Cross Cultural Management: Reflective Report on Nepotism in Tanzania

This reflective report analyzes a case study concerning cross-cultural management, specifically examining the challenges of nepotism within a project led by Brett Jones in Tanzania. The report explores the influence of Hofstede's Cultural Dimensions, highlighting how cultural norms in Tanzania, suc...Read More

CROSS CLUTRAL
MANAGEMENT

Table of Contents
REFLECTIVE REPORT.................................................................................................................3
Sources and Theories in Supporting Argument..........................................................................3
Reflective Essay..........................................................................................................................5
REFERENCES................................................................................................................................7

REFLECTIVE REPORT
Sources and Theories in Supporting Argument
As per the case study, nepotism was one of the major problems in the project led by Brett
Jones. There are quite a few sources which could support the argument discussed in podcast.
Nepotism was quite visible and evident while construction of dam in Tanzania.
Hofstede's Culture Dimension's Theory refers to cross-cultural aspects and determines
effect of culture of a society on an organisation's values. It distinguishes countries on the basis of
various individual dimensions that assist in determining various factors which could influence a
culture and identify supportive business activities according to the same (NATIONAL
CULTURE, 2019). Where Tanzania is concerned, there are various practices related to nepotism
and corruption which are acceptable and natural in the country. A source to support this fact is
the results acquired through word-of-mouth from family members of the workforce. The way
Brett Jones mentioned job openings to localities but hired individuals recommended their
relatives provides an example for such practices supported by the culture as it is adopted by
majority of individuals associated with the project.
On the other hand, diversity also drove nepotism in the case (Chavdarova, 2015). As the
information given in the case study, Hydro Generation had built power plant in 16 countries and
Tanzania was its first African Venture. Thus, for future perspectives in the country, it is evident
that Hydro Generation appropriately establish various connections with several authorities that
enhances its success rate (Jones and Stout, 2015). This enhanced the need of nepotism and
practices adopted by Brett Jones to give employment to an individual who, for instance, was
niece of high-ranking customs officer.
Ethics refer to social philosophy which considers moral values as well as certain
principles associated with rightfully conducting business operations. For every organisation, it is
important to function in an ethical manner to ensure effective internal and external environment.
Ethics of an organisation are directed towards ensuring ethical methods to provide it with utmost
returns of the actions and decisions made by the company (Aßländer and Hudson, 2017). As per
the case study, while Jones hired individual on the basis of their relations and connections,
Steinberg admitted of the pace of operations of HG going on a favourable pace. While it would
take months for usual activities to be accomplished like installation of phones, delivery of

supply, issuance of licenses, etc., adopting these hiring practices gave favourable returns to the
firm. Ethnic Nepotism theory is the one which determines tendency of an individual to favour
individuals belonging to same ethnic society. As per this theory, if employees of Hydro
Generation would be connected, it would ensure a healthy future as well as government and legal
support to the organisation and its future projects. As for its Corporate Social Responsibility, to
support employees reducing all the possible roadblocks, the company was providing
opportunities to their family members to get employed. Moreover, at national level, this practice
was dealing with the higher unemployment, thus, benefiting community.
However, there are ways in which Nepotism would be unfavourable to the company's
perspective in future. As highlighted in the case study, nepotism has several risks for the
organisation. For instance, relation with government officials might indulge employees in
adopting extortion processes. Moreover, there is also a risk for extra payment to such employees
for their services towards the company (Lokaj, 2015).
Thus, as a recommendation to resolve this issue and effectively ensure ethical practices
within the company, it is crucial for Hydro Generation to apply Competencies' Theory.
As per the theory, there are various competencies which are required to be adopted by
employers of Hydro Generation to assure ethical hiring within the organisation (Bozer, Levin

and Santora, 2017). The first step requires for the employer to develop self competence in order
to lead company in a structured manner. Next step calls for development of team competence in
people of the organisation, which is important for setting up a benchmark for new employees to
join the Company. The firm must then enhance competence in their employees in terms of
change to be implemented in the structure, which in this case is hiring of new employees and hire
the ones which possess the same level of competence. It must also ensure ethical competencies
within the structure of the company which encourage employers to hire skilled and talented
employees rather than just the ones with relation and connection to influential people. Moreover,
new employees chosen within the company must also be ethical. However, to reduce or
completely eradicate nepotism, communication from existing employees is very important for
employers. This would help in maintaining harmony within the company and appropriately
reduce such practices. The last step needs Hydro Generation to ensure cultural diversification in
their company and equality to head its operations smoothly in other countries, thus, ensuring
success. Moreover, cultural diversity would be effective in terms of ensuring a diverse and
talented workforce which would be beneficial for the firm to head its operations in different
sectors as well (Dekker and et. al., 2015).
Reflective Essay
While working for the podcast related to case study of Brett Jones in Tanzania, a group
was formed for producing podcasts and accompanying script. Each member of the group were
given separate tasks associated with carrying out activities within the team. Initially, roles were
specified and time schedule was formed to appropriately complete the podcast within due period.
My role, within the team was to research and gather facts about the resources in a sequential
order and to effectively analyse the same.
To accomplish the same, I adopted various strategies such as critical evaluation of facts
and studying the case study with attention to even minutest of detail to form a sequential
framework. In addition to this, I conducted extensive research to effectively carry out prospects
which are associated with ethical working of businesses. For enhancing the effectiveness of my
role and for better analysis, various innovative techniques were used by me to evaluate each
aspect within the study.
There are various aspects within the team which were quite favourable for the project.
For instance, each team member chose the role which they could excel in. Thus, each individual

was perfectly able to fulfil their responsibilities. Another effective aspect during the module was
that the analysis of certain variables within the case study was achieved effectively.
Interpretation of information within the case study was appropriately done and different analysis
formed by each team member supported to gather a wider frame to evaluate and identify the
most likely factors for the podcast. Whereas integrated communication is concerned, each team
member was in constant communication with each other through meetings and social media to
connect with each other' s progress and finish the activities on time. In addition, each member
was available for the other in terms of problem solving so that no one could deviate themselves
from the set plan.
However, along with such favourable things, there were factors that could be improved if
in future I get involved in similar project. For instance, there were times were conflicts were
created within the team regarding leadership and certain decision-making. Each team member
was willing to move in different pathway according to their perception. There was a serious lack
of leadership within the group which needs improvement in future. Another aspect of group task
which needs improvement in future is time management. It is of utmost importance that every
activity of the task is segregated on the basis of priority and chronology. This would set a pace
for myself and my team members to finish given activities effectively within due time, providing
further scope of appropriate analysis and modifications. For reducing conflict, external support
must be acquired to fix a line of hierarchy which would be providing a structure to the team as
well as appropriate management of the group. Adopting various strategies and setting up terms
before beginning the task would help in enhancing the scope of improvement within the task and
better development of podcast and accompanying script.

REFERENCES
Books and Journals
Aßländer, M. S. and Hudson, S. eds., 2017. The Handbook of Business and Corruption: Cross-
Sectoral Experiences. Emerald Publishing Limited.
Bozer, G., Levin, L. and Santora, J.C., 2017. Succession in family business: multi-source
perspectives. Journal of Small Business and Enterprise Development. 24(4). pp.753-
774.
Chavdarova, T., 2015. Perceptions vs. Practices: Nepotism in Small Businesses in Bulgaria. In
Informal Economies in Post-Socialist Spaces (pp. 154-174). Palgrave Macmillan,
London.
Dekker, J., and et. al., 2015. The effect of family business professionalization as a
multidimensional construct on firm performance. Journal of Small Business
Management. 53(2). pp.516-538.
Jones, R. G. and Stout, T., 2015. Policing nepotism and cronyism without losing the value of
social connection. Industrial and Organizational Psychology. 8(1). pp.2-12.
Lokaj, A. S., 2015. Nepotism as a negative factor in organization performance. Academic
Journal of Interdisciplinary Studies. 4(2 S1). p.9.
Online
NATIONAL CULTURE. 2019. [Online] Available Through: <https://www.hofstede-
insights.com/models/national-culture/>