Cross Culture Management Report: Leadership and Ethics Analysis

This report analyzes a case study involving a major dam project in Tanzania, focusing on cross-culture management challenges. It examines the impact of leadership styles, organizational culture, ethics, and Corporate Social Responsibility (CSR) on project success. The report delves into issues like nepotism and the implications of different leadership approaches, particularly autocratic and laissez-faire styles, in a cross-cultural environment. It explores relevant theories, including Charles Handy's theory of organizational culture and contingency theory in leadership. The report highlights the importance of ethical behavior, communication, employee training, and equal opportunities to foster effective management practices and recommends strategies to overcome cultural differences and enhance organizational efficiency. The analysis also considers the role of ethics and CSR in creating a sustainable and responsible business environment.

Cross culture management

Table of Contents
INTRODUCTION ..........................................................................................................................3
1 : Organizational cultural..........................................................................................................3
2 : Leadership ..............................................................................................................................5
3 : Ethics and CSR.......................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................1

INTRODUCTION
Cross Culture Management is a new field that is based on research and theories from
international business, human resources, organizational behaviour, cross culture psychology and
anthropology. It helps people to work in different culture. It also helps to understand national
culture affect management practice and it identify the similarities and differences through
various cultures and management (Boussebaa, 2020). Cross Culture Management increase
effectiveness in global or international management. Cross Culture Management affect various
element of management such as business culture interface, self-reference principle, culture
adaptation, acculturation, culture transmission, culture traits and organization behaviours etc.
This report will show the analysis of Brett Jones project in given case study. In given case study
Brett Jones wants to operate major dam project in Tanzania in Africa but Graham Steinberg vice
president at US base HG (hydro generation) was worried due to some action of Jones’s such as
culture difference might be not good for company so they don’t want that jones operate project.
This report will provide the detail analysis of Brett Jones expended as a project manager for HG
in Tanzania and effect of his management style at that place and business or in a person.
This report will present the problems describe in given case study on Cross Culture
Management. It will also show the two main issues such as nepotism and leadership style which
were discussed in case study. It will also give related theories to the topics such as
Organizational culture, Leadership and Ethics and CSR and give brief recommendation and
conclusion (Thomas, and Peterson, 2016).
1 : Organizational cultural
Organizational cultural is aggregation of valuable, expectation along with practices that helps
their employee for giving some guideline plus as they keep inform about all actions. It affects all
the prospect of business from their promptness to contracts terms and some employee welfare
(Al Khajeh, 2018). Cultural come with having key reward that keeps on draw talents and build
more competition.
Problems: Discrimination and leadership styles on basics of cultural.
In case study they have main issues in discrimination and leadership styles as they less
developed in many other countries, but they haver build more trust in other countries for working
with them.

Discrimination- As can also be said nepotism in organizational cultural. As their cultural in
companies give most priority to their employee rather than hiring from other place. They have no
equality in rights and some employee among them are not from similar country, then
organization management do not give them all rights for working. For example, if organization
pass information which might be related to their company policies and procedure. They have
lack of communication for other employee who are hired from other states or countries, their
employee not given them proper information about any policies which they changed. So for that
their organization either should stop hiring from other places or follow discrimination policies.
Leadership styles- In organizational cultural employee faces many challenges in having their
leader guidance. They follow autocratic leadership styles, in which what direction they gave to
their members and what they are following in their work (Felipe, Roldán and Leal-
Rodríguez,2017). Along with that their leader also faces same situation while being in working
with them. While at time when they need to take decision their team members are not so much
participative due to lack of communication skills and not giving them proper training. Members
in organization take more time for decision-making either they have to give proper training to
them, so that members can follows all rules furthermore try to take responsibility.
Theory of organizational cultural-
Power: This means all about having more extent to which top management some time working
with low or middle management. But basically Tanzania country organizational culture follows
autocratic leadership styles in which they do not give proper direction to other countries'
employee who are working with them. A lower level means that all should work for them and
rarely they required to help others.
Role: In this employee wants more security and make stability in securing their places. They
should apply both individual jobs to their employee with having proper communication along
with that they also have proper guidance about their work. Leader have to maintain their tasks
direction which might be followed by other team members.
Person: This often professional where employee can completely have independence, as higher
education or expertise manager (Maryati, Fitria and Rohana,2020). It is related to all about
knowledge and skills of their workforce. Number of employees in person cultural is small. But
when they hired employees from some other countries, and they are more professionals as
compare existing, their cultural do not given them proper rights and unclear responsibilities.

Tasks: Employees are more experienced and expertise in their own work. Due to lack of
discrimination some employee gets demotivated while pursing their tasks, they do not have
equals right and authorities with them.
According to the case it is recommended that to avoid the culture differences comp-any should
adopt equality among all the employees, provide them similar opportunity to grow. To reduce the
organisation cultural differences Charles Handy theory has been recommended which shows that
top management should work with the lower management to enhance their efficiency and
productivity. It is essential for the top management to let the employees know that their job is
safe, so that they can concentrate on their work. And per the case it got to know that the
employees of Tanzanian are not so skilled and efficient so it is recommended that they top
management should provide them proper education and training which will help them in the
work and the organization also get benefited from this.
2 : Leadership
It is a skill, ability and capability of motivating and encouraging others and a large group of
people to attain the similar goal in the organization (Villaluz, 2019). Basically leadership is a
quality to inspire other towards their individual goal as well. Leadership needs follower without,
followers no leader can perform their job. It is directly linked to the performance of the
employee if the leader is well behaved and always ready to help and encourage the employees
it put positive impact on their performance. There are various types of leadership styles
available like- Autocratic, democratic, laissez- faire etc. These are the major style of leadership
which has been implemented in any organization.
Autocratic – in this leader gives the order to others and they have to follow those orders and
work accordingly
Democratic- this leadership gives emphasis on the suggestions and concern of each and every
individual. Leader focuses on the point of view of every individual (Kouzes, 2019.).
Laissez – faire- in this leader give freedom to every employee to do their work as per their
convenience.
Problem -
According to the case study it is got to know that there is an absence of leadership style, the style
of leadership they are following is not giving any benefit to the company, apart from these
employees are not satisfied with the leader (Sriyakul, 2019). The second major issue which has

high lighted is Nepotism and favouritism because the high authorities are hiring and giving
chance to their family and friends due to that, skilled and talented people are lacking behind.
Jones has used inappropriate leadership style by which the employees got confused and thought
it as unorganized. As per this report Steinberg has imposed laissez fair leadership style on the
employees in which Steinberg has given full freedom to the employees same like America but
the people of America are efficient and knowledgable to take their own decisions but the workers
of Tanzania are not efficient, skilled so they didn't understand the opinion of Steinberg and this
put negative impact on their work they were not able to perform their task, so the leadership
style was unfavourable for the company. Due to this leadership style favouritism got increased in
the organization. Leaders started hiring and recruiting their own friends and people belong to
their community. So the laissez faire leadership style was not suitable of Tanzanians. As per the
case study it gets to learn that Tanzanians are not highly skilled to take any decision own by own
and hiring people just by that they are relative or friends of the leader has affect the productivity.
So John should adopt the Autocratic leadership style in which the leader give order to the
employee and assign them individual work and tasks and guide them thus will help the
organization to achieve the margin profit. But it makes sure that leader must have ability and
capabilities to guide all the employees and try to bring out productive work from them. It is
recommended that John can apply contingency theory in Tanzania, as per this theory leader
should be able in taking right decision and action for the employees (Fahlevi, 2019). The
decision will bes based on the situation which arrives in the organisation, because many internal
and external factor affects the decision of the leader. In result the Tanzanians will also believe
believe to the words of their leader and it will put positive impact on the production. On the other
hand this will help in finding the solution of nepotism within the organization, because leader
will inspect the work of every employee and if the employee got failed to perform their job
efficiently may be the employee get terminated in result favouritism will decrease. This will
show that the leader is task oriented instead of relationship-oriented. As per this approach leader
will also look after the health and safety of Tanzanians in the organisation by which leader will
win the trust of employees, and they will not feel disorder in the organisation.
3 : Ethics and CSR
Ethics: It is a code of moral behaviour standard which explain what is good or right and what
bad or wrong. It also called moral philosophy. Moral means routine or habits so ethics means

routine of society or habits of society. This also refers to discipline and concern with what is
morally right or wrong. Ethics is also used to understand human behaviours and it also refers
systematic approaches to identify what is good or bad. It is active process which help peoples to
follow discipline.
Corporate Social Responsibility (CSR): CSR is a gesture that show the organization
responsibility and commitment towards public or society’s development. It is an ethical
behaviour of company towards public. By CSR organization have responsibility towards various
sectors such as society, government, shareholders, employee, and consumers etc. CSR is relative
concept and it is normal in nature. In CSR there are different models which company follow such
as Friedman Model, Ackerman Model, Carroll Model, Environment Integrity & Community
Model, Corporate Citizenship Model and Stockholder and Stakeholder Model. These all model
helps organization to follow ethical behaviour towards environment and society.
Problem: According to case study Graham Steinberg not follow ethical behaviour towards Jones
and the government of Tanzania. Due to Corporate Social Responsibility organization should
follow ethical behaviour towards public and government. But HG company didn’t follow that
rule that’s the reason on nepotism and lack of leadership style problem occur in Tanzania.
Tanzania is facing issue of unemployment and poverty just because Tanzania is not following
Ethics and Corporate Social Responsibility. Organizations in Tanzania such as HG company had
not followed Ethics and Jones behaviour is irresponsible towards its company he said its
employees to hire their relatives and friends for work that behaviour of Jones is directly
occurring a problem of nepotism and nepotism is show the lack of leadership behaviour of
organization due to nepotism it shows that in organization don’t follow leadership style or
structure seriously. Jones leadership style is unethical and it is not benefitted for culture of the
company.
Ethics and CSR theories such as instrumental, political, integrative and ethical are four
dimensions related to profits. In instrumental theory company focus on wealth creation and for
them social activities are only to achieve its economic profit but in political theory company
show their power towards employees and consumers (Vincent, Ikpesu, and Dakare, 2020). In
integrative theory company focus on consumer satisfaction and social demands and last in ethical
theory company focus on ethical responsibilities towards employees and consumers.

If political theory of CSR is applying case study, then it shows that HG company was not
following ethics and they are just showing their power to employees. Nepotism and lack in
leadership style destroy culture of the HG company. These are also the reason of poetry and
unemployment. In this case study Jones used political theory in his business management and
they result of this it increased the risk of nepotism and corruptions.
If HG company follows ethics and CSR, then it will help them to growth in market and it will
restore their image. Ethics and CSR are standard method and it recommended that company must
use this because it increase the profit and attract knowledgeable and skilful employees. HG
company must boycott the nepotism and hire educated and skilful smart employees. If Ethics and
CSR used effectively then it improves HG company cross management culture and help different
culture’s employees to work efficiently. Steinberg must all employee’s behaviour and action as
he is observing Jones actions (Schlegelmilch, 2016). It will help them to avoid corruptions,
nepotism and unethical behaviour. HG company must try to focus on identify their strength and
opportunities and use them to overcome weakness and threats. Tanzania ensure that their society
and people don’t’ judge people by their look, dress, colour, background, culture etc. because it
doesn’t help in cross culture management.
CONCLUSION
By analysing this report it can be concluded that it defines the cross culture management in
Tanzania. This report elaborates the major issues which is nepotism and absence of appropriate
leadership style through which Steinberg faces challenges, apart from this various leadership
styles has been explained. This report also recommended the contingent leadership theory to
adopt, apart from this it describes the problem of organisational culture and recommended the
Charles Handy theory to overcome the situation. This report describes the ethic and CSR issues
which is being faced by the organization in which political theory has been implemented to
reduce the problems, Issues related to favouritism and nepotism has been high lighted in this
report. Differences in the work culture of US and Tanzania has been explained here. According
to the case study each problem from each category has been described in details along with
recommended theory which help the organization to overcome. This report explores the
problems of inequality, and communication gap which arises among the employees of Tanzania.
The policies implemented by the Steinberg was unfavourable for the organization and it directly
put impact on the production and profit margin of the organization. Problems, power,

discrimination, role, person and task in the perception of the organization has been explained in
this report. The problem of nepotism has impacted the working and employees were not sure
with the security of their work, for that many theories has been explained in this report.

REFERENCES
Al Khajeh, E.H., 2018. Impact of leadership styles on organizational performance. Journal of
Human Resources Management Research.2018. pp.1-10.
Boussebaa, M., 2020. From cultural differences to cultural globalization: towards a new
research agenda in cross-cultural management studies. critical perspectives on
international business.
Fahlevi and et.al, 2019. Leadership Styles Of Food Truck Businesses. Journal of Research in
Business, Economics and Management.13(2). pp.2437-2442.
Felipe, C.M., Roldán, J.L. and Leal-Rodríguez, A.L., 2017. Impact of organizational culture
values on organizational agility. Sustainability.9(12). p.2354.
Kouzes and et.al, 2019. Influence of managers’ mindset on leadership behavior. Leadership &
Organization Development Journal.
Maryati, E., Fitria, H. and Rohana, R., 2020. The Influence of Principal’s Leadership Style and
Organizational Culture on Teacher’s Performance. Journal of Social Work and Science
Education.1(2). pp.127-139.
Schlegelmilch, B.B., 2016. Global Marketing Ethics and CSR. In Global Marketing
Strategy (pp. 195-220). Springer, Cham.
Sriyakul and et.al, 2019. Effect of Cultural Traits, Leadership Styles and Commitment to
Change on Supply Chain Operational Excellence. Journal of Computational and
Theoretical Nanoscience. 16(7).pp.2967-2974.
Thomas, D.C. and Peterson, M.F., 2016. Cross-cultural management: Essential concepts. Sage
Publications.
Villaluz and et.al, 2019. Ownership and leadership in building an innovation
culture. Leadership & Organization Development Journal.
Vincent, O., Ikpesu, F. and Dakare, O., 2020. Ethics and CSR Practices for Enduring Corporate
Governance Culture. In Corporate Governance Models and Applications in Developing
Economies (pp. 205-236). IGI Global.
1