Report on Human Resource: Cultural Sensitivity and Global Business

This report explores the critical role of cultural sensitivity in human resource management within the context of global business. The executive summary highlights the need for companies to incorporate cultural sensitivity to enhance employee satisfaction, especially with increasing cultural diversity and the management of expatriate employees. The report includes a cover letter applying for a marketing position, demonstrating the applicant's qualifications and skills, and an invitation to international clients for a stakeholder meeting. Task 3 emphasizes the importance of cultural awareness, effective communication, and adapting business structures to meet the needs of international clients. The report underscores the benefits of intercultural training, cross-country employment, and the role of cultural sensitivity in building trust with clients and expanding a company's global presence. The report concludes that integrating cultural sensitivity into management processes is essential for expanding customer bases, adopting better management techniques, and fostering globalization within an organization. The report is supported by references to academic sources that provide further context and information.

Running Head: Human Resource
Human Resource

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Contents
Executive Summary.....................................................................................................................................1
Task 1..........................................................................................................................................................1
Task 2..........................................................................................................................................................3
Task 3..........................................................................................................................................................5
References...................................................................................................................................................7

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Executive Summary
In today’s growing economy it is important for every company to incorporate cultural sensitivity
in their activities to provide greater satisfaction among employees. Due to increasing cultural
variations it becomes difficult for companies to manage their expatriate candidates and
employees. Thus, the company initiated step to organize the cross cultural transactions. The
process of cultural sensitivity gives rise to the process of globalization by helping to companies
to build customers n global market and survive.
Initiation of intercultural training activities is one of the reasons of growth of business in external
environment. The process helps cultural difference to change them for the betterment of the
organization. People with different cultural background come together and share their views,
helps the company to diversify its business with different perspectives. Also the employees help
company in attracting customers of different cultures and satisfying them to the fullest.
Further the report includes a cover letter involving the capabilities of an employee to fit for a
particular marketing job, the other task include invitation of a company to invite international
clients for a meeting. The third part of the report includes the importance of incorporating
cultural sensitivity in an organizational culture.

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Task 1
27 August, 2017
Mr. XYZ
Human Resource Manager
XYZ Corporation
ABC building
United States
Dear Mr. XYZ,
Please accept by C.V. for the position of sales and marketing associate in your dignified
company. Being a fresher in this field, I see myself on this position appearing best suited for me
according to my qualification and capabilities.
Being graduated from XYZ University, not only I excelled in grades but also I had maintained
good academic results as well. I enjoyed being a part of co-curricular activities of college.
Apart for being a fresher, I have experienced intern training in various decorous companies of
US. The characteristics trait which gained my interest in this course was that it suited my
personality of being a good communicator and influential person. During my course of training
the inhaled qualities which I knew would assist me during my job period. Qualities like, team
leading, presence of mind, good listener, motivator etc. helped me to gain success in my
internship as well as in my academics.

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And having an athletics background taught me to solve the problems without getting distracted in
life. This quality developed a competitive feeling in me which helped in constantly improving
me to become better. Also running acts as a stress buster for me whenever I have harsh days in
life.
Thus, I would like you to provide to an opportunity to enhance my skills in such a way that it
drive benefit for you organization. Thank you for considering my application, further I am
looking forward to learn more under your esteem guidance.
Sincerely,
Signature
ABC

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Task 2
August 27, 2017
Contact Name
Address
Address 2
City State/Province
Zip/Postal Code
Object: Invitation for stakeholder meeting
Dear Sir/Ma’am,
Our company XYZ’s family members are expanding internationally only with your assistance
and love. You are cordially invited in the stakeholders meeting which shall be held on 5 of
September 2017 in the company premises only at 10 AM.
The meeting is held with dual purpose that are, to communicate and meet all the international
clients of the company and inform the clients about the new innovative application software
which the company to going issue and survey the messages of the company.
Further, concerning about the ease of the clients of the company we constantly aim to maximize
your benefits and generate greater satisfaction from your end. Your presence is necessary for the
company to make the event successful. You have always stood forward to trust on company’s

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action in crucial time, now it is our responsibility to return the favor and create an everlasting
bond (Ang & Van Dyne, 2015).
The meeting shall be held in-person leading all the customers to get together with each other. In
this meeting the company will further talk about new changes which shall be implemented by the
company, your suggestions and acceptable. Other issue which clients are facing shall also be
discussed in the meeting. On the auspicious day of 5the September we are completing 10 years,
we wish to share our happiness with our family. Your attendance is required in the event. Thanks
for the keen interest and trust on company (Baran, 2010).
Contact for details and queries on www.xyz.com
Sincerely,
NAME
TITLE
PHONE NUMBER
www.xyz.com

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Task 3
A company having large scale business transactions internationally employs foreign workers to
increase their international customer base. Working in the global environment provides benefits
to the company if they satisfy the needs of the clients. Cultural sensitivity refers to the process of
adapting awareness in a company regarding culture and practices of other countries (Carbaugh,
2013). Such skills include the practice of communicating politely and accepting their cultural
differences.
In the global dimension it is mandatory for a business to redefine its structure so that it satisfies
the needs of international clients as well. The ability of a company to sell product in the target
market with required specifications is no longer to sole factor responsible for the growth of the
company (Maon, Lindgreen, & Swaen, 2010). To expand the domestic base of a company and
make it international, firstly a company needs to learn to manage the international clients.
Cultural sensitivity creates cultural awareness within organizations which leading to better
understanding and effective communication in the workforce. Also this helps the employees of
the company to understand the concerns of international clients (Moran, Abramson, & Moran,
2014). Practices like intercultural training and cross country employments helps the company to
initiate cultural sensitivity in an organizational cultural, also this process helps the company to
bring international clients as well. However, the company is already having international human
resources which will aid the company to promote their product and services in the international
market (Parrish, & Linder-VanBerschot, 2010).
Cultural sensitivity helps clients to trust on the activities of the organization as the employees are
available to redress the problems of clients 24*7. This process also increases the process of

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globalization as well (Pedersen, 2013). The major problems which the international clients face
is communication gap due to which the bars a loss of international client. Thus with the practice
of cultural sensitivity the company involves effective communication system within the
organization. Also the company gets to adapt the business etiquettes which help the company in
working professionally in the different business environment (Søderberg, Krishna, & Bjørn,
2013).
To the international clients the process helps in such a way that the prospective buyers get an
opportunity to invest in different products and services which are out of their geographical
boundaries. This initiates flow of income and increase in profits of individuals as well. New
techniques are adopted by the company, as the expatriate employees provide practices applied in
their domestic country. Due to this reason the clients feel warmth and brotherhood with the
organization which results in creating a bond of trust with the organization (Wintergerst, &
McVeigh, 2014).
Thus concluding the above statements it can be said that if the organizations incorporate cultural
sensitivity in their management process then it will help them to expand their customer base.
This process helps the company in adaption of better techniques of management with the help of
diversified employees (Tannenbaum, Weschler, & Massarik, 2013). This process also helps the
employee to invest in companies out of their geographical boundaries. Also, this process initiates
globalization in an organization.

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References
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.
Baran, S. J. (2010). Introduction to mass communication: Media literacy and culture.
Carbaugh, D. (2013). Cultural communication and intercultural contact. Routledge.
Maon, F., Lindgreen, A., & Swaen, V. (2010). Organizational stages and cultural phases: A
critical review and a consolidative model of corporate social responsibility development.
International Journal of Management Reviews, 12(1), 20-38.
Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing cultural differences.
Routledge.
Parrish, P., & Linder-VanBerschot, J. (2010). Cultural dimensions of learning: Addressing the
challenges of multicultural instruction. The International Review of Research in Open
and Distributed Learning, 11(2), 1-19.
Pedersen, P. (2013). Multiculturalism as a fourth force. Routledge.
Søderberg, A. M., Krishna, S., & Bjørn, P. (2013). Global software development: commitment,
trust and cultural sensitivity in strategic partnerships. Journal of International
Management, 19(4), 347-361.
Tannenbaum, R., Weschler, I., & Massarik, F. (2013). Leadership and organization. Routledge.
Wintergerst, A. C., & McVeigh, J. (2014). Tips for teaching culture: Practical approaches to
intercultural communication. CATESOL Journal, 25(2013), 2013.

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