Reflective Report on Cross Cultural Management Case Study

This reflective report analyzes a cross-cultural management case study involving Hydro Generation, a US-based company, and its dam project in Tanzania. The report explores the challenges faced by the company, particularly regarding decision-making, delegation of responsibilities, and cultural differences. The report delves into the issues of hiring and managing personnel in a cross-cultural environment, emphasizing the importance of organizational structure, communication skills, and team work. The author reflects on the group activity, highlighting the significance of effective planning, identifying individual skills, and fostering collaboration to achieve desired outcomes. The report concludes with recommendations for managing cross-cultural teams, emphasizing the importance of motivation, encouragement, and placing the right employees in appropriate roles to minimize conflicts and enhance productivity.

Reflective Report

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Reflective style ......................................................................................................................3
CONCLUSION ...............................................................................................................................6
REFERNCES ..................................................................................................................................7
.........................................................................................................................................................8

INTRODUCTION
In this globalised world, the aspect of diverse working culture or cross cultural plays a
significant role in majority of the organisation as it help them explore the market share or size
into different geographical region. Hence, adopting such kind of management is the one of the
huge task or goal for company as there is huge possibility of arising various types of conflicts or
disputes among employees. However, for creating a healthy working culture a good relationship
between employer and employee as well as improved level of collaboration among manpower is
required for the growth of a company (Johnson and et. al., 2017). On the basis of this report, it is
fully centred over a case study which took place in Tanzania, a part of African continent and
where US based company Hydro Generation was processing a project i.e. dam project. But, the
concerned project has been keep back or withhold due to some internal issues i.e. Steinberg vice
president of Hydro Generation is going through huge issue in decision making regarding
delegating the responsibility of new Dam project to Jones who is highly skilled and capable. Due
to some cultural and ethical differences organisation is not able to implement best decision for
the improvement of firm's productivity. Moreover, in order to generate better working culture in
an organisation, proper handling of disputes and managing the workforce empower an
organisation to reach desired goal in a better way. Moreover, another issue that establishment
face is hiring a talented personnel who can manage and monitor the operation of local purchasing
and logistics of getting materials. In this study, the content has been presented in the format of
reflective in which it covers the issues facing by company's HR and suggesting appropriate
solution in order to develop a healthy working environment in an effective manner.
MAIN BODY
Reflective style
In this report, there was a group activity which take place with the combination of
individual i.e. podcast. However, this particular activity was performed by 5 - 6 individuals who
are different form each other in terms of behaviour, skills and ability (Mueller and et. al., 2012).
Hence,during processing the podcast activity, each personnel undergoes with various obstacles
and hurdles, yet we finished our project successfully in a given time period.
Issue : To set up an office and hire office personnel to take charge of local purchasing
Description

As per the case study, there is an issue arise within Hydro Generation working culture in
related to placing the right candidate for the post of local region. However, this issue directly
influenced over HG's organisational structure as it desire to enlarge its market division to new
geographical region within prescribed time duration. Hence, the Vice President ( Steinberg) was
worried to place Jones for the vacant position that is governing local purchasing, overseeing the
logistics of getting materials and to manage inventory efficacious. For gaining competitive
advantage among competitors, I strongly agrees that organisation should be able to take
corrective course of action that enhance its overall profitability ratio in an improved way. This is
because, hiring a right candidate and assigning them in a correct position help Hydro Generation
enrich its productivity ratio in an amended way. Along with this, each one has unique character
and personality who put their full effort for the accomplishment of business objective in a better
mode. This case study is supported on issue of organisational structure which consequence the
business operation of company. A US based company Hydro Generation is in the procedure of
major dam project in Tanzania, for which they are in highly in need of talented personnel for
executing the project effectively. It has been signified that workforce plays a vital role in
operating a business activity by putting their best endeavour towards the organisational goal. For
achieving the aim efficaciously, establishment should have amentiferous organisational structure
such as rendering clear guideline or direction to employees for proceeding and completing the
dam project of Hydro Generation. A sound organisational structure generates a trenchant system
by which Hydro Generation can designate the responsibilities and can accommodate
modification for increasing its productivity.
In the procedure of recruiting a personnel I have been identified each individuals has
unique attitude and behaviour towards the work culture. Among those group of individuals, some
were confident in their skill while others were not clear about regarding the project. Hence, in
that one manpower was fabulous in communication who was assured about the task but had poor
attitude or behaviour towards the other co- workers. However, I thought that this candidate will
get selected by HR but firm didn't hire them because of their arrogant behaviour or disrespectful
attribute. However, from this kind of screening activity I realised that communication skill is
not required but having a good behaviour is also necessary as it lead individual to build better
relationship with each other for attaining substantial growth among rivalries. By taking part in
such kind of process, I have gained good experience as it empower me to analyse or understand

various aspects. One of the positive view is that every manpower was highly dedicated and
committed towards the work and also agreed to deadline. Along with this, the behaviour of two
member made me to realise the importance of being humble and polite in a complex situation.
IN addition to this, while managing this procedure I determined that work is delegated
equally among team members as each task was delegated on the basis of their potentiality and
capability which aid us to work efficaciously with less chance of arising confusion and
ambiguity. This is because, each of us were clear about the task that assist us to minimise the
duplication of work and decreased conflict of interest. Additionally, due to this effectual
division of work I was able to determine my strength and weakness and also motive me to
overcome those hurdles that improved my overall performance. Furthermore, it also able me to
impose innovative and creative ideas for enhancing the firm's productivity. So, I go through with
some literature, theories that shows the solutions to improve the entire process as well as reduce
the stress among group members. Those concepts demonstrates the overview of team as it
highlights that each individuals has unique roles , strength and weakness. Hence, efficacious
delegation of work among team member motivate them to utilise their potentiality and also
encourage them to overcome the weakness in an improved way. Another theory that highlights
that analyse our shortcoming assist personnel to predict or anticipate the plan in advance in order
to implement best decision. Hence, I felt that we have to keep more attention on Group think as
it explains that it is a technique where people in a group are authorised to share their own opinion
or views for any particular idea. Moreover, by implementing such activity, it empower every
members to tackle over the challenges by predicting the outcome of plan in before and drive to
manage the entire process.
From this process of podcast, I was able to learn and acquire that if a group desire to
delegate the roles and responsibilities in a equal manner, the foremost step is that clear or
effective planning. Along with this, identifying each individual skill or potentiality help
organisation to obtain increased level of collaboration and cooperating from manpower towards
the business goal. BY formulating such action, it assist company to eliminate or minimised the
duplication of work and can easily reach the target within prescribed time limit.
Furthermore, I also learned the significance of team work inside company as it directly
link with improvement of working environment. Along with this, I also came across with
various drawbacks which I take initiative to avoid in further team activity. However, the measure

which I suggest is that determining each personnel skill or capability and delegating them in
appropriate position that enrich the overall performance. The another aspect which I will
consider is that during dividing the work is that while we should expect or predict the result in
before hand so that it creates high level of satisfaction and reduce the stress among the group
members.
CONCLUSION
It has been recapitulated from the above given report that proper management in the cross
culture plays a significant role as it help them to enlarge the market share or size in a better.
Moreover, if an organization desires to manage its cross culture then rendering high level of
motivation and encouragement among employees aid them to perform in the coordinated
manner. Additionally, Organization can recruit better employees to get the work done and right
employee can be placed at the right job. This is because, it enable them to achieve the desired
task in an amended and the chances of conflicts and disputes can also be minimised. The
management will also be able to make better plans for the future.

REFERNCES
Books and journals
Johnson and et. al., 2017. Trust in cross‐cultural relationships. The Blackwell Handbook of
Cross‐Cultural Management. pp.335-360.
Mueller and et. al., 2012. The effects of corporate social responsibility on employees' affective
commitment: A cross-cultural investigation.97(6). p.1186.
Ramsey and et. al., 2016. Exploring the impact of cross-cultural management education on
cultural intelligence, student satisfaction, and commitment. Academy of Management
Learning & Education. 15(1) pp.79-99.
Rehg, and et. al., 2012. Examining the influence of cross-cultural training on cultural intelligence
and specific self-efficacy. Cross Cultural Management:19(2). pp.215-232.
Rosenbusch, K. and Cseh, M., 2012. The cross-cultural adjustment process of expatriate families
in a multinational organization: A family system theory perspective. Human Resource
Development International, 15(1) pp.61-77.
Stahl, G.K. and Tung, R.L., 2015. Towards a more balanced treatment of culture in international
business studies: The need for positive cross-cultural scholarship.46(4). Pp 391-414.
Sultana and et. al. 2013. Cross-cultural management and organizational performance: A content
analysis perspective. Cross-Cultural Management and Organizational Performance: A
Content Analysis Perspective pp.133-146.
Wang, Y.L. and Tran, E., 2012. Effects of cross‐cultural and language training on expatriates’
adjustment and job performance in Vietnam. 50(3), pp.327-350.