Cross-Cultural Management Report: Leadership and HRM in Tanzania

This report provides an analysis of cross-cultural management, focusing on challenges related to organizational culture, leadership styles, and human resource management (HRM) in Tanzania, using the Brett Jones case study. The report explores the lack of positive organizational culture, language barriers, and the influence of religious beliefs on workplace practices. It discusses various leadership styles, including directive, supportive, participative, and achievement-oriented approaches, highlighting the need for effective leadership to influence employee behavior. Furthermore, the report examines HRM issues, such as workforce efficiency and motivation, and emphasizes the importance of incentives and recognition to improve employee performance. The report recommends integrating models to enhance stability, promoting organizational culture, and employing appropriate leadership styles to improve business practices in Tanzania.

Cross Cultural
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Organisation culture.................................................................................................................1
Leadership style.........................................................................................................................3
Human resource management and motivation......................................................................4
Reflection...................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Cross cultural management is defined as a analysis of management in cross cultural
terms. It generally consists of influences of societal culture on management as well as managers
and analysis of cultural orientations of managers and organisation members. Cross cultural
management generally means work as well as performance are performed to examine individual
to communicate to professionals of various backgrounds effectively (Moore and Mahadevan,
2020). It generally consists of analysis of influencing of social culture on management as well as
managers in business companies to practices business tasks. This report is based on cross cultural
management in which challenges and obstacles in terms of organisation culture and other issues
are discussed. As according to case study of Brett Jones, Tanzania, it carries various business
practices which are carrying up through its operations in sustained manner. This report includes
organisation culture, leadership style and HRM & motivation along with its conclusion.
MAIN BODY
Organisation culture
Problems which have been discussed in Brett Jones, Tanzania case study are:
 Country is facing lack of positive organisation culture for effective working of
employees.
 Country is using mode of English language only for carrying their operations.
As per the viewpoint of Carter Mc Namara, 2019, organisational culture is defined as a
personality of business companies. Organisational culture includes various values, beliefs,
various artefacts and norms of company's employees and their behaviours. Organisational culture
is difficult to express but it could be felt by seeing its management, values and beliefs of
companies. As various employees in companies could be seen as a system of companies.
Organisational culture provides help to companies to accomplish its required objectives
smoothly. It influences methods of employees by which employees interact with different
employees (Långstedt, 2018). As when workplace culture is aligned through company’s
employees they are more likely for having comfortable, valued as well supported. Businesses
which privatise culture could also have weather crucial situations along with changes in business
surroundings. Organisation culture of business is said to be a key advantage when it comes for
attracting talent as well as perfroming out competition in corporate markets. Organisational
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culture of companies represents assumptions, values as well as beliefs of workers and team
members in companies. Corporate culture of various companies could be influenced by kind of
traditional facts, strategy facts, product types of employees and technology used along with
management style of companies. It basically consists of companies 's expectation and its various
values. Organisational is generally based on beliefs and shared values of employees that creates
strong and builds a strong influence on staff in companies and address employees as well as
workers how to carry themselves, perform, act work in companies. Every company in business
world maintains and create their culture that provides them directions, behaviours and guidelines
of staff members in companies that consists decision making and creating personality of
employees. There is a shared knowledge between team members and employees for improving
their mutual trust along with cooperation for having high performance. Organisational culture
benefits in providing a sense of identification of different cultural factors along with having
hierarchy in decision making for performing their operations in terms of accomplishing goals
and objectives.
In terms of case study of Brett Jones, Tanzania, as challenge which is being faced in this
case study is scarcity of organisational culture in Tanzania. As staff members as well as workers
of Tanzania have their own values and beliefs. Organisational culture of Tanzania is based on
Christianity religion in their workplace and most of individuals were facing barriers of language
as Jones analysed that organisational culture of HG and evaluated that employees have their own
values and beliefs with their old belief and through their assumptions. Models as well as theories
that could be implemented and applied to solve issue of organisational culture in case study is
approach of structural stability as well as integrating model in which stability between staff
members could be enhanced (Guttormsen, 2018). Various integration tools related to behaving
through other employees which could be enhanced to have efficiency in their company. And for
that few of recommendations that could be provided that organisational culture of Tanzania,
should be enhanced in terms of religion, beliefs and languages. There should be visible artifacts
which should be implemented and applied in their workplace for having better understanding in
order to have high performance of companies and its staff members. Individuals of Tanzania and
HG members should uses various policies and integrated techniques and work in teams so that
organisational culture could be enhanced to have high performance in effective manner (Rezaei,
Jafari-Sadeghi and Bresciani, 2020).
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Leadership style
Problems which have been discussed in Brett Jones, Tanzania are:
 Country is facing lack of leadership skills in their businesses that influences behaviours
of employees and workers.
 Tanzania is following and based on following Christianity religion which is against
equality of diversity.
Leadership are most important part of organisation on basis of organisation is able to achieve
competitive benefits. Without hiring leaders, it is not easy for firm to access organisational goals.
So, in context of selected firm they use different form of leadership styles that are mentioned as
follow-
 Directive- It is type of leadership style in which leaders maintains and provide guidance
to employees. In this form of style, a formal relationship is established between both
leaders as well as employees.
 Supportive- In this type of a style, it focuses on providing support to employees.
Through applying this form of style, leaders of firm are able to develop a positive relation
between employees. It also results in higher productivity.
 Participative- It is also form of a style which is used by enterprise and leaders. As, it
depicts about participating in every activity and decisions making. In relation of chosen
firm, they also use this kind of style as it helps in development of team work and mutual
understanding in proper manner. In this, leaders and employees both take equal
participate in every activity.
 Achievement oriented- It is to be viewed as most form of style in which it shows that
challenging tasks are being allotted to employees as well as team members on the basis of
which appraisal is being given to them. In regards of selected entity, they allot task to
every individual on the basis of skills and behaviour.
So, from above discussed matter it has been examined that the leaders of firm are
responsible for generating and increases sales of output and productivity. This is too stated that
it is duty of leader to conduct proper analysis so that appropriate form of leadership style is used
in well organised way.
It is a method by which an executive could directly, direct and influence behaviour of
others towards achievements of particular goals and objectives. It is said to be capability of a
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manager to introduce subordinates to work with confidence and zeal. Leadership is a potential
capability to influence behaviour of members. It is a inter personal process in which manager is
into influencing and directs workers towards achievement of aims (Guttormsen and Lauring,
2018).
In terms of Brett Jones in Tanzania case study country is facing problem of lack of
leadership styles. As there is a problem that country faces is lack of leadership skills and
authority to influence its individuals so that they will be able to carry their business practices
effectively and efficiently. As Tanzania is facing lack of having leadership skills and there is
inefficient working practices. So and they are not able to carry their effectively. As country is
facing and having a religion of Christianity so there is used language is English only. As there is
language barrier comes and along with that there is cultural diversity of using and following only
one religion. With that individuals were not be able to work with full of their efficiency and high
level effectiveness. That is why Jones was facing problems in their country and analysed that
there is lack of leadership styles (Romani, Boussebaa and Jackson, 2020). It has been
recommended to country that there should be accurate and right leadership style should be used
in order to influence individuals and country. With help of proper and effective leadership style
it helps in providing right and effective style which is used by leaders of companies and country.
By using effective leadership style in country it helps business to carry their business practices
effectively so that workers and employees will be able to work with their full of efficiency.
Tanzania should use effective leadership styles in their management so that their workers and
employees will be able to work with their higher efficiency and effectiveness (Thomas, 2020).
As a result, company will be able to accomplish more profits and revenues could be generated in
higher terms.
Human resource management and motivation
Problems which have discussed in Brett Jones, Tanzania are:
 Country is facing of human resources in terms of employees and workers for working
effectively.
 Tanzania is facing lack of motivation in employees in business to carry business practices
effectively.
As per the viewpoint of Kendra Cherry, 2021, Human resource management is defined as
a process of managing human resources as a human resource management consists in recruiting
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individuals, providing training, compensating to them, creating various policies and principles
and strategies that are related to workforce. Role and operations of human resource management
is to perform and manage various business tasks and activities. In basic terms main motive and
objective of human resource management to examine business company that has ability and
potential to accomplish planned objectives of companies efficiently. In general terms human
resource management act as a section in companies that handles all factors of employees as well
as various operations such as human resource planning, carrying job analysis, recruitment and
carrying job interviews, selection of human resources, compensating, training and orienting. It
deals in providing various incentives and benefits in appraising, retaining, career planning and
human resource auditing (Fischer and Karl, 2020). As behind every business manufacturing of
every product there is a human mindset, effort and man hours. As no products and services could
be produced without taking help of human beings (Adler and Aycan, 2018).
Whereas motivation is referred as a way and process that imitates, guides and maintains
objective oriented behaviours of employees in companies. It is defined as willingness of
individual to accomplish desired objectives of companies smoothly. Motivation includes social,
cognitive, biological and emotional aspects which enact behaviour of workers as well as
employees of companies. It is defined as driving force behind every person's actions that forces
them to meet goals and objectives (Yildiz, , 2020) . This method of motivation includes three
phases which are need to drive, stimulus in which requirements have to be aroused and
requirements that are to be satisfied for accomplishing objectives and goals for companies
(Jackson, 2020). There are various motivation theories which is used by business companies to
motivate their employees and workers so that they are able to carry their work with full of their
efficiency. Some of motivation theories that are effectively used by companies in order to
motivate their employees and workers are Maslow' hierarchy theory, theory x and theory Y,
vroom expectancy theory and so on (Jackson and Primecz, 2019). Some of motivation
techniques are providing incentives, benefits, awards, recognition and appraisal so that they will
be able to carry their work and perform their role with higher efficiency.
In terms of Brett Jones in Tanzania, it is being analysed as well as evaluated that there is
requirement of motivation between individual to work. According to case study issues and
challenges arises that company HG is lacking in having efficient workforce. As many of staff
members has their values and beliefs as well as they are interacting on basis of their religion
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which is Christianity as well as following that religion only that determines there is lack of
motivation and diversities towards work and responsibilities. Human resource is referred as a
workforce culture that faces various challenges and issues of effectiveness that directly impacts
performance of business companies. As there is no skilled as well as trained staff members and
employees and they are depending on one language which is English. There is a recommendation
that can be given towards case study is that a accurate and right motivation factors that chooses
so that people could be self-guided towards their objectives, work and goals (Tienari, 2020).
Theories used:
According to case study there is a theory which could be applied and implemented in
their cultural diversity management is of Greet Hostede theory which is a frame work used for
understanding differences between culture around various countries and to discern ways in which
business are carried across cultural. Major motive and goals of this study is to study and analyse
dimensions in which cultures varies that states about Tanzania is using only one religion which is
Christianity and using one language that is English. Country is facing lack of organisational
culture in their systems and management. There are no leadership skills in present in their
management. Along with that there is a lot of dimension which could be taken in Tanzania
country's management.
Reflection
As when I started this project I came to know about concept of cross cultural management
which are used in companies. I identified that cross culture management is considered to be an
essential element of business companies which are to be followed by them for analysing societal
culture for providing effective working environment of employees.
Description: With this report I research on a case study of Bret Jones Tanzania and its cross
cultural management that is explain under three topics which are organisation culture, leadership
as well as human resource management along with motivation and with that from case study
identified certain issues which are determined from case and for that I have provided some of
recommendations for dealing up that situations. As this report provides me a guidance in terms
of analysing various cross cultural issues it could be a rise in management. As this issues could
affect performance of employees on higher scale so it is necessary for companies to resolve these
issues on time.
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Evaluation: As I evaluated that case study of Bret Jones Tanzania scaring up various cross
cultural issues in terms of improper working culture along with lack of leadership and motivation
in their working surroundings and these issues are necessary to be reserved and for that I have
provided some of recommendations which could be beneficial for them for resolving these
issues. This report provides me a brief guidance in terms of cross cultural Management which is
considered to be an essential part of business and Management activity and process to be
performed for sustaining in markets in long run. As cross culture management provides me
knowledge and understanding of different surroundings and various methods by using cultural
theories for analysing working situations and making corrective actions in order to enhance
performance of employees on higher terms so that they will be able to carry their job duties
effectively within a specified period of time.
Issues faced during study: As when I was carrying out this study on cross cultural management
there were various which were faced by me in terms lack of time management skills, effective
leadership skills that were faced by me. Also along with I analysed that case study of Bret Jones
Tanzania is facing various cross cultural issues that could affect their working life. As they are
relying on understanding English language along with people of Tanzania are following up only
Christianity religion only that leads to create workplace issue in their employees working out
there.
Theories used: As in order to under case on a deep note I had used Hofstede theory of cultural
management which helps me in identifying behaviours of employees in Tanzania. As reason
behind using this theory is to study as well as evaluate dimensions in which cultures varies that
states about Tanzania is using only one religion which is Christianity and using one language
that is English.
Action plans: As in order to resolve cross cultural issues of management of case study of
Tanzania there are various action plans that could be recommended in order resolve issues of
cross cultural management. As I recommended that there should be proper working culture that
could be provided to employees so that they could be keep themselves motivated in order to
perform their work activities with their higher efficiency. Also along with that this study will
provides me brief guidance about cross cultural that faced by companies. As it provides me
guidance in building and carrying future development in working capabilities.
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CONCLUSION
From above report it has been concluded that cross cultural management is said to be an
important and essential element of any business company. This report carries brief explanation
about challenges and obstacles in terms of business practices in workplace management. This
report examines and carries explanation regarding organisation culture, leadership style and
motivation along with human resource management. There is a brief explanation about
organisational culture, leadership styles along with motivation and human resources
management.
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REFERENCES
Books and Journals
Moore, F. and Mahadevan, J., 2020. Ethnography and cross-cultural management. The SAGE
Handbook of Contemporary Cross-Cultural Management, p.127.
Långstedt, J., 2018. Culture, an excuse?—a critical analysis of essentialist assumptions in cross-
cultural management research and practice. International Journal of Cross Cultural
Management .18 (3). pp.293-308.
Guttormsen, D.S., 2018. Advancing Otherness and Othering of the cultural other during
“intercultural encounters” in Cross-Cultural Management research. International
Studies of Management & Organization .48 (3). pp.314-332.
Guttormsen, D.S. and Lauring, J., 2018. Fringe Voices in Cross-Cultural Management Research:
Silenced and Neglected?.
Romani, L., Boussebaa, M. and Jackson, T., 2020. Critical perspectives on cross-cultural
management. The SAGE Handbook of Contemporary Cross-Cultural Management,
p.51.
Fischer, R. and Karl, J.A., 2020. Experimental methods in cross-cultural management. The SAGE
handbook of cross-cultural management, pp.111-126.
Jackson, T. and Primecz, H., 2019. Cross-cultural management studies and the Englishization of
scholarly communication: A paradox.
Jackson, T., 2020. Cross cultural management scholarship and the coronavirus crisis.
Thomas, D.C., 2020. Reflexive Chapter: Some Thoughts on Cross-Cultural Management
Research. The SAGE Handbook of Contemporary Cross-Cultural Management, p.393.
Rezaei, M., Jafari-Sadeghi, V. and Bresciani, S., 2020. What drives the process of knowledge
management in a cross-cultural setting. European Business Review.
Yildiz, H.E., 2020. Cross-Cultural Issues in Knowledge Management: A Multi-Discourse
Review. The SAGE Handbook of Contemporary Cross-Cultural Management,
p.196.Jackson, T., 2018. Why is the cross-cultural management of food security
important?.
Tienari, J., 2020. Reflexive Chapter: Producing Knowledge on Cross-Cultural Management:
Conditions, Connections, Consequences. The SAGE Handbook of Contemporary Cross-
Cultural Management, p.270.
Adler, N.J. and Aycan, Z., 2018. Cross-cultural interaction: What we know and what we need to
know. Annual Review of Organizational Psychology and Organizational Behavior, 5,
pp.307-333.
Online
McNamara,2019.Basic overview of organisation culture.[Online]Available through:
<https://managementhelp.org/organizations/culture.htm>
Cherry, 2021.What is motivation.[Online]Available
through:<https://www.verywellmind.com/what-is-motivation-2795378>
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