Cross-Cultural Management: HRM Challenges and Employee Motivation

This report provides an analysis of Human Resource Management (HRM) challenges and employee motivation within a cross-cultural context. It identifies various problems, including issues with government regulations, changes in management strategies, ineffective leadership styles, and difficulties in recruiting and retaining talent. The report emphasizes the importance of adopting local laws, fostering democratic leadership, and utilizing development models like Tuckman's group goal theory. Furthermore, it explores the significance of employee motivation, discussing different techniques and theories such as Maslow's hierarchy of needs and Herzberg's motivation theory. The analysis highlights the need for managers to understand employee needs, provide financial incentives, and create a healthy work environment to boost employee performance and achieve organizational objectives. The report concludes by suggesting strategies to improve HRM practices and enhance employee efficiency within a global setting.

CROSS CULTURAL
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
REFLECTION.................................................................................................................................4
Problems and Solutions in HRM................................................................................................4
Problems and Solution of Motivation.........................................................................................5
CONCLUSION................................................................................................................................6

INTRODUCTION
IN this report there is a brief about the importance of HRM and what challenges the
organization faces in performing the activities and increasing the performance of the
organization. There is also a brief information about the importance of motivation of the
employees and what are the different techniques and methods which will help In increasing the
efficiency of the employees.
REFLECTION
Problems and Solutions in HRM
I have analyzed that there are many problems in managing the human resource and I also
have learned much about many theories and techniques which can improve the management
skills of the people in the organization as there are many challenges faced by the human resource
managers in managing the employees and it is very important for the managers to control all the
issues like there can be inefficiency in adopting the rules and regulations of the government as
the strategies and policies do not match with the government laws which creates the coalition in
the organization's nature. (Luo, 2016) To resolve the problem the human resource managers have
to adopt all the local laws and also respect the government. As I have analyzed that Human
resource managers also have to face the changes in the management which create a big gap
between the employees and the management due to wrong strategies formulation and wrong
policies' adoption according to the nature of the objectives of the organization(Ramsey and
Lorenz, 2016). There are also some issues like leadership styles which makes the employees
demotivated and inefficient in doing their task as the human resource managers have not adopted
as he right leadership will help the employees to develop and increase the potential of their
employees to increase their skills and efficiency by influencing them with positive aspects of the
job satisfactions. In my opinion human resource managers should adopt the democratic
leadership where all the leaders have the authority to make their decision to increase the
efficiency of the organization and I also felt that the best development model which will help the
employees to increase their skills and efficiency is Tuckman's group goal theory. Another
problem which I felt in the organizations was that Human resource managers were not having the
proper knowledge to have the innovative ideas and also have potential to increase the efficiency
of organizations. In my opinion innovation is very essential part of the organization as it provides

the new vision and ideas and also help the organization to compete in the market and achieve the
core competency. I have also witnessed that Human Resource managers also have difficulties in
recruiting the new and fresh talent which is suitable for the organization as the recruitment and
selection process of them is not effective, and they also lack the information which is currently
the market trends and adopted by the competitors. (Johnson and Cullen, 2017)The managers
need to have a proper market analysis to analyze all the external factors which can be potentially
used to increase the productivity of them. I also have learned that Human resource managers also
as they also lack to understand the employees and their need which lack them in providing them
with some rewards and other benefits to increase the efficiency of the employees. Which in my
view make the organization high in employee turnovers and also decreases the employee loyalty,
the employees who are not effectively retained create an inefficient environment in the
organization. Healthy work environment is very important as per my opinion it also helps the
employees to increase their efficiency and lower the stress to improve their work and reach their
objectives faster and also providing with high performance workforce in the organization. The
managers are also not bale to maintain the right culture and focus their beliefs according to the
objectives of the organization.(Stahl and et.al., 2017) It also made me understand that the human
resource managers also have to analyze some effective strategies and model in the organization's
structure so that they can increase the efficiency and provide with the better communication
channel in all the level of the management. The managers also have to analyze the internal
factors with the help of SWOT analysis and Kotter's 8 step model to increase the efficiency of
the employees and provide them with the skills and knowledge according to their jobs and
placements in the organization. (Richter and et.al., 2016)
Problems and Solution of Motivation
I have also learned that the organization which have ti increase the efficiency mostly use
different types of methods to motivate the employees and provide them the efficiency to do their
task and also achieve their personal goals. Thee are also many factors which help me to
understand the importance of motivation of the employees in the organization as it helps me to
adopt the concept of motivation in my own personal activities so that I can increase the
efficiency and increase the effective of the work. Motivation also help me to understand the
importance of my work and do it with all my determination and achieve my set goals it is very

important according to my experience that the employees should be motivated properly to
increase the productivity. The managers have to adopt many assessments and analysis to
understand the different types of motivation techniques which can be used for different
employees in the organization(Bird and Mendenhall, 2016). As I see every employee have
different needs and needs is the basis of the motivation and bigger the needs of the employees
more effective the motivation will be so the management also use some Maslow's need theory
and Herzberg motivation theory to understand all the factors which will help the employee to get
the maximum level of motivation and also help the organization to reach their objectives more
effectively. I also understood that Maslow need theory focuses on the different types of needs of
the people like basic needs, security needs, love and affection needs, esteem needs and self
actualization needs which are examined in the order as every need is arises with the fulfillment
of the earlier needs. The managers have faced many problems in motivating the employees in the
organization which are very essential to analyze and make them correct. There are many
employees in the organization which hide their needs and desires from the managers which make
their motivation ineffective for employees. I have also learned that the employees also have to
increase the factors which can help the employees to increase their economic status and also get
more incentives and be financially stable. The leadership structure can also discourage the
employees and also not make them motivated with any other method,(Thomas, 2015) I have also
analyzed that there are many easy tasks allotted to the employees which are very experienced
and that also discourage them to increase their potential to do the work on time. Organization
recruitment also play a very important role in inefficiency of the employees as the employees
which are hired are not right for the organization and do not connect with the vision, mission and
objectives of their organization. I have also learned that motivation can help the employee to
become high performance. The managers also need to be updated with the changes in the desires
and needs of the employees the motivation methods will also be changed. I have learned that
incentives, bonuses, promotion etc are very important techniques which help the employees to
boost their financial needs and there are some non monetary like rewards, appreciations .
(Thomas and Peterson, 2016)

CONCLUSION
This study had a opinion by which it helped the organization to improve the strategies
and also provide with better methods. The managers had used tuck man's theory to improve the
performance of the employees and make them efficient in the teams, and they also had adopted
Maslow's Need Theory to understand and make effective strategies for motivating the employees
in the organization.

REFERENCES
Books and Journals
Bird A. and Mendenhall M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business. 51(1). pp.115-126.
Johnson J.L. and Cullen J.B., 2017. Trust in cross‐cultural relationships. The Blackwell
Handbook of Cross‐Cultural Management. pp.335-360.
Luo Y., 2016. Toward a reverse adaptation view in cross-cultural management. Cross Cultural &
Strategic Management. 23(1). pp.29-41.
Ramsey J.R. and Lorenz M.P., 2016. Exploring the impact of cross-cultural management
education on cultural intelligence, student satisfaction, and commitment. Academy of
Management Learning & Education. 15(1). pp.79-99.
Richter, N.F.and et.al., 2016. Using cultural archetypes in cross-cultural management
studies. Journal of International Management. 22(1). pp.63-83.
Stahl, G.K. And et.al., 2017. The upside of cultural differences: Towards a more balanced
treatment of culture in cross-cultural management research. Cross Cultural & Strategic
Management. 24(1). pp.2-12.
Thomas D.C. and Peterson M.F., 2016. Cross-cultural management: Essential concepts. Sage
Publications.
Thomas D.C., 2015. Cultural intelligence. Wiley Encyclopedia of Management. pp.1-3.