telecom company, staff members belong to different culture. Employees
which are belong from different culture can communicates as groups, persons which can able
them to develop together, learn, build harmonious or strong relations and also hare experience.
An environment of global business are more complicate which requires an organisation to have
some qualified workforce with an intercultural abilities in order to engage in exchanging cross-
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cultural and also interact in an effective manner. The business operations of global organisations
are very reliant on efficiency of the multinational manager and also skilled staff member's of
various cultures which enables a business firm to sustain effective negotiators of cross- cultural,
growth of business development and also developing roots with the suppliers and also partners at
international markets (Mor, Morris and Joh, 2013).
In cross- cultural management, managers should have abilities to deal with the diversity
in a better way. Diversity is a necessary factor which can develop negative or can say positive
affect on operations of global business on the basis of environment circumstances. Cross-cultural
management is essential for the multinational business firms as well as comes in constant
enhance business operations in oversees and also global ventures in various countries while there
various challenges or hinders are arise from cultural diversity which can affect on businesses of
company. The managers of Integrated Telecom Company are very active and also expert in
managing the any kind of challenges while doing business at international market. Before
conducting business at international market, there is a need to manager to understand about the
diversity of culture. In addition to this, there are to main dimension are given below:
Primary dimension- It is more visible and also distinguish group of individuals from an
another groups and these kind of dimension affect on the personal identities like for an instance
age, gender, physical characteristics and also race. Other than these, primary dimensions also
affect on workshops and self- image of people (Primecz, Romani and Sackmann, 2011).
Secondary dimension- It is less visible and develop more affect on personal identities
like religion, social class, experience etc. It have impact on self- esteem as well as self-
definition.
Diversity of managers can demonstrated depends on major dimension which are known
as Dimensional approach to cross-cultural comparison are given below as above:
Power distance- It shows that staff members with the minimum power affect inside to
their workplaces and also have an inequality of distribution of the power.
Uncertainty avoidance- It means efforts of employees in keep away from the ambiguities
by an upholding practices of futures, work related norms and rituals.
Individualism versus collectivism- It means degree of which staff members are take care
themselves or also keeping an integrates as a corporate groups part. Difference among two
culture reflects with culture of an organisation and these are collectively and individualism.
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Masculinity versus Femininity- This kind of dimension indicates distribution of the
emotional roles among societies in context to genders as it reflects on dominant values which are
related to gaining money along with the valuable things (Tjosvold, 2017).
As there are many challenges as well as hinders which are faced by managers from cross-
cultural diversity in the global or international business. So, in addition to this there is a need to
business firm to overcome from all barriers and assure adaption of cross- cultural. In order to
this, managers should prepare an action plan for managing diversity of cross- cultural and also
handle associated problems which are given below as above:
Recruitment and Selection of staff members- It is necessary that Human resource
manager should be aware in choosing new staff members and assure that they are minimum in
self-reference criterion. Managers should assure comparability for international assignments
through sending staff members to another countries which are similar to home country. It is
necessary that person should have to communicate with the oversees clients in a better manner.
Acquire Knowledge base about other cultures- It is important for managers or
employers to acquire the factual knowledge regarding cultures of another countries concerned to
international business operations of company, which they communicate like for an instance
norms, lifestyle of people, values, behaviour and knowledge about taking easy decision in a
better or effective manner.
Developing cross- cultural skills- Integrated Telecom Company should provide cross-
cultural training and development in development plan of staff members which are related to
organisational objectives (Velo, 2011). Conducting training of cross - cultural enable to assure
managing diversity of cross- cultural effectively in a company and also its international ventures.
Efficient International communication- In addition to this, it is a responsibility of
manager to assure about efficient or better communication for global business which need
international managers for take in to a consideration customs, values, local language and
business etiquette rules.
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CONCLUSION
From the above given report, it has been concluded that cross- cultural plays a necessary
role in making the global business successful. Integrated telecom company takes effective steps
for minimizing the cultural diversity in a better manner. Under this given report studied about the
ways to overcome from the cultural differences in an effective way.
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REFERENCES
Books & Journals
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation.Journal of World Business. 51(1). pp.115-126.
Eisenberg, J. and et. al., 2013. Can business schools make students culturally competent? Effects
of cross-cultural management courses on cultural intelligence. Academy of Management
Learning & Education. 12(4). pp.603-621.
Jackson, T., 2012. Cross-cultural management and the informal economy in sub-Saharan Africa:
implications for organization, employment and skills development. The International
Journal of Human Resource Management.23(14). pp.2901-2916.
Karin Andreassi, J. and et. al., 2014. Cultural impact of human resource practices on job
satisfaction: A global study across 48 countries. Cross cultural management. 21(1).
pp.55-77.
Mor, S., Morris, M.W. and Joh, J., 2013. Identifying and training adaptive cross-cultural
management skills: The crucial role of cultural metacognition. Academy of Management
Learning & Education. 12(3). pp.453-475.
Primecz, H., Romani, L. and Sackmann, S. eds., 2011. Cross-cultural management in practice:
Culture and negotiated meanings. Edward Elgar Publishing.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
Velo, V., 2011. Cross-cultural management. Business Expert Press.
Online
Cross Culture, 2018. [Online]. Available through:
<https://www.investopedia.com/terms/c/cross-culture.asp>.
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