Cross-Cultural Capability: HR Issues in Production Shift Report

This report examines the critical aspects of cross-cultural capability within the context of business expansion and production shifts. It begins by defining human resources and their role in organizational success, particularly in recruiting and managing a diverse workforce. The report then explores the concept of cross-cultural interactions in the workplace, highlighting the challenges that arise from differing national, ethnic, and regional backgrounds. It uses the example of a shoe manufacturing company, Edward Green and Shoebox, to illustrate the issues related to expanding business operations into regions like China, Vietnam, and Ethiopia. The main body discusses HR issues like workforce control, cultural differences, and the impact of authorities. It also analyzes factors affecting the workforce, such as layoffs, social security, and fixed-term labor contracts. The report further addresses HR-related issues stemming from production shifts, including identification challenges, response time delays, and the loss of individual processes. The content emphasizes the importance of understanding legal and market factors, the impact of cultural values, and the need for effective HR strategies in managing a globally diverse workforce. This report offers valuable insights into navigating the complexities of cross-cultural environments, making it a crucial resource for business students and professionals alike.

Developing Cross-
Cultural Capability

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Human resource issue related with production shift of an organisation....................................3
CONCLUSION...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The term human resource is explained as a division of an organisation which is
responsible or charged for identifying, recruiting, screening and training job applicants to direct
individual or engaged workforce efforts towards accomplish of organisational goals and
objectives. HR plays a key role for administering and implementing employee-benefit program
and also it aids large or small organisation to deal with fast-changing business environment by
recruiting potential and capable candidates (Bücker and Korzilius, 2015). This report is written
from perspective of Edward green and it is well-known for their world's finest leather. Each pair
of shoe is crafted and honed with unerring attention to detail that embody timeless elegance of
English style. Moreover, this report is written from perspective of Shoebox that manufacture
shoes in Northampton and as per present scenario, management is focused to expand their
business. So the report highlights on all those issue that is related with surrounding of business
environment including legal, marketing, purchasing etc. Along with this report will also focus on
cross-cultural and HR related considerations related with shift of production.
MAIN BODY
Human resource issue related with production shift of an organisation
The term cross-cultural within a business refer to the organisational efforts that ensure all
engaged workforce interact with each other in a professional and systematic manner. It
determines that globalisation trade activities or internationalisation of business results
individuals from different background are engaged at same workplace. All of them work
together to achieve a similar objective (Durvasula and Lysonski, 2016). Cross-culture define
national, ethnic and regional difference related with manner and methods of performing their
work. With study of cross-cultural communication this is identified an individual is different
from other in various ways due to which this is complex to communicate or interact with each
other.
The current scenario of respective organisation consider that production shift generate
long term challenges for an individual due to which this is complex to perform work. This is
because with change in location an individual perform their activities with new recruit
individuals and at new workplace. Due to which this is complex for them to understand their

work policy also work is performed in a better manner through use of communication
techniques. But due to culture difference an individual face problem to interact because of
change in language, ethical values etc.
Challenges related with expansion of business in China, Vietnam or Ethiopia
China is one of the dominant player which is well-known for their offshore
manufacturing. This is because several trend exists such as low-cost labour, skilled workforce
etc. which are the main cause of selecting China as an expansion of manufacturing unit (Flory,
Essers and Touburg, 2016). Similarly, respective organisation is focused to enhance their
business in Asia and other countries in order to perform work at low-cost platform. As this aids
organisation to perform import-export activities in an easy manner. Some of the major issue that
is related with change in location are mention as follow: Ability to control local workforce- Several large organisation face issue to manage and
control the local workforce because they are skilled and also perform work at low cost.
But unfulfilled demand of workforce generate issue for management to perform their
work in proper manner. Therefore, this is important for all organisation to manage work
balance between company goals and workforce requirements. But this is complex
because like, already engage company based local employee face conflicts with local
workforce. This create issue for organisation to control local operation and activities.
 Change in culture- Local culture is impacted because of difference in flavours and
preferences of buyer. The existing focus of organisation is to expand their production
activities in another region because it aids management to perform all task with low cost
and also expand their business. Like, in the present scenario individuals who belong to

different countries consider that shoes are manufacture with no use of leather. It aids
them to protect the animals and also improve goodwill of organisation. But on other, side
engaged workforce and their local area prefer leather shoe because they are safe and
protect person (Grenness, 2015). So this generate difficulty for organisation and engaged
workforce to complete their work in proper manner.
 Presence of authorities- Within current scenario, this is important to understand that an
organisation establish it's market presence in an overall form. This define with change in
location or establishment of manufacturing units at new place generate problems for
upper authority section. It refers change in authorities generate issue for the organisation
because it helps to manage task according to decided format. It also define about task
productivity with analysis of roles that state about technology and structure create
problem to state about all factors related with society.
With consider about all task define that human resource perform an important role and this aids
to complete work with decided factor. This also create opportunities for change related with
business and this define about variety of technology and change related with work. Change in
forms define about all work concept that change in role and structure helps to manage task
according to decided occupation of shoe (Kim and Kim, 2015). The changing forms of work
including jobs and occupation also aids to complete all task in an organised manner. Moreover,
change in the role of individuals and culture create issue for workforce to manage their work in a
systematic manner. This also identify about all task that aids individual interest within proper
manner as it focus towards managing work according to requirements of individual for
minimising challenge related with cross-cultural.
Factors that impact on human-workforce associated with change in location of an
organisation
HR perform an important role and it associate about issue that adhere about organisation
and their task is impacted because of sudden change in human requirements. This define almost
all categories which is related with workforce aids to expand their work in different region. But
due to no regulate conditions this is complex for individuals to manage work in safe manner. So
with understand of overall market all changes that streamline about pandemic conditions aids to
manage work according to workplace safety. Some of the major issue and it impact on the
workforce are mention as follow:

 Layoffs related issue- One of the most contentious issue that is related with organisation
is lay-off and this is related with legal factor. It refer that existing laws related with trade
union, industrial dispute and working conditions of an industry is different from it's
earlier stage (Kumar, Giridhar and Sadarangani, 2019). It also explain a lot of changes is
implemented by legal authorities to complete work according to current requirements of
business. On the other side, industries perform an important role to perform work at a
large level so large number of engaged workforce is required. Therefore, positive step is
formulated by organisation to manage work through driving results that strike about
completing work in an ethical manner. This define change in location create problem for
shoe manufacture to manage all production activities according to decided location.
 Social security net- According to present scenario, marketing related law perform an
important role for an individual and this define all production activities is only beneficial
or successful if they fulfil needs or requirements of buyer (Kurpis and Hunter, 2017).
Change in market perform an important role and it define about all those aspect that
consider to manage task by analyse of trade union. Platform worker perform an important
role but this is complex for them to provide all services appropriately because change in
manufacturing units also consider that employer-employee relationship is formed with
local person. It create complexity for engaged workforce to complete work and perform
their role with decided act and policy.
 Recognising fixed-term labour- The contract related with fixed-term is only permissible
for a limited time-period. This define it cannot be used for minimising challenges related
with regular workforce. It also leads that an increase due to hiring of labour on small
contracts generate issue or problem for companies because management need to provide
training to engage workforce. This define labour related issue also raised because of
cross-cultural factor training is impacted as management offer training in local language
to clear their ideas. It also define that workers provide and engage all rights that aids to
identify number of labour at the new location. This consider that industrial problems
generate issue and address problems by recognising about all current aspect of business.
With understand of all issue it is identified that change in location generate problem for
managing and performing task according to task related with layoff. Legal aspect that impact on
organisation consider that change in location create issue because this aids to familiarise new

legal factors to workforce for completing all work according to decided task. With recognise and
understand of market factors this is identified values and culture of a region impact on
organisation operations (Lokkesmoe, Kuchinke and Ardichvili, 2016). According to this it
consider values, areas and market also relate with the manufacturing units because it helps to
perform all work in a regulated manner and this aids HR to complete activities as per decided
culture. HR utilise about all factors specifically with those that is related with human-workforce.
Fixed labour generate problems and it define due to change in number of labours results that task
is completed in complex manner because of mismanagement of resources at new place, Less
training of workforce etc. create problem that impacts on organisation and their role.
Requirement and component of task define HR face problems because change in culture create
problem to understand and analyse individual needs.
HR related issue due to production shift
As soon as market is growing and moving towards international shift this is identified
that sometimes an organisation consider to change their production or manufacture location. In
simple terms, according to current market conditions business are focused to establish their set-
up units in overseas market in order to minimise overhead cost of company operations (Ollier-
Malaterre and Foucreault, 2017). Example- factories which shift might pay low amount to
labour. But change in production shift also relates with economy, demand, resources etc. So
some issue are related with human-workforce are mention as follow:
 Identification- According to present market conditions various survey are completed and
approximately most of them consider that life-estimate about various factors that is
related with workforce. It also define sleep-deprived is the major issue that create
challenges to recruit and engage right workforce. Approximately most of the survey
results that change in location create problem for organisation workforce because it
impacts on their routine and sleeping working hours. It also consider person who work in
night shift require more sleep as compare to worker of day shift.
 Response time- One of the common issue that relates with off-shore location consider
that prevalent night shift workers make delay in or react slow in their surroundings or
working environment. Within context of production units and it's shift at offshore
location create problem because it can cause of accident or also a victim of event. The
major issue faced by outsourcing units is that their judgement and memory is reduced

due to which this is difficult to make appropriate decisions (Presbitero and Toledano,
2018).
 Loss of individual process- One of the biggest problem that is related with Human
resource department define that this is difficult to accept the change by the workforce of
an organisation. Also employees reaction define the number of problems that is related
with outsourcing of business because most individuals resist to perform work because
communication and change management program generate problem for authorities and
engaged workforce to perform their work in proper manner. Also different employee's
face complexity for managing work due to which this is complex to work according to
self-service platform. It determine individual face complexity because the change in
work process results that this is complex to perform task in an organised manner.
With understand of above issue it is analysed that culture is identified as a key component that is
used to manage work on a global level. Culture also appreciate the about the factors that helps to
formulate a successful HRM strategy. From perspective of respective organisation the main
focus of organisation is to complete their task by analyse and implement of Hofstede model
(Presbitero, 2016). This work as a framework which is formulated after research in different area
of culture. Individualism-collectivism is an appropriate factor and it consider that Hofstede
describe degree of individuals that manage and complete their work according to decided
groups. Also an organisation aspect focus on individual society as it accomplish about groups
factor that aids to improve overall productivity of organisation. This is because at off-shore
location engaged worker is focused to look themselves and their family on immediate factors.
Moreover, this is because collective society define family group is more concerned for an
individual health and results.
Culture and their values
This explain to social accept ways that is related with society and this include about
various methods such as language, norms, rituals, value and material culture. It define there are
different roles performed by management that aids towards development of factors and also
explain all work is completed through accepting course which is related with business. HRM
consider to introduce about language and it include about identification of standards through
which company perform their work with more efficiency by interacting with all persons who are
engaged in organisation role. European culture is largely rooted within Northampton and

according to this it refers to common culture heritage that is rich and dynamic and also extended
in various countries (Reichard and et. al., 2015). So it create effective results to perform work
with more efficiency as it aids to manage work in an organised manner by expressing all
information according to current culture and also countries are already aware so it reduce in
number of shifting issue. Moreover, the existing culture activities and internal environment of
organisation is impacted because offshoring happen when business relocate their production
units at different place. It also aids to increase in production activities and sale of product in a
larger area and region. This results international market aids an organisation to multiply all
factors that improve company base to deliver and fulfil needs of a customer.
CONCLUSION
With the analyses of above report it is concluded that there are various roles performed
by human-resource department of an organisation. In the present scenario, most of the business
are performing their role in different regions and it consider that engaged workforce within
organisation belong to different background. This define manufacturing shifting aids towards
completion of task according to culture roles and activities related with geographical area in
order to minimise challenges related with workforce. Along with this HR related activities aids
towards focusing on all those factors such as language, value and ethics related with a country. It
also structure adhering towards development of factors that aids to increase in individual
interest in organisation according to culture aspect.

REFERENCES
Books and Journals
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validate acculturation to global consumer culture measure. Journal of Global
Marketing, 29(2), pp.57-70.
Flory, M., Essers, J. and Touburg, G., 2016. National habitus: an antidote to the resilience of
Hofstede’s “national culture”?. Journal of Organizational Change Management.
Grenness, T., 2015. Culture matters: space and leadership in a cross-cultural perspective.
In Leadership in Spaces and Places. Edward Elgar Publishing.
Kim, H. and Kim, J., 2015. A cross-level study of transformational leadership and organizational
affective commitment in the Korean Local Governments: Mediating role of procedural
justice and moderating role of culture types based on competing values
framework. Leadership, 11(2), pp.158-185.
Kumar, S., Giridhar, V. and Sadarangani, P., 2019. A cross-national study of environmental
performance and culture: Implications of the findings and strategies. Global Business
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structural impacts for individuals and organizations. Journal of Management, 43(1),
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cross-cultural training, cultural intelligence, and contact intensity: the case of global
teams in IT offshoring sector. The International Journal of Human Resource
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