Cross-Cultural Business: Analyzing Japan and UK Business Practices

This essay provides a comprehensive analysis of cross-cultural business, specifically focusing on the contrasting cultures of Japan and the United Kingdom. It begins by defining cultural values and their significance in international business, highlighting the impact of these values on business practices. The essay then contrasts the cultural values of Japan and the UK, examining potential problems that may arise when businesses from these two countries interact, such as differences in communication styles, decision-making processes, and attitudes toward hierarchy. Furthermore, the essay delves into the challenges and barriers faced by multinational groups and teams, assessing whether these challenges outweigh the opportunities. It explores issues like governmental regulations, product strategy, operational coordination, and human resources, concluding that understanding and adapting to cultural differences is crucial for success. The essay also introduces Hofstede's cultural dimensions theory as a tool for solving cross-cultural problems, providing a framework for understanding and navigating cultural differences in international business settings.

Cross Cultural

Table of Contents
INTRODUCTION...........................................................................................................................1
Question 1 Model of cultural values, contrast two cultures then discuss what potential
problems might arise for people from these two cultures doing business with one another..1
Question 2: Critically discuss what the barriers and challenges facing multi-national groups
and/or teams and do they outweigh the opportunities? .........................................................4
Hofstede's cultural dimensions theory in order to solve the different problem faced by the
people when dealing in the different countries and .............................................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Cultural values plays very significant role in managing the business when the venture is
dealing in more than one country. Cultural values are the different standard which tell what is
acceptable and unacceptable, what is important and unimportant, workable or unworkable in the
society and community. Every country have their own cultural values which states what is right,
just, fair or good. Sociologists disagree, however, on how to conceptualize values. Conflict
theory focuses on how values differ between groups within a culture, while functionalism
focuses on the shared values within a culture. When it is concerned about the real culture than it
refers to norms and values that the people and society follows with their ideal culture and believe
(Robben, 2017). The essay is going to cover the different models of cultural values, where two
cultures have been selected that is Japan and UK. Other than that the essay is going to cover the
different problems that people face when Japan and UK are doing business with each other
(Thomas and Peterson, 2017). Other than that the essay is going to cover the different challenges
and barriers which are being faced by the team and group when they are outweighed the
opportunities.
Question 1 Model of cultural values, contrast two cultures then discuss what potential problems
might arise for people from these two cultures doing business with one another.
Cultural values are the one which states that weather the person is doing right or wrong.
In simple words it can be said that it is the beliefs of the individual or social group which have
emotional investment. Culture is the term which states the way individual or group of people
share their common identity or heritage. Every country have their own cultural values, which are
different from the other (Rufín and Figueroa, 2018). This is because every country have their
own tradition, language, ethics, norms which all together make culture. When it is concerned
about the business, then the organisation need to work according to the country cultures and
values. Other than that when the venture is selling their products and services in the country then
they should know the culture and values of the same country (Luk and Lin, 2017). This is
because as per the cultural values, people design their buying behaviour, patterns, taste and
preferences. Thus, organisation need to consider these all factors so that they can make their
profit more profitable.
UK culture
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The culture of the United Kingdom is influenced by the UK's history as a developed
island country, a liberal democracy and a major power. People live the life of Christian and
being divided into four parts such as Wales, England, Scotland, Northern Ireland. Each of the
part have their own culture and custom. Other than that culture of the UK have been influenced
by the British culture (Sivo and Robinson, 2017). They have adopted British literature, music,
cinema, art, theatre, comedy, media, television, philosophy, architecture and education. Other
than that, the country have good understanding and knowledge about the technology and science.
It is the leading country which produce world leading scientists. Other than that people of the
country are also engaged in the different sports activities such as Football etc.
When it is concerned about the industries, then industrial revolution have been stated in
the UK have the great impact over the cultural and socio-economic condition of the world
(JKarim and Noor, 2017). When it is concerned about the language, then 95% population of the
UK speak English language and this is their official language. When it is talked about the
management of the organisation, the style of the management of the UK has been changing from
the past few years, most of the employees are respecting the culture of the country and such a
way they are working in order to cater the needs and wants of the customers. When the
employees are organising the different meetings, they treat all the employees with the respect
and fair treatment (Sheldon and Car, 2017). People of the UK are very much concerned about
their work or business, they are always ready to have discussion on the content of the business at
hand. Other than that most of the organisation use hierarchy to define the roles and
responsibilities of the people (Adler and Aycan, 2018). Some of the people are at very good
position and plays very significant role in the decision making process. Other than that
employees expect that they are being consulted about the different issues that can have great
impact over the working morale and environment.
When the people are working in the UK, then cross cultural communication is very much
effective. All the employees at all the level have great knowledge and understanding which is
being respected by the top level management of the organisation (Tjosvold, 2017). Other than
that when it comes to the negotiation and communication skills, UK use direct and reserved
communication. They do not display emotions and do not do any argument on the basis of
feeling. And when it comes to the decision making, they do that activities very slow and this is
their cross cultural attitude.
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Japan Culture
The country have very advance technology which helps them to be the number one
technology country. As the country have Toyota organisation which is very much effective in
innovation and lean production. They include different philosophies and concept such as Kaizen,
Just in time, Total quality management. Other than that they have different values for their
customers, employees and different people (Löfving-Gupta and Ruchkin, 2017). Such as
organisation focus on serving to the public by serving high quality goods and services at the
reasonable prices and which helps them to the public well being. Other than that they also keep
focus on the Honest and fairness with their different business dealing and personal conduct. All
people used to work in team which helps them to pool their abilities based on the mutual respect
and trust. People of the Japan always try to put their large efforts on creating the improvement
where they try to enhance the performance of their personal and corporate. These people also
have humility and courtesy which helps them to be modest and cordial, with that they also
respect the needs and rights of the people (Smith and Hsu, 2017). They also used to follow all
the types of laws and legislation which is being made by the government. They do not conduct
any unfair activities which can harm to emotions and feelings of the people. There are several
things that can be learned from the Japanese culture such as making effective decision,
harmonizing employment security and developing youth professional managers (Karam and
Jamali, 2017).
It is being known that there are several problems which can be faced by the people when
they are dealing in the different countries. Other than that some challenges need to be faced
when the venture is doing business with the country which have different culture. The basic
reason behind these difficulties and problems are cultural differences. The people face problem
in creating relationship with the other when the culture is different (Robben, 2017). Other than
that every individual have their own attitude and perception, so this also create differenced in
decision making process. With that there may be difference in the power of people and the
person which have high power can take the advantage of the other one. If one country thinks for
the long term goal and other one does for the short, this may also create difference in the
decision making.
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Question 2: Critically investigate whether organisations around the world are becoming more similar?
When the venture is dealing in the different countries, they need to face the different
challenges and barriers. This is because, every country have their own regulation such as tariff,
people have different attitude and emotions, there are cultural differences etc. different
challenges faced by the multi-national group and teams are as follows:
 Different governmental regulation: The biggest challenge which is being faced by the
multi-national group is governmental regulation. Every country have their set of laws and
legislation (Thomas and Peterson, 2017). It has been identified that foreign government
is increasing their VAT. As per the regulation, firm need to plan their operational
strategies in order to deliver goods and services.
 Product strategy: When the venture is going to sell their products and services to the
new country, they need to conduct effective research of the market. Other than that Brand
names, logos and product attributes might all need to be modified to ensure market
success (Rufín and Figueroa, 2018). The challenge for the firm will be selling their
product in the new and unfamiliar market.
 Operation co-ordination: Other than that when the firm is dealing in the different
country, the challenge they face is to streamline and co-ordinate different operational
between the foreign and home country. Firm need to make the decision accordingly is
that they can establish their presence in the local as well as in the foreign market.
 Human resources: It is also one of the biggest challenge for the venture is to find the
best and effective human resource which helps them to attain the firm's goal and
objectives. Every country have different type of labour market which can serve the
different benefits to the venture (Luk and Lin, 2017). In order to maintain and retain
effective talent, is the challenge.
Other than that when the venture is going to expand their business in the international
country, they find several opportunities also such as increase in the market share, increase in
brand image, enhancement in the sales, international existence etc. It is also being known that
different challenges need to be faced by the organisation. Some of the organisation are not able
to cope with the different challenges and hence they are not able to grasp the opportunities.
When the venture is capable to adopt the new culture, then they can outweigh the opportunities
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by different challenges. In order to understand and adopt the change, Hofstede's cultural
dimensions theory will help the venture (Sivo and Robinson, 2017).
Hofstede's cultural dimensions theory in order to solve the different problem faced by the people
when dealing in the different countries and
This is the cross cultural theory which is being developed by the Geert Hofstede. The
theory states that how the society's culture have impact over the values of the people and how
does people use these values in order to relate their behaviour. Most of the time this theory is
being used when the people want to understanding the different countries. The model was being
developed in the year 1970, which is based on the research. When the venture dealing in the
different countries, they need to understand the culture of other country in which they are going
to deal (JKarim and Noor, 2017). This is because if it not being done, then the firm can not
understand the attitude and behaviour of the people to whom they are going to do the business.
There are six dimensions which helps in understanding different culture and solve the problems
which may arise when doing business with other country, that are as follows:
Power Distance Index (PDI)
It is the way where power is being distributed, whether equally or unequally. If there is
high PDI, it stated that society accept the unequal distribution of the power and able accept their
place in the society. On the other hand when there is low PDI, then the power is being spread
unequally but the members of society do not accept these situations. When there is high PDI,
then the venture is centralised, there is more complex hierarchies and there is large gap in the
compensation, respect and authority (Sheldon and Car, 2017). On the other hand, when there is
low PDI, then the organisation is flatter and the supervisors and employees are being considered
as equal. When the countries are dealing with the different counties, at that point, they need to
find that the country is with the low PDI or high PDI. When the country have low PDI, then the
leader need to be acknowledged, it is important to circumvent to power of the leader. Other than
that individual need to go to the top in order to answer. When the country have low PDI, in that
case, responsibilities and authority need to be delegated as much as possible. As well as when
the decision is being made, then it is significant to involve all the members who are being
affected by the decision making.
Individualism versus Collectivism (IDV)
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It refers to the strength of the ties that the individual have for the others in their
community. When there is high IDV, in that case, there is low interpersonal communication
between the people who are not part of the family (Adler and Aycan, 2018). This is also called
and individualism. On the other hand when there is low IDV, in that case people have good
interpersonal with each other and this is called and collectivism. High IDV need high level of
privacy and freedom and other people do respect for the privacy. In this case when the venture is
dealing in the country which have high IDV, then when it is significant to acknowledge the
individual accomplishment, need not to mix social life with the work life. When there is low
IDV, then the firm need to avoid to give negative feedback to the people, respect emotions and
feelings.
Masculinity versus Femininity (MAS)
It is the way by which different roles and responsibilities which is being delegated
between the men and women. When it is concerned about the masculinity, then that roles of
women is being clashed with the women in fewer and the men are behaving in more assertively.
Men always try to measure the success and being strong and fast every time. In their case, there
is very strong ego in the men and they want that their status need to be attributed. From them
achievement and money (Tjosvold, 2017). In this case, the firm who are dealing in such kind of
country, then it is important to differentiate the roles and responsibilities of men and women.
Other than that People are motivated by precise targets, and by being able to show that they
achieved them either as a group or as individuals. On the other hand when it comes to the low
Mas then the people try to create proper relationship with each other and they keep their key
focus on keeping the quality of life (Löfving-Gupta and Ruchkin, 2017). When the organisation
is going in the country which have low MAS, then they need to have success with the help of
collaboration, negotiation and communication. There is no difference between the men and
women. This mentality need to be avoided that men are more stronger then women. Other than
that organisation need to keep their environment flexible and there need to be work life balance
so that job can be designed properly.
Uncertainty Avoidance Index (UAI)
It is the way by which people cope up with their anxiety, the people who have high UAI,
will able to keep their life controllable and predictable. These people think that they can not
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control over their lives. Other than that these people are expressive and they are being allowed to
show their anger and emotions. In this case, organisation need to have concise and clear
expectations and goal. Other than that they need to recognize that there may be unspoken "rules"
or cultural expectations you need to learn (Smith and Hsu, 2017). With that they need to find
that emotions and anger need to be take part in the communication. The people who have sslow
UAI then they are openness to change and innovation. So the venture need to be very much
focused for the structur.
Pragmatic Versus Normative (PRA)
This is the way where the individual plan for their goal, whether for the long term or for
the short term. People who are pragmatic, they always want to know the realirty and that is the
reason they usually ask question that What? How? And Why? Etc. They used to find education
are the positive values. In this case, people of the organisation need to behave in the modest way,
they try to avoid too much thinking about themselves (Karam and Jamali, 2017). Other than that
people need to do compromise so that they can make clear relationship. On the other hand
normative people always want to find the reason behind act and values and rights are being
emphasised. In this case people need to sell themselves so that they can be taken seriously.
Other than that people need to compromise so that weakness can be avoided.
Indulgence Versus Restraint (IVR)
It is way where people used to think about their emotion and feeling and try to take part
in the enjoyment. When there is high PDI, then these people are optimistic, they give importance
to the freedom of speech and try to keep maximum focus on their happiness. These type of
people do not take life so seriously. In this case when the decision are being made, then the firm
need to encourage debate and dialogue in the meeting. Other than that firm need to prioritise
feedback, mentoring and coaching (Makri and Schlegelmilch, 2017). In case of high IVR, people
are pessimistic and they have control over their behaviour. When the firm is dealing in those
countries where people have high IVR, in that case, people need to avoid cracking the jokes,
need to conduct formal session.
CONCLUSION
It can be concluded from the project report that every country have different culture and
tradition which design the attitude and behaviour of the individual. When the venture is going to
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deal with the different organisation in the different countries, they have to face various
challenges as well as they can have different opportunities. When the venture have ability to gain
opportunities and deal with challenges, they can get success. In order to do so, they need
implement the Hofstede's cultural dimensions theory, which helps them to understand the culture
and tradition of the new country.
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REFERENCES
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developing countries: Uncovering latent power dynamics. Journal of Business Ethics.
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adoption in Spain and the USA. Technology Adoption and Social Issues: Concepts,
Methodologies, Tools, and Applications: Concepts, Methodologies, Tools, and
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Sheldon, P. and Car, S., 2017. A cross-cultural comparison of Croatian and American social
network sites: Exploring cultural differences in motives for Instagram use. Computers in
Human Behavior. 75. pp.643-651.
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Sivo, S. and Robinson, E., 2017, July. Structural Analysis of Character Education: A Cross-
Cultural Investigation. In School Psychology Forum, Research in Practice. National
Association of School Psychologists.
Smith, T. B., Bowman, R. and Hsu, S., 2017. Racial attitudes among Asian and European
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