Cross Cultural Management Report: Leadership in Diverse Cultures

This report delves into the multifaceted realm of cross-cultural management, exploring its core concepts, relevant issues, and the impact of globalization. It examines the emergence of corporate social responsibility within this context, outlining research aims, methodologies, and key challenges. The report provides a detailed overview of cross-cultural leadership, human resource management, and the influence of management styles. It also analyzes the evolution of cross-cultural management models, including Hofstede's cultural dimensions, and addresses criticisms of these models. Furthermore, the report investigates the types of cross-cultural groups, popular topics in the field, and the application of statistical tools for empirical research. It concludes with a discussion of limitations and future research directions, providing a comprehensive understanding of this critical area of management.

Running head: CROSS CULTURAL MANAGEMENT
Cross Cultural Management
Name of the Student
Name of the University
Author note

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Table of Contents
Introduction................................................................................................................................2
Concept of Cross Cultural Management and relevant issues.....................................................2
Emergence of Corporate Social Responsibility in Cross Cultural Management.......................6
Aims, research problems and methods.......................................................................................7
Different methods of research....................................................................................................8
Focus of the research..................................................................................................................8
Evolution of cross cultural management models.......................................................................9
Hofstede’s Cultural dimensions...............................................................................................10
Greet Hofstede Dimensions of culture.....................................................................................12
Impact of the cross cultural management in the leadership.....................................................12
Cross cultural management......................................................................................................13
Human resource management..................................................................................................14
Impact of cross cultural management in management style....................................................15
Criticisms of the Hofstede’s Model.........................................................................................16
Critical challenges in the cross cultural management..............................................................16
Types of cross cultural groups.................................................................................................17
Popular topics in the cross cultural management.....................................................................18
Six Sigma.................................................................................................................................19
Empirical Research: Statistical Tools for analysis and techniques of sampling......................20
Limitations and directions for research in future.....................................................................21

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Conclusion................................................................................................................................22
References................................................................................................................................23

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Introduction
The concept of the cross cultural management or the leadership in the organization is
properly associated with the proper understanding about the different individuals such as
managers as well as other heads in the organizations as well. Furthermore, the cross-cultural
leadership helps the employees in the organization to understand the presence of
globalization in the leadership approach along with the performance of the managers in the
organization as well. In the fierce competition environment, it can be analyzed that the
different international companies perform their best in order to survive in the battle and this
will help them in strengthening themselves as well.
The main aim and purpose of the assignment is to understand the leading and
managing in culturally diversified environment at the workplace. Proper cross cultural
management is essential at the workplace as this will help in maintaining proper substantial
growth in the entire organization. The purpose of the paper is to review the concept of the
proper cross cultural management in the organization. The review will be done on the
different literature reviews that has been conducted as well as published in different kind of
articles from the last few years.
The structure of the assignment will be based on the different subjects that will lead to
proper managing of the different cross cultured individuals at workplace. The culturally
diversified environment has to be maintained properly as this will help in creating a proper
and accurate environment for the individuals at the workplace.
Concept of Cross Cultural Management and relevant issues
Cross cultural management is defined as the proper study of the different societal
culture of the different managers as well as the management practice of the cultural

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orientations of the different individual managers as well as the other members of the
organization. Cross cultural management is the kind of process wherein it involves managing
different teams in the organization of different cultures. There are different kinds of business
as this will help in adapting to different approaches as to compete on different levels that are
bound by the physical geography in business as well in other situations.
There are different researchers who had dedicated themselves to the International
Human Resource Management or the cross cultural management. The areas of the research
are highly concerned wherein the individuals are paying proper attention towards the
globalization. Ahammad et al. (2016) has properly analyzed that there is a clear distinction
between the international human resource management along with the human resource
management. Zhang et al. (2015) commented and provided a proper and clear picture of the
entire integrative framework for the entire understanding of the strategic human resource
management. Furthermore, Chevrier (2013) commented that there is a proposed detail model
of making understand the fitting of the human resource management on the overall
globalization strategy of the different organizations.
Chevrier (2013) analyzed about the cultural complexity in the organization that helps
in showing the different cultures that are present in the organization with different kind of
identities in the members of the organization that will have huge influence on the culture of
the entire organization. There are different researches that help in understanding about the
international human resource management that are close to the cross cultural human resource
management. The cross cultural management is specific concept under the human resource
management that will help in influencing the individuals in the entire organization as well.
Maertens and Louis (2016) argued that there are different majority of the studies relating to
the international human resource management that have properly focused on the expatriation

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wherein the cross border assignments of the different employees in the organization last for a
particular or significant period of time. On the other hand, there are different other researches
that helps in understanding the different diversities in the cultures (Matsumoto and Hwang
2013).On the other hand, there are different other researches that helps in focusing on the
organizational change as well as the performance that is regarding the different competencies
in the management practice. When the profile of the competencies helps in supporting the
goals of the company, it helps in becoming instrumental in nature in developing the different
human resources that is essential in delivering the business goals. Therefore, as a result,
performance management system is the best tool that helps in communicating different
priorities as well as for providing feedback in order to stimulate employees in the
organization to meet the different expectations.
According to Zaum (2013), performance management is the integrated and strategic
approach that helps in delivering the sustained success to the different organizations by
properly improving the performance of the individuals and proper development is essential in
understanding the capabilities of the individual contributors. It helps in supporting the
rationale that capital as well as the people provides proper competitive advantage. The proper
objective of the performance management is transforming the different potentials of the
individuals in the organization by removing the different intermediate barriers along with
rejuvenating the human resources as well. The competitive capacity of the organizations can
be properly increased by building proper people as well as effectively developing and
managing people that is an essence in the performance management.
Emergence of leadership and culture
Meier et al. (2014) stated that psychology related to cross cultural management helps
in understanding the different culture of the different individuals and their proper interaction

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with one another. Proper cross cultural leadership has properly developed a proper process to
understand the work of the leaders who are the new individuals in the globalized market. In
the present scenario, the international organizations require the different leaders who are well
aversed with different cultures and can adjust to different environments within a short span of
time with the employees as well as partners of different cultures (Chevrier 2013).
Furthermore, it cannot be analyzed that the managers who are working in one country and is
successful in the different tasks performed by them will be successful in other country as well
(Klitmøller and Lauring 2013).
Ramasastry (2015) defined that leadership that is cross cultural in nature is the ability
of the individuals that will help in motivating the members of the culturally different groups
towards the proper achievement of the valued outcomes with the help of meaning systems
and shared knowledge of the group that is culturally different. From the review of the entre
definition, it helps in making the concept clearer in nature wherein that cross cultural
leadership is different from the simple leadership as the word culturally different exists
between the cross cultural leadership in the management. In the literature, it has been seen
that is related to cross cultural leadership as well as diversity management, there is a proper
tendency in order to adopt a proper perspective that will be in favor of harmony that will
appear between the differences as to develop cultural synergies in the organization (Dieleman
et al. 2015).
Furthermore, it has been argued that the diversity management or the cross cultural
management discourses that helps in building a proper perspective of the different level of
management. Hooghe and Marks (2015) argued that the different organizations must consider
properly the cultural differences as the globalization in the business continues to properly
increase (Li 2014). The research helps in understanding that when the economic borders

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come down, the barriers related to the cultural communication goes up and this presents
different challenges as well as opportunities in the entire business (McGuire 2015).
On the other hand, Stahl and Tung (2015) commented and argued that the different
organizations have to consider the different cultural differences and this will help in
globalization of the business as well. Furthermore, Betancourt et al. (2016) commented that
leadership is the process that is based on the different traditions wherein leadership has to be
tailored as per the requirements of the different environments. . Sun, D'Alessandro and
Johnson (2014) conclude that the various differences and commonalities have properly
emerged among different countries. The researcher has even pointed that the four Cs of
leadership such as commitment, character, courage as well as conviction played a vital role in
the different countries (Kersiene and Savaneviciene 2015).
The process of leadership can be achieved with the economic as well as mass media
power and it also helps in showing the different positions in leadership style. The relating
power of the leadership can be exploited for the different personal interests rather than the
benefits that are social in nature as well as the different improvements with changes. Archer
(2014) commented that different patterns in the different kind of relationship between
different kinds of culture that is corporate in nature. For the different international companies,
the different results have shown that significance between the leadership styles as well
as corporate culture. However, on the other hand, there is very less association between the
performances of the companies along with the corporate culture of the company as well (Bird
and Mendenhall 2016).
Emergence of Corporate Social Responsibility in Cross Cultural Management
In this particular stage of the paper, it helps in discussing about the different impacts
as well as influences of the corporate social responsibility in the cross cultural human

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resource management. The theory helps in assessing the accountability of the daily activities
that will be in regards to the environmental as well as social well being. Tjosvold (2017)
helps in pointing that there is a positive relationship between the international human
resource management as well as corporate social responsibility (Brannen, Piekkari and Tietze
2014). This helps in signifying the proper importance of the human resource management as
well as other factors such as the proper behavior that is required in order to increase the
proper productivity in the organizations. The proper cross cultural leadership will have huge
impact on the entire performance of the management as well. The proper review of the
literature helps in understanding the there are different elements that is typically found in the
performance management of the individuals in the entire organization. The research in the
cross cultural management is characterized with different waves of interest upon the
corporate social responsibility approach (Neuliep 2017).
However, it is not only the influence of the corporate social responsibility on the
international human resource management, but it is also on the objectives related to corporate
social responsibility. Eisenberg et al. (2013) helped in understanding that distinction between
the comparative human resource management as well as international human resource
management. Buffardi (2017) analyzed that there is cultural complexity in the organization
that helps in showing different cultures with proper identities within the members of the
organization and this will have huge influence on the culture of the entire organization.
Aims, research problems and methods
After the analysis of the entire thesis, it helps in providing the readers a clear and
better picture of the cross cultural human resource management that includes different
characters as well as definitions it lives along with the different problems in the management
with proper solutions (Kuyper and Bäckstrand 2016).

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The problems in the research study are as follows:
1. What is known as cross cultural human resource management? Describe the different
characteristics of the cross cultural human resource management
2. What are the different problems that exist between the local employees as well as
expatriates in the different international companies regarding the cross cultural
management related to human resource?
3. How can the cross cultural human resources be managed?
Different methods of research
Proper quantitative method with proper questionnaires will be used in order to
understand the perceptions of different individuals in different international companies
(Crowne 2013). It will help in understanding about the harmonious degree between the local
as well as foreign expatriates in the cross cultural working environment in the workplace.
Proper qualitative method will be used in order to understand the viewpoints of the general
manager of a respective company in order to understand the different cross cultural human
resources problems that are faced by the entire company and the different techniques to
manage such practices in the company (Heras‐Saizarbitoria and Boiral 2013).
Focus of the research
In this particular thesis, the focus will be provided on the analysis of the different
problems that exists in the human resource management for a respective company. According
to the literature, there are different organizations that have incorporated different approaches
towards the different sustainable practices that will be in favor of the stakeholders and the
human capital. Homburg et al. (2013) evidently supported that the sustainable human
resource management that includes both strategic as well as personnel management is not

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substantial part of the literature. Proper cross cultural management is essential in nature as
this will help in focusing on different aspects that includes sustainable human resource
management as well as cultural differences (Tallberg, Sommerer and Squatrito 2013).
Proper engagement of the employees is essential and this will help in providing
proper importance to different cultures in the workplace (Crawford, Morgan and Cordery
2016). This will help in providing proper motivation to the different employees in the
organization by implementing different cross cultural activities that can be performed with
different employees of the organization. In order to understand the cross cultural management
it is essential to understand the terms separately as this will help in providing proper
understanding about the different developments in the human resource management practices
(Torres et al. 2014).
Evolution of cross cultural management models
Just like different aspects of the business such as finance, marketing as well as
operations in the human resource department, there is cross cultural management that has to
be analyzed properly in order to analyze the different cultural differences in the entire team
management. Cross cultural management is the phenomenon wherein it means the moving
from one culture to another culture in the organizations as this will help in bringing different
cultures together (Dikova and Sahib 2013).
Cultures are different from one another and managers in the organization treats the
different cultures as these are based on the performance of the economic systems. When a
proper foreign venture is planned the employers in the organization strive properly to select
as well as transfer the employees whose capability helps in fitting into different new societies
(Hooghe et al. 2015).

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The Lewis Model helps in analyzing the different cultures that are programmed and
understanding the different categories as this will help in mixing up with the entire team in
the organizations. Proper application of the Lewis model in the cross cultural management
helps in analysis of the different influx of the growing nationalities in the different
organizations (Reddy et al. 2014). The Lewis model of the cross cultural management helps
in implementation of respect and courtesy in every relationship. Unlike different kind of
activities in the organization, they help in seeking proper harmony and avoid confrontation as
this will help in maintaining proper cross cultural relationship in the organization. The
different kind of multi activities help in emphasizing the relationships as this will help in
switching off different kinds of tasks easily in the management of the organization (Cerdin
and Brewster 2014).
Hofstede’s Cultural dimensions
Power distance is the first dimension wherein according to (), the extent to which the
less powerful members of the organization accept the power is distributed unequally among
the members of the organization. According to Froese and Peltokorpi (2013), the individuals
who are treated as equals despite of the social status are low in nature. On the other hand, ()
commented that the individuals who accept authority relations are the ones who are high in
the power distance in the organizations. According to (), the dimension helps in representing
the society wherein the ties are between individuals or ties. The individualism helps in stating
that it is political, moral as well as social outlook that will stress on the independence of the
humans along with the importance of the self reliance and liberty of the individuals (Samovar
et al. 2014).
Uncertainty Avoidance is the extent to which the individuals in the organization feel
threatened by different situations that are ambiguous in nature. These have created beliefs as

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well as institutions that try to avoid such behaviors from the entire organization. According to
Bargiela-Chiappini and Nickerson (2014), there are two kinds wherein the individuals who
prefer formal rules as well as regulation are treated as low, however on the contrary, the
individuals who prefer clear guides of behavior are treated as high in nature. This dimension
helps in indicating the extent wherein the individuals in the organization will perform or not
perform to avoid different kinds of risk that has an ambiguous future.
Individualism is the tendency of the individuals as to look after themselves as well as
the immediate members of the family. They belong to a particular group wherein group
behavior is essential in nature. According to Mazanec et al. (2015), in cross cultural
management, proper group behavior is given importance as this will help in analyzing the
cross cultural management in the organization.
Masculinity is the situation wherein the dominant values in the society exist and this
will help in understanding the dominant values in the cross cultural management in human
resource management. According to (), there should not be any kind of differences that are
made in the cultural factors that exist in the organization. The proper and equal importance
has to be provided to all the cultures in the organization and this will help in proper
advancement as well as recognition in the organizations as well.
Long term orientation is essential in the cross cultural management in the human
resources. The value is based on the persistence as well as the beliefs of the individuals in the
entire organization. The dimensions of culture in the organization differ in different states as
well and this is reference to different orientations (Thomas and Peterson 2017). There are
many researchers who have done in empirical studies with the proper use of different
parameters. In this review, the study that has been conducted by Geert Hofstede, it helped in
depicting the different perceptions as well as styles in the cross cultural leadership in the

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organizations. According to Hofstede, the long term aspect of orientation, it will help in long
term tradition of the culture as well as commitment as they should not become the barriers to
change.
Greet Hofstede Dimensions of culture
The comprehensive study that has conducted by Greet Hofstede helped in creating
proper research on the difference in the values in the workplace. With proper implementation
of the different results as well as latter additions, Hofstede helped in creating a model that
helped in identification of the primary dimensions that will help in assisting in differentiating
cultures in the entire organization. The power distance, individualism, Masculinity as well as
uncertainty avoidance along with the long term orientation helped Hofstede in identifying the
different issues in the organization (Stienstra 2016).
Impact of the cross cultural management in the leadership
In this section, the culture has huge impact into the communication as well as
management style will be reviewed in nature (Rui and Stefanone 2013). The impact of the
cross cultural management in leadership will help in gaining considerable amount of success
as well as failure of the international companies in the foreign ventures. In the past few
decades, it is seen that there is different relocating operations in the different countries in
pursuit of the different business opportunities as to widen the global scope. Therefore, it is
necessary and important to establish a proper synergy between the culture of the business as
well as managerial values by starting proper establishment of the cross cultural practices with
the help of collective strategies (Kelly 2017).

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Cross cultural management
Cross cultural management is defined as the phenomenon that helps in achieving as
well as establishing organizational goals with proper and effective planning, organizing,
directing as well as controlling of the different organizational owned resources in the
management of cross cultural leadership. Cross cultural management is not a new concept
and it is associated with different international as well as business exchanges.
In the ancient times, the businesses that were dependent on the cross cultural
leadership management, helped in understanding the different approaches of the
management. The direct as well as proper reason for making cross cultural management is the
science of the different theories of the management that helped in understanding the scientific
management who applied the different ideas on the communication as well as leadership
theories that are directly posted as well as pasted in the different activities in different
countries. Cross cultural communication helps in understanding the different approaches that
are required and is essential in nature in order to implement proper leadership abilities in
different individuals in the entire organization.
According to (), proper cross cultural training has to be provided as this will help in
maintaining proper cultural acclimatization along with the understanding the overview of the
entire business. Proper understanding is essential and is required in order to understand the
different skills related to management to improve the project as well as proper drawing of
different strategies for continuous improvement of the entire process. There is a proper four
step approach related to communication that includes proper positioning relationship between
the partners of the organization. Proper optimization of the skills is essential in nature as this
will help in collaborative project management. Proper continuous improvement is essential in
nature as this will help in maintaining proper relationship in the entire organization as this
will help in making cross cultural management in the entire team.

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Human resource management
Human resource management is the process of gaining proper competitive advantage
in the organization with the different usages of the planning as well as directing the team to
achieve goals. Proper policies are essential in the human resource management helps in
proper job analysis along with recruitment and selection of the individuals in the organization
as well. Proper performance management is required to be done in ensuring the proper health
and safety of the individuals in the organization.
Human resource management is regarding the different policies and procedures for
providing training to the individuals of the different cultures in the entire organization.
Human resource management is essential for all the individuals of different cultures in the
entire organization as this will help in controlling and achieving proper goals in the
organization. All the cultures in the organizations has to be provided and served equally as
this will help in managing the different teams and this will encourage cross cultural
leadership in the organization as well.
According to (), proper ascertainments has to be made as this will help in analyzing
the proper cross cultural human resource management and leadership in the entire process.
The human resource management helps in understanding the different dimensions of the
Hofstede model as this will help in providing different benefits to all the individuals in the
entire organization as well. Furthermore, there are different approaches in the management
that are having proper relation with the theoretical framework of the individuals in the
organization who are of different cultures. The human resource managers in the organization
are selecting and matching the different elements of both soft and hard human resources
approaches (Chevrier 2013).

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There are different researches that are made by different researchers in the
organization as this will help in understanding the suitable style of leadership in the entire
organization that will help in flattering the organizational structures. There are different
appraisal systems in the management that helps in making the entire system of the
management easier in nature. This will help in managing proper cross cultural management in
the entire organization. According to the Hofstede, the cultural dimensions help in describing
the relationship between the subordinates and the bosses in the organization.
According to Hofstede, the dimension helps in representing the society wherein the
ties between the individual is loose in nature. The individualism helps in describing the
human dependence as this will help in understanding the importance of the self reliance and
the liberty of the individuals in the entire organization. On the other hand, there is a concept
known as collectivism wherein it helps in understanding the concern of the individuals who
are cohesive in groups. Therefore, this is the dimension of individualism and collectivism are
extremely essential in the entire society.
Impact of cross cultural management in management style
In this particular section, the impact of the cross cultural management will be
reviewed on the management as well as leadership style in the entire management. The
proper impact is measurable in nature as this will be measuring the considerable the proper
amount of success as well as failure of the international companies in the different foreign
ventures. In the last few decades, the organizations are relocating different operations into
other countries in the pursuit of the opportunities related to business as well as to widen the
scope globally. Therefore, it is essential in nature to establish a proper synergy between the
managerial values as well as culture of the business and this will help in establishing different

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cross cultural practices with the help of effective options of strategies that will contribute for
the efficient performance in the managerial activities.
Criticisms of the Hofstede’s Model
According to (), there has been a great deal of the criticism on the Hofstede’s model
wherein the entire research is based on the attitude though that is not the appropriate way of
measuring the culture. The model of Hofstede helped in understanding the different controls
that are external as well as internal in nature. Hofstede has used proper exploratory factor
analysis that is used as the statistical technique in order to properly develop the different
dimensions related to culture. The example of IBM has been taken wherein the culture is
predominant in nature and this will help in understanding the cross cultural management
issues in the different organizations.
Critical challenges in the cross cultural management
There are different kinds of challenges that are required and are essential in nature as
this will help in development of the personal skills. The critical challenges include increase in
the growth of the entire revenue worldwide through the proper development of the program
that is based on the strategy for building proper global leaders. The members as well as the
higher officials of the organization have to properly manage and perform things in the
management differently in the market. The other benefits that are included are relating to
proper development of the different ways that will help in developing proper adaption of the
culture along with other human social behavior for small as well as large setting in the
organization.
The executive as well as the cross cultural coaches need to properly pay attention to
the different formal as well as informal data that will help in focusing on the different

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emotional and cognitive data. These kinds of data help in focusing on the specific sets of
personal skills or the aspects that are behavioral in nature and directly affect the successful
and accurate integration of the cultural skills that are new in nature. It is essential to achieve
proper beneficial outcome that is bottom line in nature and this will bring proper consistency
in the entire management practice.
Types of cross cultural groups
Groups with single representative but from a different culture wherein the
representative of the organization is of different teams and this will have huge influence on
the performance of the team and group dynamics as well.
Groups with multiple representatives with no majority and these are the teams that
are treated as the global teams in the entire organization. In this case, proper cross cultural
management has huge importance and this helps in creating proper group dynamics as well.
Single event teams wherein the entire team of a particular organization is
representing their company in a single episode of negotiation. In this literature review, it can
be analyzed that the issues that are related to the cross cultural management teams and the
group dynamics in the organization is solved in the single event meeting of the teams as well.
Lastly, the short term project teams are the ones wherein the groups of the
organizations are likely to face serious issues that are caused by cross cultural differences in
the organizations. These are the problems that have to be solved in order to generate proper
cross cultural dynamics in the entire organization.

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Popular topics in the cross cultural management
There is certain biopic that has been within the field of the cross cultural management
in the different organizations and these have generated proper particular interest as well. In
the earlier years, it produced a large number of the descriptive studies on the different cross
cultural management teams in the organizations and the proper role of the dynamics in the
group management as well. The different topics related to the cross cultural management as
well as the negotiations in the cross cultural management teams have been addressed in the
literature as well.
One specific area wherein a proper and heavy research has been conducted was on the
cross cultural differences in the perceptions of the individuals in the entire organization. The
entire focus is based on the justice that is related to pay as well as rewards in the
organization. Another proper area of interest in the cross cultural management is the proper
interaction between the national as well as corporate cultures in the organization.
Furthermore, with the proper growth and increase in the transnational companies, it is
becoming more evident as well as accurate in making the two cultures intersect with one
another. The interaction between the new and the cross cultural differences has generated and
created new and unexpected challenges in the entire organizational activities that are
performed by them.
On the other hand, the concept of staffing has created a huge impact on the different
multinational companies wherein the cross cultural management has been an important topic
in the entire organization and the activities that are performed by the organizations in
generating proper group dynamics as well. Group dynamics play an essential role in the
improvement of the cross cultural issues that has been raised in different organizations and
this is affecting the performance of the entire organization as well.

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Six Sigma
This is a proper concept on the improvement of the organizational objectives and six
sigma concepts will help in achieving such objectives in the performance management. Six
sigma helps and focuses on the improvement of the entire process as well as management
design. Six sigma helps in understanding the behavior of the individuals as this will be
regarding the behavior of the different processes. The six sigma concept helps in analyzing
the different issues that are related to the cross cultural issues in the management process in
the entire organization. The culture of the entire organization is based on the predominant
culture of the individuals. Six sigma helps the companies in recognizing the performance of
the individuals in the organization along with proper communication process as well.
The change in the business environment helps in creating uneven development and
proper adoption of the different cultures in the organizations. There are different kinds of
challenges that are faced in managing cross cultures in the organizations. The managers in the
organization have to deal with different complexities in the management. This will help in
making the environment sustainable in nature as well and this will help in creating proper
trends in the management as this will help in inspiring proper process of globalization.
Proper cross cultural approaches has to be analyzed by the entire business as this will
help in making the managers and the different employees in the organization about the
different styles of the entire management process. The managers in the organization have o
perform proper duties in the management as this will help in developing proper management
style in the entire cross cultural management process. () commented that proper management
style has to be maintained by the managers in the organization as this will help in making
proper and appropriate usage of the cross cultural management styles. The proper cross
cultural management styles can help the managers and the employees in the organizations to
properly communicate as well as indulge in different activities that are essential in nature.

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On the other hand, Chevrier (2013) commented that managers are the individuals who directs
and orders the employees and the cross cultural management is not only created by the higher
officials of the management. The cross cultural management is properly followed by the
employees and the employers of the organization with proper ascertainments that will help in
making the cross cultural management more flexible in nature. The cross cultural
management is gaining huge importance with proper globalization in the different
organizations and this is having huge importance on the organizations as well (Aknin et al.
2013).
The employees as well as the employers of the organization will help in generating
different frameworks that will helps in making as well as understanding the different
preferences of the individuals in the entire organizations. The cross cultural management
tools will help in the entire process of management as this will enhance the different cultures
in the organizations and this will help in making proper group dynamics in the entire
organization as well.
Empirical Research: Statistical Tools for analysis and techniques of sampling
The entire review of the literature in the group of the cross cultural management, it is
essential that the common method for collecting different data were surveys done through
mails, observations as well as interviews that were conducted in the organizations as well.
Unfortunately, there are different scholars did not have proper and big data sets and the entire
data research was done through proper collection and gathering of data for the entire study.
The mail surveys were less desirable in nature and most of the quantitative slides were done
on the based on samples. Furthermore, proper correlation analysis was made as this was
usually applied for conducting interviews subject wise. The entire review of the literature was
done on the basis of proper statistical analysis techniques and it helped in understanding the

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importance of the cross cultural management in the different organizations as well (Arato
2013).
Limitations and directions for research in future
The analysis of the literature is based on the cross cultural management that has
revealed certain limitations in the organizations and it has become substantial portion of the
entire studies as well. As mentioned previously, the studies have been conducted on small
data sets and this has helped in understanding the different cross cultural comparisons in the
organizations as well. Proper focus has not be given to the cross cultural management in the
organization and this has huge influence on the symbol of masculine and low uncertainty and
power distance as well (Oneal and Russett 2015).
Furthermore, very less attention has been provided on to the subcultures in the
management. As it has been discussed earlier, despite of different failures in the economical
fallacy that is regarding the making proper assumptions on the cultural values of different
individuals in the organizations (Abbott et al. 2015). On the other hand, proper research
studies has been conducted in the cross cultural management that has been conducted with
the expert teams as well as other executives in the entire organization, proper focus has to be
provided on the grass root employees in the organization. Finally, a very little differentiation
has been made between the different cross cultural teams as well as the groups in the
organizations. A proper team is defined as the collection of the individuals who are entirely
independent in nature for completing the different tasks and these are the individuals who
share proper outcome in the intact social entity. These kinds of processes are quite different
from the others in a group and these processes are characterized with the help of lesser degree
of independence in the organization as well (Gilson et al. 2015).

23CROSS CULTURAL MANAGEMENT
Conclusion
Therefore, it can be concluded that in order to enhance the performance management
of the organization, it is essential for the organizations to enhance proper cross cultural
management in the organization. Based on proper review of the entire literature on the cross
cultural management in the organizations, it is apparent that the international business has to
play an essential role in the cross cultural scholars. The cross cultural management has played
an essential role in the proper team dynamics of the organization as well. Hofstede’ national
indexes of cross cultural management has been used for proper further analysis.
The globalization has played an important role in the cross cultural management and
this is having huge importance on the cross cultural management activities that takes place in
different teams in the different organizations. Finally, the studies regarding the cross cultural
management were properly conducted using different kinds of experts as well as through
proper executive global teams and the employees in the grass root level are given proper
importance as well.

24CROSS CULTURAL MANAGEMENT
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