International Management and Cultural Dimensions at XYZ Consulting

This presentation provides a comprehensive analysis of international management strategies and cultural dimensions, specifically focusing on XYZ Consulting. It examines various definitions of culture, including those by Hofstede and Derskey, and their impact on organizational behavior and employee belongingness. The presentation also explores the challenges of international management in emerging economies, referencing the EPRG Framework and Buono's approaches. A key aspect is the comparison of US and UK national and organizational cultures, using Hofstede's cultural dimensions to analyze power distance and individualism. Recommendations include adopting a geocentric approach, providing training in cross-cultural management, and considering local perspectives. The presentation concludes with strategies for developing a multicultural environment within XYZ Consulting, emphasizing open communication and employee negotiation to attract and retain global talent.

CONCLUSION
From the presentation, it has been summarised that Hostfede definition of culture has
been utilised in XYZ consulting. This type of culture has laid emphasis on open communication
across diverse nature of people. It describes the effects of a society's culture on the values of its
members, and how these values relate to behaviour, using a structure derived from factor
analysis. It has assisted the organization in creating employee belongingness and retaining
workers in organization. Derskey definition of culture has laid focus on that employees use their
experience and social behaviour while reacting to any situation. This can depend on situation to
situation. Presentation also summarises about Doh definition of international management. It
lays emphasis on that there is an increasing political and economic risk which is faced by
business who are going to trade in emerging economies. Presentation also highlights about Wind,
Douglas and Perlmutter`s (1973) EPRG Framework. It lays emphasis on that how strategic
decisions are taken by organizations to achieve their objectives. They focus on international
recruitment and try to hire right people for right job, so that firm is able to grow easily.
Presentation also lays focus on Buono`s (1994) approaches to International Management in this
they hire people based on what they can bring into the company as People are the most important
asset of company. The fifth slide of presentation shows about US national and organizational
culture. The graph has presented that US has 40 for power distance which means that there
exists democratic culture in the country. In these employees also accept their hierarchy, they also
focus on the authority. Power distance can make work culture better at the work place. It can
help firm in growing (Bowditch and Buono, 1994).
In this aspect US measure their performance on typical basis by issuing profit and loss
report on quarterly basis. The presentation summarized about international management of
business of XYZ consultancy firm on the basis of culture of host country. Identification of
culture is with the help of Hofstede cultural dimensions which is based on power distance,
individualism/ collectivism, masculinity v\s femininity, etc. In accordance with US national and
organisational culture it is been identified that power distance score of US is 40 according to
which it is analysed that US is democratic culture where no person is bound to follow any
religion. For example, in organisation employees are bound to follow tall structure of business
but still the individuals owns the right of questioning manager. Further, the score of

individualism/ collectivism is 91 which depicts that individuals are focused on own growth and
success and do not prefer working in group or team. Thus, as per the score of dimensions it can
be outlined that XYZ in US will be successful as the individuals work with democracy which
will reduce the risk of conflicts and will encourage equality and diversity at workplace. On the
other hand, cultural dimension of UK culture depicts 89 score of individualism which is almost
similar to the individual perspective of US. Also, from the presentation review it can be said that
culture of UK is based on indulgence where people prefer spending leisure time. In accordance
with this it can be concluded people of UK are focused on quality of products and services and
not on quantity. The comparison in presentation over culture of UK and US helped in deriving
culture of UK is neutral to changes and people manage changes according to adaptability.
However, people in US celebrate short wins and accept changes willingly and therefore XYZ
consulting in US will help in stable growth and support of domestic citizens. Thus, from the
review it can be concluded that cultural dimension depicts priorities and living patterns of
people. In this presentation it has also been identified that the XYZ Consulting is based on US
Ethnocentrism, and Polychronic approach towards work and the adaptation of these different
cultures of the countries discussed, there are several recommendations that could support XYZ
Consulting become more successful in across-cultural management. There are various
recommendations for the company which can be used in order to develop a multi-cultural
environment in the organisation. The presentation demonstrated that the company can use the
various approaches such as Adopt a Geocentric Approach, as the organisations nowadays lend
towards the diversity resource as the necessary reply towards the global call, it provides various
significances from organisational learning and cross-border alliances. It is also concluded that
XYZ Consulting needs to adopt strategies that would allow them to implement in their
organisations across borders. It is also summarised from this power-point presentation that
Training on Cross-cultural management approach can also assist to examine Managers need to
obtain relevant training in cross-cultural management (Hofstede Insights ,2019). Training of staff
relating to cultures characteristics and sensitivities of the host country. The Think Global, Act
Local perspective is one of the most effective approaches for addressing the problem of resource
issue linked with multi- national operating in foreign subsidiaries which is a suggested approach
for XYZ Consulting. Identify and analyse Critical Success Factor is also identified that those
aspects that influenced black who are not able to reap the benefits of the mandates devised, can

become disgruntled and potentially lead to social disobedience. Failure by companies to attain
employment equity targets and Broad-Based Black Economic Empowerment Act (BBBEE) in
South Africa will leads in the potential acknowledgement and exclusion of preferred foreign
companies, which is also suggested for XYZ Consulting to attain success within the South
African culture. Therefore, it has been concluded that open communication and employee
negotiation needs to be implemented within the XYZ consulting. It will assist in developing
cross cultural environment within the organisation which can make the company a better place to
work. It will also attract employees at global level and can retain more employees.

REFERENCES
Bowditch, J. and Buono, A., 1994. A primer on organizational behaviour, New York: Wiley.
Hofstede Insights, 2019. WHAT ABOUT THE USA?. [Online]
Available at<:https://www.hofstede-insights.com/country-comparison/the-usa/>.