International Management: Impact of Culture on Business Operations

This report delves into the realm of international management, exploring the challenges and strategies for success in a globalized market. It begins by examining how organizational culture influences consumer and staff behavior, emphasizing the impact of cultural values on market dynamics. The report utilizes Hofstede’s cultural dimensions model to analyze cultural factors in Japan and the USA. It then evaluates the key conclusions to aid management, organizational strategy, and operational efficiency. Furthermore, the report provides recommendations for overcoming cultural differences in the workplace and highlights the importance of self-awareness and sensitivity to cultural diversity. The report uses the case study of AIR PIE, an international development consultant, to provide practical insights into the complexities of international management. It also covers the importance of strategies to increase market share and improve the overall business environment.

International Management-M!

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
1. Organization culture is affected consumer and staff behavior................................................1
2. Key conclusion of evaluation and help management, organization strategy, operation.........3
3. Recommendation strategies to overcome culture difference..................................................3
4. Importance of self awareness sensitivity to diversity in culture.............................................4
CONCLUSION................................................................................................................................5
REFERENCES ...............................................................................................................................6

INTRODUCTION
International is a management course designed to increase awareness of the major
challenges of organisation and manager are facing today's competitive global market. In this
report is focusing on the international component of management. On the other hand, framework
of successful strategies in an increasable complex world economy( Bilezikian 2014). This report
is based on AIR PIE international development consultants in the United Kingdom and provide
different kind of services in fast food restaurant company operating in the UK. Further, it
covered consumer and staff behaviour for future development. To bring off operation strategy
and manage culture factor.
MAIN BODY
1. Organisation culture is affected consumer and staff behaviour
Organisation culture might be effect consumer in external market and staff behaviour
internal management. In this context, culture value and behaviour contribution to the unique
social factor might be affected to consumer (Laine 2015). In Japan and USA market, important is
culture factor and make some changes in as per need of customer in both markets. This type of
culture affects the way people and groups interact with each other, clients and stakeholder. It
might affect markets and staff member. Some models must be used in overall development of a
culture of in a working environment. An Even different institution in the same commercial
enterprise and in the aforesaid area may have antithetical cultures. Hofstede’s cultural
dimensions model is used in culture factor.
 Hofstede’s cultural :- In Hofstede’s cultural dimensions theory is a framework for cross-
culture communication, development in overall market. It is give negative impact of
society and make some changes in overall development. To be use mind games and
different kind of group member is thought in antithetic way in market (Loirat, 2016). It is
help to development of culture intelligence and make some changes as per need of market
value. It describes the effect of society culture and make some changes in overall
development and improvement in market. Some values are more useful and give direct
impact on customer behaviour for future improvement in increase in overall market.
This Hofstede’s cultural dimensions must be used six dimensions for culture improvement and
make some changes in Japan and USA market.
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 Power distance index :- The PDI source indicate that society aspects are inequivalent and
distribution of power in most crucial and make some changes as per need of market
condition (Goetsch and Davis 2014). This source must be used power is shared and
distribution of overall working environment and make some changes based on new trends
must be used in market. Team member is not intended any action they are direction of
any task. If the manager is not aware about any task, so they may think that task is not
much important to improve carrying into action.
 Individualism versus collectivism ;- In IDV sources is to be focus on interpersonal
collection among, those who are not part of the family. In this context, people are less
responsibility of action and outcome to improve execution level and make some changes
in culture factor (Mehta, 2016). The people are supposed to be loyal form the group
which they belong other. The company is taken benefit from such kind of culture factor is
likely to understand and well received. There are some changes in overall development
and make some changes in growth rate.
 Masculinity Versus Femininity ;- This to be refer distribution of roles and responsibility
and make some changes in overall development in culture factor. The function of men
and women crossroads less, and men are anticipated to act assertively. Demo your
success, and beingness bear down and fast, are seen as constructive characteristics.
 Uncertainty avoidance index :- In this society that score highly and uncertain and make
some changes with use of controllable factor (Mehta, 2016). Some time society people is
avoid risk and make some changes at the time to take new decision.
 Pragmatic versus normative :- This dimension is long termed source and make some time
to take long term discuss in working environment. Self-enhancement is also essential
here, along with someone tendency to please their nitrogen.
 Indulgence versus restraint :- In this encourage relatively to be focus on own drives and
emotion in market (Hod, 2015). This is give negative impact and make some changes of
different people to improve working environment. There are some changes in future
development and make some improvement in market condition.
There are all models is most important and improve market environment and make some changes
in culture factor.
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2. Key conclusion of evaluation and help management, organisation strategy, operation
As per the above model most crucial in culture interpersonal relationship at work is used
to improve carrying into action level. On the other hand, behavioural nots of society must be
improve and make some change in overall development. By Hofstede’s cultural is main aspect is
starting point, evaluation, decision and action (Reiche, 2016). All such kind of factor must be
depend on culture factor and make some changes in overall improvement in market share.
Management is to focus on internal working environment. Organisation strategies planed with
the help of culture factor and make some changes in operation activity.
To be implemented organisation structure is based on future development and make some
change rate of customer in market. In this way, marketing plan is used to improve condition of
market and make some changes in as per taste and preference of customer, technology factor is
most important to increase number of customer in market. On the other hand, every body is
unique, not society is uniform now a day (Mehta, 2016). Operation department of AIR PIE
organisation is focus each and every factor which is used to internal as well as external working
environment. Some new strategies must be used in business activity department. To be change
management factor must be change as per need of market and make some change in overall
improvement and increase number of customer in marketplace.
3. Recommendation strategies to overcome culture difference
In work place multi- culture people is give negative impact culture factor. To change
society culture are most important part and make some change as per need of market value. On
the other side, strategies must be used to increase market share and make some change in overall
development to improve public presentation must be used in market (Luthans and Doh 2018).
There are some dimension of cross culture and make some changes in overall development and
increase market share.
 Relationship with people :- In this context relationship with people is improve internal
working environment as well as increase customer in market.
 Motivational orientation :- To be motivated each and every culture factor and customer in
market. In motivational factor is also used in internal work place, to motivate employees
inside in organisation.
Some strategies must be used in cross culture factor.
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 Good knowledge of foreign culture :- It is one the most important part is good knowledge
of foreign culture and focus in difference of culture in both countries. The main
difference is perception must be change and social value is give negative impact on such
kind of factor. The difference is name, designed, explantation and understood improving
market value.
 Respect of foreign culture ;- In this context to be focus on respect of foreign culture in
most important, if organisation is see to enhance market to different countries. It is not to
claim that culture is better and not compare with home culture. It is illegal and give
negative impact and reduce level of market (Luthans and Doh, 2018). To make some
change in overall development and improvement in overall development and make some
change as per need of market. To do respect in each and every factor to increase market
share and make some changes in overall on the job surroundings and improve future
market.
 Ignore the culture differences ;- In cultural factor to be ignore some difference in market.
The director and employees would be rich person a good perceptive about each others'
civilization and pattern as earlier they would learn to regard the civilization (). The
effective management skills is improved working environment and reduce culture
difference and increase positive impact of diversity. There are some change as per need
of market share and increase overall public presentation.
 Managing difference :- In this context impact of culture difference is both negative and
positive impact in work place (Hod, 2015). To manage difference is most important to
improve market share and make some changes in overall working environment. The
organisation is use strategies to managing difference with different culture. There are
some changes to improve market share and indefinite quantity growth rate in market.
4. Importance of self awareness sensitivity to diversity in culture
In importance of self awareness is one of the most important part and manage growth rate
in market. To be improve carrying into action level and make some changes as per need of work
place. Self awareness is useful, because we have better understanding with our self. To be
expresser our self identified area. In this context, self awareness is help to motivate our self to
manage stress level in work place (Van and et.al 2016). There are some changes are per need of
internal work place. It helps to take new decision for future development. To manage work as per
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need of internal and eternal work and make some changes in overall development to improve
culture factor.
Self improvement is impossible without self awareness. In work place improvement is
most important part for increase number of customer in market. In culture factor make some
change in overall development and every improvement overall market and make some changes
in current market (Deresky, 2017). Self awareness is most important because to better understand
and increase market share and future development in market. To change market condition and
build the area of positive factor and make some change as per need of overall environment. New
ideas will be found in culture and help external market and we would like to make improvement
in market. To manage maturation rate in each and every market as per need of overall carrying
into action in organisation. There is big difference between the live experience and kind live
experience. It is help to understand the clients and better understand clients in market
(Beugelsdijk, 2015). These techniques to most useful to each organisation and useful to improve
growth rate and increase number of customer.
 Decision making is simple :- In this context decision making is simple and make some
changes in overall work place. To make new decision is most important and make some
change as per need of market value and increase overall working condition.
 Clear purpose and direction :- In self awareness is help clear purpose and guideline of to
provide direction is most useful for internal environment.
CONCLUSION
Form the above report is based on international management and culture factor give some
effect market. In this report focusing on the international component of management. On the
other hand, framework of successful strategies in an increasable complex world economy. This
report is based on AIR PIE international development consultants in the United Kingdom. As per
the above report is based on multi- culture people is give negative impact culture factor. To
change society culture are most important part and make some change as per need of market
value. Form above report Hofstede’s cultural dimensions model is used in culture factor and Self
awareness is useful, because we have better understanding with our self. To be expresser our self
identified area.
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REFERENCES
Books and journals
Bilezikian, J.P. 2014. Guidelines for the management of asymptomatic primary
hyperparathyroidism: summary statement from the Fourth International Workshop. The
Journal of Clinical Endocrinology & Metabolism, 99(10), pp.3561-3569.
Laine, L 2015. SCENIC international consensus statement on surveillance and management of
dysplasia in inflammatory bowel disease. Gastrointestinal endoscopy, 81(3), pp.489-501.
Loirat, C 2016. An international consensus approach to the management of atypical hemolytic
uremic syndrome in children. Pediatric nephrology, 31(1), pp.15-39.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Mehta, R.L 2016. Recognition and management of acute kidney injury in the International
Society of Nephrology 0by25 Global Snapshot: a multinational cross-sectional study. The
Lancet, 387(10032), pp.2017-2025.
Hod, M 2015. The International Federation of Gynecology and Obstetrics (FIGO) initiative on
gestational diabetes mellitus: a pragmatic guide for diagnosis, management, and
care. International Journal of Gynecology & Obstetrics, 131(S3).
Van Der Aalst and et.al 2016. Business process management.
Beugelsdijk, S 2015. Cultural distance in international business and management: From mean-
based to variance-based measures. The International Journal of Human Resource
Management, 26(2), pp.165-191.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Luthans, F. and Doh, J.P., 2018. International management: Culture, strategy, and behavior.
McGraw-Hill.
Reiche, B.S eds., 2016. Readings and cases in international human resource management.
Taylor & Francis.
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