Cross-Cultural Management Report: Hydro Generation Case Study Analysis

This report examines the cross-cultural management challenges faced by Hydro Generation, a US-based company, as it plans a project in Tanzania. The report is divided into two parts: a podcast script and a reflective essay. The podcast script discusses issues such as nepotism, corruption, and the impact of actions on local religious beliefs. The essay delves into ethical considerations, the importance of organizational culture, and the application of Handy's Model of organizational culture. It analyzes the impact of unethical practices and the need for a strong organizational culture to navigate international business. The report also includes a self-reflection on the student's skills and weaknesses, highlighting the importance of communication, problem-solving, and adaptation in a cross-cultural context. The conclusion emphasizes the significance of organizational culture in mitigating challenges associated with international business expansion.

Cross Cultural
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART 1............................................................................................................................................3
Podcast and Script.......................................................................................................................3
PART 2............................................................................................................................................4
Reflective essay...........................................................................................................................4
CONCLUSION................................................................................................................................6
REFRENCES ..................................................................................................................................7
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INTRODUCTION
Cross culture leadership is determined as a system that is generally used by an
organisation for managing its employees who belongs from different backgrounds or nations
(Bouranta and et. al., 2019). In relation to the global business aspect, cross culture is effective for
a company because through it they navigate its working according to values, beliefs, process and
customer's expectations. This report is based on the case study of Hydro Generation which is
United State based company and they are planning to conduct their project in Tanzania, Africa.
While conducting activities related to project company go through several issues. Topics
included in report are different issues which are faced by Hydro Generation as well as it will also
include reflective report related to case.
MAIN BODY
PART 1
Podcast and Script
Hydro Generation is operating its business functions and operations at the market of
United State and they are planning to introduce a new project at international market i.e.
Tanzania. For conducting operations related to project respective company hire Brett Jones who
is its ex- employee and know various aspects of almost every nations, so company hire him as
they think it will help them in conducting their business effectively. But at Tanzania Jones
conduct some practices or activities which help company in conducting business effectively but
according to United Kingdom legislation that are unethical in nature. Due to this Hydro
Generation worried by considering long term practical consequences which take place due to
unethical practices according to UK law (Farooq, Hao and Liu, 2019). There are several issues
which are faced by a Hydro Generation such as nepotism take place because employees have
close connection with government officers which help them in conducting every work smoothly
even if it is unethical in nature. Along with this, while conducting practices at the Tanzania
corruption also take place because government take more money for the approval of any types of
projects. Moreover due to some actions taken by Jones impact or offend Tanzania's Christian and
Muslims which may somehow also affect on the Hydro Generation image or name (Salin and et.
al., 2019). In order to overcome these issues respective company adopt organisational culture
aspects and theory related to it i.e. Handy's Model of organisational culture. According to this
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model whole organisation culture must be based on four aspects i.e. power, role, task and person.
In respect of power factor, only few individuals should have power because if every individual
will have power then it may lead to conflict and issues (Ferreira and et. al., 2019). According to
role, every person must conduct their role according to set structured role whereas in respect of
task factor all individuals at workplace need to know and conduct their task according to
allotment. Moreover in respect of person, people must not think themselves superior because that
will lead to issues and conflict for both company and that person. So adopting respective model
of organization culture Hydro Generation can minimise or overcome issues effectively and it
also help them in continuing project at Tanzania.
PART 2
Reflective essay
While conducting analysis of Hydro Generation case I able to determine that while
expanding business at the international market a firm go through numbers of issues and problems
which impact on the operations and functions at both home and host branch. Generally these
issues are arise when company's authority or any other related person avoid ethical
considerations (Goldstein, 2019). Such as in the case of Hydro Generation Brett Jones conduct
unethical practices in order to provide benefits to company but it impact on the legislation of
United Kingdom. This mainly take place because practices which are ethical or effective in
Tanzania are unethical according to legislation of United Kingdom. Due to which respective
company go through several issues which directly impacted on the Hydro Generation project of
Tanzania. While conducting respective project I determined some of the main issues which are
faced by Hydro Generation such as nepotism arise at respective location because staffs are
closely connected with government officers through which they easily get permission of any
project or activities even that is of unethical nature. While understand the case of Hydro
Generation I get to know that due to some inappropriate activities of project manager company
go through major issues at the United Kingdom as well as it will also impacted on their
operations, name and image.
So in order to avoid this situation, according to me Hydro Generation need to adopt
concept of organisational culture, it is considered as system related to sharing of values,
assumptions, beliefs and other factors (Gu, Wang and Wang, 2019). Moreover it will also
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company in governing or determine how people will behave at the workplace as well as
according to this shared values in respect of organisational culture have strong impact on people.
There are different models which can be adopted by a company while implementing
organisational culture at the workplace such as in respect of respective company according to me
they need to adopt Handy's Model of organisational culture. This model is developed by Charles
Handy and according to him there are four types of culture which are followed by a company i.e.
power, task, role and person. Power culture refers to that situation in which power belongs to few
people as well as only they have authority to take decision. These people generally enjoy special
treatment at the workplace (Kwon and Farndale, 2020). According to me it is right to implement
power at Hydro Generation but it is essential for management to deliver power to trusted,
experienced and skilled person so that they can effectively use power at the workplace. Another
aspect of task culture in which is respective company must form group in order to attain specific
goal or resolve any particular issues. Moreover according to me Hydro generation must develop
task or plan in predetermined manner because through that they able to ensure that they will
attain their desire goal properly and effectively (Nguyen-Phuong-Mai, 2019). Next culture is
person culture according to which employees must feel important at their workplace and for that
company must take proper action because through that they feel motivated and conduct work
accordingly.
According to me Hydro Generation management must train their employees so that they
feel motivated and conduct work which are beneficial for the company. The last aspect of
organisational culture theory is role culture according to which each and every employees must
know their role and conduct their work accordingly. In respect of my point of view management
of respective company must decide the role and responsibilities of all employees so that they
can't perform any unethical practices related to project. In addition to this while conducting
project on this topic I able to evaluate my strengths as well as weaknesses, which will also help
me in developing future plan for improvement (Liu, Wang and Liu, 2019). There are several
skills that denote my strength as well as that also help me in grabbing opportunities in effective
manner, this will also help me in my future growth. Skills which are my strengths are
communication skill because I effectively communicate or interact with my team members as
well as this skill also help me in understanding others viewpoint in effective manner. Moreover
there are some other skills which are my strengths too such as problem solving, understanding,
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team working and so on these all skills help me in handling each and every situation properly for
attaining desire goal as well as objectives.
Furthermore, there are several skills which are seem as my weaknesses such as
information technology skills, adaptation skills and patience skills. This I get to know when I am
conducting project work with my team, I analyse that I am not strong in information technology
because during development of presentation I not able to contribute properly. Along with this
when other members are teaching me about the presentation I also not able to adapt things fast
which impact on my performance. So it is essential for me to take classes and practices in order
to polish strength skill as well as overcoming weak skills. It is essential because that will help in
conducting work properly as well as it will also help in attainment of desire goal of project.
Moreover by enhancing and polishing skills I can understand situation of Hydro Generation in
effective manner which help me in providing effective recommendation for them so that they can
get overcome from issues which are developed by Jones at Tanzania.
CONCLUSION
By analysing above mentioned topics it can be analyse that when a company try to
expand their business at the different or international market they go through numbers of issues.
That issues are mostly related to conducting of unethical practices at the different location. But in
some cases unethical practices help company in operating at host country but also impact on the
culture of home country. So in order to avoid this types of situation firm need to develop and
maintain proper organisational culture. Moreover there are several models which can be used by
a company in respect of overcoming issues such as Handy's Model of organisational culture.
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REFRENCES
Books and Journals
Bouranta, N. and et. al., 2019. The key factors of total quality management in the service sector:
A cross-cultural study. Benchmarking: An International Journal.
Farooq, Q., Hao, Y. and Liu, X., 2019. Understanding corporate social responsibility with cross‐
cultural differences: A deeper look at religiosity. Corporate Social Responsibility and
Environmental Management. 26(4). pp.965-971.
Ferreira, A. I. and et. al., 2019. Working sick and out of sorts: a cross-cultural approach on
presenteeism climate, organizational justice and work–family conflict. The International
Journal of Human Resource Management. 30(19). pp.2754-2776.
Goldstein, S. B., 2019. Cross-cultural explorations: Activities in culture and psychology.
Routledge.
Gu, F. F., Wang, J. J. and Wang, D. T., 2019. The role of sales representatives in cross-cultural
business-to-business relationships. Industrial Marketing Management. 78. pp.227-238.
Kwon, B. and Farndale, E., 2020. Employee voice viewed through a cross-cultural lens. Human
Resource Management Review. 30(1).
Liu, Z., Wang, X. and Liu, J., 2019. How digital natives make their self-disclosure decisions: a
cross-cultural comparison. Information Technology & People.
Nguyen-Phuong-Mai, M., 2019. Cross-cultural Management: With Insights from Brain Science.
Routledge.
Salin, D. and et. al., 2019. Workplace bullying across the globe: A cross-cultural
comparison. Personnel Review.
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