Level 5 Cross Cultural Management Report: Brett Jones in Tanzania

This report provides a detailed analysis of the cross-cultural management challenges faced by Brett Jones, a manager overseeing a dam project in Tanzania for US Hydro Generation (HG). The report identifies key issues such as Jones's lack of cultural sensitivity, which led to difficulties with local allies and employee demotivation. It also highlights problems with unethical hiring practices, a high employee turnover rate due to a lack of skilled workers, and a flat organizational structure that hindered effective management. The report then explores methods to improve cultural diversity and communication, emphasizing the importance of hiring diverse and skilled employees, providing training and development opportunities, and establishing a clear management chain of command. The conclusion stresses the significance of cross-cultural management for long-term business success, innovation, and employee commitment, while also advocating for adaptable leadership models and open communication within teams. The report references various books and journals to support its findings.

Cross Cultural Management

TABLE OF CONTENT
INTRODUCTION..................................................................................3
MAIN BODY...........................................................................................3
Key issues faced in case study.................................................................................................................3
Methods to improve cultural diversity and communication within employees........................................5
CONCLUSION.......................................................................................5
REFERENCES.......................................................................................7

INTRODUCTION
Cross cultural management gives platform to employees working in companies to interact
with coordination, understand and deal with people belonging to various culture. As
globalization has increased rapidly in world today, it has become extensively important for
employees to develop knowledge and cultural diversity of all regions where business has been
expanded in world. This report explains the various issues faced by employees and organization
for not exploring cross cultural management , how it affects the various scenarios of working
efficiency in company. It further analyses how productivity can be enhanced through cross
cultural management, various horizons which needs to be understood by mangers and how all
corners can be developed for further progression.
MAIN BODY
Key issues faced in case study
Graham Steinberg, vice president at US Hydro Generation had appointed Brett Jhones for
operations of major dam project in Tanzania which was completed satisfactory within the
allotted time frame. However there were some issues faced by Jhones which will impact
unforeseen repressions for the company’s projects in Tanzania, the key issues which have
hindered dynamic growth potentiality in are as follows (Bouranta, Suárez-Barraza and Jaca,
2019).
 Dam construction often requires huge capital funds and support from local allies which will be
needed to moved from their areas due to subsequent flooding and due to low interpersonal
skills, and less knowledge of diverse cultures Jhones faced difficulty in keeping these allies.
Jhones has less diverse culture appreciation which has demotivtated other employees working
under him, and his preference for choosing only African assignments also impacts his less
diverse understanding. He has less diverse adaptability towards others cultures and living
standards were very less, as an employee of international company he need to develop
understanding towards how to inculcate deeper view of various cultures. The lifestyle of Jones
was inconsistent and not according to HG culture and he was less interactive with other
colleagues which slowed the process of construction and obstructed growth factor extensively
(Foster, 2020).

 Another issue of working in Tanzani was hiring new employees was mostly done with mouth of
word, which explains the interview candidates were selected based on reaching out to relatives
and other people who are connected within culture. Although these practices were legal in
Tanzaniz. the hiring sources were not reliable enough to select talented employees and the
further practical outcomes could not be surely positive. Jhones hiring practices were not ethical
as per business environment regulations of HG, as the cultural diversity and practical skills of
communication and production are not present in most of the residents. People have less
management principles knowledge, functional capabilities and are selected only on basis of
Nepotism which hinders the positive growth (Hong, An, Camacho and Jung, 2019).
 Selecting non effective employees in company not only affects the goodwill and production
targets, it comes with various risks which are associated with various parameters. The company
has been seeing excessive turnover of employees due to less quality standards and the
understanding to cope up with dynamic changes coming in business environment. Choosing non
skilled employees lessens their productive growth, lowers their existing skills as the high
competitive working ethics are not upto their potentialities. Staffing the operational staff of
project is crucial as it is relevantly important to choose determined employees who have diverse
working environment knowledge, and leveraging profits with work efficiency is also very
important. Tanzania local people face difficulties in adopting the ethical culture of business in
which HG is operating its services. The staff needs to have cross cultural management skills and
potentiality to leverage and communicate with colleagues with strong interpersonal dynamisms,
The project needs to hire employees from various cultures and countries to cultivate strong
dynamic workforce, who are working with experience and their working skills are also
competent with the changing force of world scenario (Berry and Dasen,2019).
 Another issue faced in project completion was flat organization culture where there was no
proper heirerchies responsible for all management functions, employees face difficulty in
working when the leadership is not effective and non cooperative. The project structure must
built innovative business organization with clear diameters of responsibility allocations so that it
will reduce confusion among employees and the various roles they are assigned to.
Implementing coordination in the teams will highly improve their functional productivity and
make them leveraged productive cycle with cost effective usage of resources. Jones needs to be

responsive and work with advanced management principles, with detailed procedures of hiring
and selection which will enable company to get in reach wit talented people.
Methods to improve cultural diversity and communication within employees
 Jones working ethics need to cultivate necessary elements of choosing only talented and diverse
skilled employees in workforce of project, which will help company to maintain turnover the
least and resource high quality teams. The organization models must be adaptive to work in
dynamic culture with integration of all practical skills must be encouraged with training of
employees.
 Training and development opportunities provided to employees to reach high standards
performance in completion of project will devlop their horizons and motivate them to be
retained in company for longer periods. Jones needs to invest time and energy in enhancing the
horizons of employees mind and creativity by giving them equal platforms to show ideas and
talents.
 Another change which needs to be integrated within working culture of company for gaining
high profitable revenues and successfully completing project is building proper management
chain of command which explains employees reporting circle. An innovative business cycle will
help company to gain high end profitable goals and determine profitable margins in future
which will build strong goodwill in market share. Another horizon which needs to be built
within employees is importance of cross cultural management which can be given through
brainstorming sessions and ideas sharing among each other, which will motivate them to bring
more synergy of output
CONCLUSION
The report can be concluded with explanation that cross cultural management is highly
important for company in dynamic business world to integrate long term goodwill. It will
leverage more innovation and creativity within company in project completion, which will
overall enhance their commitment towards company and make them more responsible towards
work ethics. The report also concludes models of leadership shall be modified within time and

there must be free flow discussion among all teams which will make them more productive and
also enhance their working styles (Ren,2019).

REFERENCES
Books and journals
Bouranta, N.,Suárez-Barraza, M. F. and Jaca, C., 2019. The key factors of total quality
management in the service sector: A cross-cultural study. Benchmarking: An
International Journal.
Foster, M. L., 2020. Peace and war: Cross-cultural perspectives. Routledge.
Hong, M., An, S.,Camacho, D. and Jung, J. J., 2019. Cross-cultural contextualisation for
recommender systems. Journal of Ambient Intelligence and Humanized Computing,
pp.1-12.
Berry, J. W. and Dasen, P. R. eds., 2019. Culture and cognition: Readings in cross-cultural
psychology. Routledge.
Ren, X., 2019. Consensus in factors affecting landscape preference: A case study based on a
cross-cultural comparison. Journal of environmental management. 252. p.109622.