Hydro Generation: Cross-Cultural Management, Reflective Report

This report examines the complexities of cross-cultural management within the context of Hydro Generation's dam venture in Tanzania. The report is divided into two main parts: the first includes a podcast script exploring organizational challenges and the importance of a functional management structure. The second part presents a reflective essay on a team event, discussing the difficulties encountered in recruiting skilled staff, the importance of compassion, and the evaluation of feedback. The analysis explores issues like job division, groupthink, and the impact of cultural factors on recruitment. The report concludes with an action plan to improve team efficiency and competitiveness, emphasizing the values of collaborative work and job division. The student provides insights on strategic decision-making, revenue growth, and achieving organizational targets within a cross-cultural environment, offering a comprehensive overview of the challenges and opportunities in international business and leadership.

CROSS CULTURAL
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
Podcast and Script..................................................................................................................1
PART 2............................................................................................................................................2
Reflective essay......................................................................................................................2
Assessment.............................................................................................................................2
Analysation.............................................................................................................................3
Conclusion..............................................................................................................................4
Action plan.............................................................................................................................4
CONCLUSION................................................................................................................................4

INTRODUCTION
Cross-cultural leadership could be characterized as a system for managing employees of
various organizational backgrounds (Moriano and et. al., 2012). In a global or global business
sense, it helps businesses navigate the disparity in processes, beliefs and consumer or worker
expectations. Thus, this is important to follow the philosophy of cross culture management
subject to companies that operate in international market. This study will make a serious
examination of the recruitment of staff whom are active in the administration of cross-culture.
Through international site, the organization is working to decide strategic actions and make them
resilient in incorporating social variations to enhance their collaboration and reach a high degree
of engagement. Because of some internal management problems, the plan has also been
postponed, i.e. they need to recruit skilled personnel to manage the regional procurement and
supplies sourcing operations.
PART 1
Podcast and Script
A U.S.-oriented business, Hydro Generation, is planning out Tanzania's largest dam venture,
needing skilled workers to effectively finish the project (Thomas, 2015). The field research
is conducted on the problem of both the organizational system that affects both the commercial
business and the firm's profitability. Organizational base is a framework that explains how these
tasks are oriented toward achieving a firm's purpose because it includes positions, obligations
and laws. Through throwing their efforts subject to the corporate target, resources contribute a
significant role in daily operations. A stable architecture of the company provides an
efficient mechanism through which Power Generator may distribute obligations as well as adjust
improvements to increase efficiency. In order to accomplish the target efficiently, the
organization must have a functional management structure to supply workers with guidance and
guidance to continue with and complete the Hydro Generation dam venture.
An efficient framework minimizes workplace disagreements and conflicts and avoids
outsourcing and replication of research as the mission will be defined to increase efficiency and
productivity. It also enables executives to recognise the capacity of both the workers and
allocated responsibilities to improve the skills. this will not only provide best results in attaining
organisational goals but also form a skilled image of business. Thus, another well-structured
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organization, by implementing new and great mind-set, increases workers ' productivity and
inspires everyone to devote the valiant efforts. Hydro Generation is thus able to achieve high
turnover development and increase profits with both the best use of capital.
PART 2
Reflective essay
A team event was conducted by an identifiable group, i.e. podcast. This task as done by 5-6
men. While during podcast operation we encountered several pitfalls and difficulties, but they
completed ourselves task.
Explanation
In Hydro Generation, according to the research study, there is indeed a problem of
corporate phenomena that has affected the growth and development of the organisation in the
new particular region (Bian and Forsythe, 2012). To enhance the overall efficiency, every
organization must take corrective steps to effectively achieve the pre-decided target. A company
experiencing a challenge in recruiting a skilled staff to accept responsibility for regional
procurement, manage the operations of sourcing supplies, and efficiently retain stock. As
mentioned above, I was faced with a problem during the hiring process of candidates because
each one has a specific character and personality that has affected the entire business activity.
Compassion
I encountered various people that have a specific attitudes and behaviour against the job
category when recruiting several employees (Caligiuri and Tarique, 2012). Few of them were
limited in their ability, while others have been uncertain about the task. Nonetheless, I thought
that not only interpersonal skills are needed, but that workers could have positive behaviour and
then be able to construct effective connections with one another in order to help and reliably
accomplish defined goals. One applicant became outstanding in interaction and have had faith in
the mission, but also had poor attitude or behaviour to the other contestants. I figured such
applicant would be picked, because of the narcissistic agency did not hire them
Assessment
Evaluation The feedback has been useful and imp-active during this phase because it helps me
and evaluate and appreciate a variety of facts (Matsumoto and Hwang, 2013). One of
primary important points that each individual of the party was enthusiastic and devoted to a
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project and decided on both the timetable. In addition, two members ' actions made me realize
how necessary it is to be respectful and respectful in a difficult issue. As when the applicants had
annoying behavior, we are still able to balance everyone and provided a good atmosphere that
helped me work smoothly despite pressure. I realised that It was really a fact in local culture that
poverty was strong and that so-called work hunts are usually carried through term-of-mouth,
particularly by relatives. Employing a tall-ranking customs official's aunt cannot help when it
comes to securing clearances for imports (Lamb, 2013). I had established the custom of referring
to local people's vacancies and instead recruiting and hiring the kin they suggested. He argued in
a nation like Tanzania that such family relations might be useful.
I also evaluated a worse scenario that, if news penetrated the Tanzanian administration's
highest levels, despite the government's non-corruption stance, it would find itself struggling
with people in positions to request large payments for resources like, perhaps, having no reason
to obstruct the site's efficient operation (Bochner, 2013). Such transactions can not only become
expensive but they may be criminal within U.S. law. I had no reason to disbelieve any hiree's
integrity, but there are risks in cronyism (Bleidorn and et.al., 2016). For instance, a close
connection between an employee and some public official could cause the worker to engage
more aggressively in the process of bribery. If a female hired to work on export clearance joined
her father, the border guard, in order to varied a little more for each export permission.
Analysation
I explored throughout the processing of both the project that perhaps the job was equally
divided between workers based on the skill and capacity that encouraged everyone to work
beyond misunderstanding without uncertainty (Johnson and Cullen, 2017). Through this
successful separation of research, I became able to recognize my strengths and weaknesses and
enabled me conquer certain challenges that boost the efficiency and incorporate interesting and
innovative ideas to access the business's profitability. Every one of us was specific about both the
task that decreased job replication but minimized legal issue. So, I'm going through certain
articles, ideas that show ways to strengthen or improve the whole system and also reduce stress
or burden between members of a group. Such principles illustrate the group summary that each
individual has different positions, power and vulnerability that we put together. I assumed this
practice would improve efficiency and competitiveness, instead it would produce high costs and
take a huge amount of time to produce tension between members and impede the whole
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recruitment process. When in that game we didn't feel that produced any complexities in my
function. The hypothesis that helps us understand our shortcomings is why we still haven't
expected or predicted the program (Ng, 2013). I feel they need to focus on groupthink since it
shows that this is a strategy whereby individuals in a group will lift the different viewpoints if
they believe it could affect the firm's judgment as well as the entity’s management. I believe if
we had been confronted by predicting of both the project, we could have resolve the problems
and handled the whole system successfully.
Conclusion
I learned from this phase that when a person wants to split its task between participants,
they need to prepare how and what to manage and organize every segment or task in order to
enhance the firm's workplace environment (Reisinger and Turner, 2012). If it had been achieved,
it likely allowed the segment to be put together helped us to avoid or reduce the replication of
practice in subject to achieve a sustainable image and organizational objective.
Action plan
To maximize the efficiency and competitiveness of both the business and team, I realized
the values of collaborative working and divisional of job (Yu and Ko, 2012). So that when I
function in a team each year, that I am talking with them about the capacity and ability to support
the organization boost its ability and efficiency of firm. All other thing I would recognize when
splitting the research is that although we can anticipate and influence the outcome in advance, it
produces a higher degree of satisfaction and reduce stress among team partners. In fact, I firmly
believe that this really allows us to make strategic decisions that maximize revenue growth and
efficiently reach our non-determined target. Beyond this, a person should feel inspired to seek
to maximize profit and obtain comparative advantage like competitive advantage.
CONCLUSION
It can be taken in the above-mentioned study that there is a great need for good operational
management of the crossed community. As if this is not achieved, the organisation's performance
would be impaired as well as its workers ' efficiency would be decreased as well. Unless the
company wants to develop the cross cultural, it can inspire its workers and enable them to act in
a progressive way. Entity should hire better workers to have the jobs completed and it is possible
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to drop the best worker at the right job. By doing so, the entity will become to perform the
required mission in a coordinated way as well as reduce the risk of disagreements and conflicts.
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REFERENCES
Books and Journals:
Bochner, S. ed., 2013. Cultures in contact: Studies in cross-cultural interaction (Vol. 1).
Elsevier.
Reisinger, Y. and Turner, L., 2012. Cross-cultural behaviour in tourism. Routledge.
Lamb, M. E., 2013. The father's role: Cross cultural perspectives. Routledge.
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Thomas, D. C., 2015. Cultural intelligence. Wiley Encyclopedia of Management. pp.1-3.
Bian, Q. and Forsythe, S., 2012. Purchase intention for luxury brands: A cross cultural
comparison. Journal of Business Research. 65(10). pp.1443-1451.
Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership
effectiveness. Journal of World Business. 47(4). pp.612-622.
Matsumoto, D. and Hwang, H.C., 2013. Assessing cross-cultural competence: A review of
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Bleidorn, W. and et.al., 2016. Age and gender differences in self-esteem—A cross-cultural
window. Journal of personality and social psychology. 111(3). p.396.
Johnson, J. L. and Cullen, J. B., 2017. Trust in cross‐cultural relationships. The Blackwell
Handbook of Cross‐Cultural Management. pp.335-360.
Ng, R., 2013. Cultural intelligence. The Encyclopedia of Cross‐Cultural Psychology. pp.310-
313.
Yu, J. Y. and Ko, T. G., 2012. A cross-cultural study of perceptions of medical tourism among
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Huff, K. C., Song, P. and Gresch, E. B., 2014. Cultural intelligence, personality, and cross-
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