Analyzing Cultural Dynamics: A Reflective Report on Int'l Management

This report reflects on the understanding of cultural and regional issues in multinational companies, particularly focusing on the application of Hofstede's cultural dimension model and Handy's cultural model. It evaluates the impact of organizational culture and structure on achieving organizational objectives, emphasizing the importance of teamwork and collaboration. The report examines how national and internal references influence organizational culture, considering the role of the head office and top management in shaping employee behavior and strategies. Through the analysis of China, France, and South Africa, the report identifies the significance of power distance, individualism, collectivism, and feminism in international business operations. It concludes that multinational companies should focus on certifying different cultures to improve operational efficiency, suggesting the use of both Hofstede's and Handy's models to mitigate regional and cultural issues.

INTERNATIONAL
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Reflective writing report:.............................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
This particular written report is based on the understanding of role played by cultural and
regional issues that usually prevail in the multinational company. On the basis of this,
development of key aspects will be considered in accordance with the organizational goals and
objectives. The reflective report will be submitted in relation to the task one of power point
presentation about the Hofstede's cultural model prevailing in different cultures and regions.
MAIN BODY
Reflective writing report:
Based on the task one of this project that was abut how to understand the International
management of multinational company, I gave a thought to this topic on the basis of day to day
operations of the firm operating in three different countries. According to my understanding of
the task, it can be evaluated that organizational culture and structure is crucial and prominent in
nature for any business operating in the industry (Yingjie. Jingya. and Cuicui. 2019). It helps in
the shaping of values and visions that are the core elements to achieve the overall organizational
objectives. I personally believe in the fact that regional and cultural issues should not have any
negative impact on the overall operational activities of the firm and that group interactions and
collaborative activities must have a prominent role to play. Moreover, wherever employees and
internal staff are considered, team work can play an effective role in identifying the common
goals of achieving success in a well recognised organizational culture.
According to the presentation, I have learnt that in such cases, national and internal
references have a huge impact on the organizational culture. It can also be said that it is very
much reliable when all the constituents of an organization belong to one culture. It was also
evaluated by me that for understanding of national cultural of an international business unit,
Hofstede's cultural dimension model is effective in identification of which aspect is relevant in
which region to determine growth and success rates (HOFSTEDE'S CULTURAL
DIMENSIONAL MODEL. 2022). Through the application of this model, I came across that the
primary effect starts main from the head office of the firm operating in the identified
organisational culture. The policies, procedures, that impact the work culture because of different
rules and regulations of different countries and nations. This is because always the top
management is responsible to carry out major activities that instruct the overall organizational

operations. This directly or indirectly affects the behaviour of employees, organizational
strategies, that are the base of corporate goals and values.
I also identified the fact that multinational companies usually admit to the fact that the
local and domestic regions they are operating in affects their working culture and these are
transformed into additional influences that further affect corporation of its day to day activities.
It is also presented that there are certain external factors that can affect the regional culture at all
the locations the business is operating. Therefore, it is very well understood by me that the
company should effectively focus on how to certify different cultures so that to operate with
better efficiency. For this, Handy's cultural model is a tool that can help in the understanding of
power, tasks, roles etc. of people working in the operating particular environment (HANDY's
CULTURAL DIMENSIONAL MODEL. 2022). For this, China, France, and South Africa have
been taken into consideration through which it can be identified that what all countries follow the
cultural dimension aspects.
For all the three countries, Power distance index is being utilised to successfully operate
in all the regional and cultural issues that might arise. To have better understanding of the power
that the employees put in their tasks also depend on the type of working environment they
operate in. Individualism and collectivism have also been identified in the working operations
of the countries and also I found out that collectivism is given more emphasis to put on because
the term covers all the aspects of business environment and regards the overall aspiration of the
employees. Feminism is also likely to prevail in the market rate as it is the foundation of any
business operating in the international levels (Mattli. and et.al., 2019). The feminist approach can
be fulfilled to give an opportunity to every gender group to have equal responsibility to carry out
in an organization. As according to the specified multinational company, Handy's cultural model
that specifies person culture, task culture, role culture, and power culture is to an extent that
power distribution among people should be on the basis of the fact that can analyse work culture
of cooperating with everyone at a mass level. The help and assisting activities according to me
are not qualified or required in this type of model that might become the reason behind regional
and cultural issues.

If I compare both the models, it can be further evaluated that both the models can be effectively
used by the specified multinational company to eradicate the prediction of regional and cultural
issues in all the three countries that tend to operate in the cultural dimensions. In the above
graph, Hofstede's cultural model can be seen in three different countries that can be optimised by
the firm.
Handy's cultural model in the three countries can be effectively utilised to evaluate the
need of power role etc. in an organization to achieve the overall organizational objectives
CONCLUSION
From the above written report, it has been evaluated that regional and cultural issues are
always there in the organizational operations and the use of different models can be optimised. It
was also identified the role of different cultural and interpersonal differences can be of a
prominent nature. From the comparison chart, it has been evaluated that multinational companies
should pay extra focus on their operational activities to achieve the overall organizational
objectives.

REFERENCES
Books and Journals
Mattli, R., and et.al., 2019. Physical inactivity caused economic burden depends on regional
cultural differences. Scandinavian Journal of Medicine & Science in Sports, 29(1), pp.95-
104.
Yingjie, S., Jingya, Q. and Cuicui, L., 2019. Cultural Differences and the Supply of Regional
Public Cultural Service: From the Perspective of Fiscal Decentralization. Journal of
Finance and Economics, 45(10), pp.35-45.
Online
HANDY's CULTURAL DIMENSIONAL MODEL. 2022. [Online]. Available through:
<https://www.managementstudyguide.com/charles-handy-model.htm>
HOFSTEDE'S CULTURAL DIMENSIONAL MODEL. 2022. [Online]. Available through:
<https://corporatefinanceinstitute.com/resources/knowledge/other/hofstedes-cultural-
dimensions-theory/>