BUS6003 International Management: Culture, Challenges & Opportunities

This presentation provides an overview of the impact of culture on international management, focusing on organizational and regional cultures. It highlights the features of American culture and compares them with the working cultures of France, China, and South Africa. The presentation also discusses Hofstede's Cultural Dimensions, including power distance, individualism, uncertainty avoidance, masculinity vs. femininity, short vs. long-term orientation, and indulgence vs. restraint, across these countries. Furthermore, it suggests ways to overcome cultural barriers, such as efficient communication and respecting regional traditions. The presentation concludes that understanding cultural differences is crucial for achieving global objectives and designing appropriate organizational structures. Desklib offers a wide range of study resources, including past papers and solved assignments, to support students in their academic endeavors.

International Management

Table of Content:
Introduction
Culture
Organizational Culture and US Working Culture
Organizational Culture and Regional Culture
Hofstede's Cultural Dimensions
Ways to Overcome Cultural Barriers
Conclusion

Introduction
International Management refers to the concept of
managing the business operations of an
organization operating in multiple market of more
than one country.
This PPT will help the company in understanding
the influence of organizational and regional culture
on business operation in other countries by
covering the role of culture, challenges,
opportunities etc.

Understanding Culture
Culture means the sum of
knowledge, beliefs, norms, behavior,
mindset, values etc. that guides an
individual to assess the way of living
and interacting with society.

Organizational Culture and US Working Culture:
Features of American Culture:
• People follows individualism, rather than
collectivism approach.
• Very fast paced and competitive environment.
• Follows flat organizational structure with a
clear chain of instructions and commands.
• Innovative and promotes new ideas to propel
the business.

Organizational Culture and Regional Culture
FRANCE
• The French people expects privacy and
work-life balance in their work.
• Formality plays an important role for
French people as compared to Americans.
• The working culture of France prefers to
follow hierarchical order.
CHINA
• Chinese people values their national and
societal identity rather than their personal
identity.
• The Chinese prefers respect and politeness
while communicating.
• In Chinese work culture, leaders are highly
respected and never challenged.

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SOUTH AFRICA
• The South African work culture prefers
vertical hierarchical structure.
• Decisions are usually taken by top level
management, without any involvement of
subordinates.
• The population highly respects their
traditional roots, ancient beliefs and
practices.

Hofstede's Cultural Dimensions
• Power Distance: This index resulted that
South Africa has highest degree of
inequality existence, whereas China and
France accepts only a few degree of
inequality.
• Individualism: The people of China are
found to be highly collaborative and prefers
working in team, whereas US people are
self-centric.

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• Uncertainty Avoidance: China has higher
uncertainty index as compared to other
three countries. Whereas, US has lowest
because people there does not rely on
detailed planning and set of rules.
• Femininity vs Masculinity: The culture of
South Africa, US and China values
masculinity, whereas France has somewhat
feminine culture.

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• Short vs Long Term Orientation: The culture
of China, US and France gives more importance
to their long term goals and future planning.
Whereas, South Africa culture emphasizes on
short term goals.
• Indulgence vs Restraint: The culture of South
Africa and US is considered as indulgent.
Whereas, the culture of China and France is
somewhat restrained.

Ways to Overcome Cultural Barriers
• Making efficient communication channel.
• Respecting regional traditions and practices.
• Promoting application of innovative ideas
and techniques.
• Efficient team development

Conclusion
• The above presentation concludes that the cultural difference can be a major barrier for a
company in achieving global objectives. Understanding of the culture helps in designing the
organizational culture of the company. So, it is essential for an organization to understand the
regional culture and shaping the organizational structure accordingly. Hofstede’s Cultural
Theory can be an effective tool that can help a company in evaluating the cultural differences.

References
Adekola, A. and Sergi, B.S., 2016. Global business management: A cross-cultural perspective.
Routledge.
Bergmann, F., 2019. New work new culture: Work we want and a culture that strengthens us. John
Hunt Publishing.
Ch’en, J., 2018. China and the West: Society and culture, 1815–1937. Routledge.
Knein, E., Greven, A., Bendig, D. and Brettel, M., 2020. Culture and cross-functional coopetition:
The interplay of organizational and national culture. Journal of International
Management, 26(2), p.100731.

References
Serpa, S.N.F., 2016. An overview of the concept of organisational culture. International business
management, 10(1)), pp.51-61.
Stoller, R.J., 2020. Sex and gender: The development of masculinity and femininity. Routledge.
Taras, V., 2017. Cultural dimensions, Hofstede. The International Encyclopedia of Intercultural
Communication, pp.1-5.
Triandis, H.C., 2018. Individualism and collectivism. Routledge.

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