People Management: Reflective Diary on Cultural Differences Module

This reflective diary explores the student's learning journey through a module on Cultural Differences and People Management. The reflection is structured around key topics such as cultural values in business and society, prejudice and stereotypes, expatriate performance, cross-cultural adjustment, language matters, and managing multicultural teams. The student utilizes Kolb's learning cycle (1984) to structure their reflections, detailing concrete experiences, reflective observations, abstract conceptualization, and active experimentation (though the provided excerpt ends before these final stages are fully elaborated). The diary showcases the student's evolving understanding of these concepts, highlighting the challenges and opportunities presented by cultural diversity in the workplace and the importance of effective people management strategies in cross-cultural contexts. The student emphasizes the enhancement of their skills and understanding, which supports better working within multicultural teams. Desklib provides access to this and other solved assignments to aid students in their learning.

Cultural Difference
Reflective Dairy

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
A reflective essay is the one that is used by the writer and leaner to examine and show
case the experience that is gained through a project or learning module which supports better
creation of the learning and understanding level (Churchard, 2022). Reflective essay tends to
forms out vital part of leaning as it tends to improves the student performance along with helps
in developing critical thinking along with enhancing higher growth through better discussion and
review of the experience gained during a project or activity. The current reflection is tending to
base on the core and main topic of the Cultural Differences and People Management for which
many modules and studies are made. Further, current reflection comprises of the learning and
understanding gain through the material and from the main concepts and ideas of the selected
chapters. The key article and material in which current reflective essay is tend to be based
comprises of the cultural values in business and society, prejudice and stereotypes, expatriate
performance, cross-cultural adjustment, language matters, and managing and working in
multicultural teams. Further, to support a more effective and systematic way of reflection on the
selected 6 topic use of the Kolb’s learning cycle 1984 has been also made.
Main Body
It has been seen that the reflection gives the brain an opportunity to pause amidst the
chaos, untangle and sort through observations and experiences, consider multiple possible
interpretations, and create meaning (Lindegaard Moensted and Day, 2022). This meaning
becomes learning, which can then inform future mind-sets and actions. The current reflective
essay is tending to base on gaining a better understanding and knowledge about the 6 main topic
that is being learned during the current module. The main focus of current study is to review
about the Cultural Differences and People Management along with having and leading a better
underdoing about the core topic of the cultural values in business and society, prejudice and
stereotypes, expatriate performance, cross-cultural adjustment, language matters, and managing
and working in multicultural teams.
A reflection can be made out that the current module is tend to be very informative and
knowledge for me that lead to enhancement in my understanding level on the core topic of the
cultural values in business and society, prejudice and stereotypes, expatriate performance, cross-
cultural adjustment, language matters, and managing and working in multicultural teams.
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Further, to provide and lead an improved and systematic way of the reflection about the
understanding gained by me during current project, an application and use of the Kolb’s learning
cycle 1984 which tend to be an experiential learning cycle that is a four stage process which
describes and supports the systematic way about the fact that how we acquire and embed new
knowledge. Along with this, the making use of the Kolb’s learning cycle 1984 also tend to
embraces the idea that we change as a result of experience, reflection, conceptualisation and
experimentation (Day, Webster and Killen, 2022). The key stages of the Kolb’s learning cycle
are discussed and presented below along with creating learning and discussion about the selected
topic to have higher growth and development of improved knowledge level.
Concrete Experience (CE): The current experience is based on the learning and
knowledge gained by me during the current project under which discussion and review of
various topic are made a reflection on which is made in current study. The 6 topic and key article
on the which my feeling and experience are shared tend to incudes and comprises of the Cultural
Differences and People Management, prejudice and stereotypes, expatriate performance, cross-
cultural adjustment, language matters, and managing and working in multicultural teams. While
learning and reading these article a feeling of gaining higher knowledge and improvement within
my underdoing level about the key concept of cultural difference and managing people along
with managing and working in a multicultural team has been made by me (Lee and et. al., 2022).
Reflective Observation (RO): It has been learnt and reviewed by me during current
learning that reflective observations can be impacted by preconceived notions and learned
ideologies, it is vital for leaders to consistently reflect upon their experiences and adjust their
approaches for solving new challenges and making critical organizational decisions. During the
reading and analysis of the selected article and topic “CULTURAL VALUES IN BUSINESS
AND SOCIETY” I got to learn and develop a better underdoing about the concept of the values
that tend to describe and define the string beliefs about the fact that is good, fair and just which
tend to be a major sources and based on the differences across cultures. Further, based on review
of this article I also got to understand and learn the culture’s values are tending to deep rooted
and reflected within the attitude and expression of an individuals which tend to have a significant
influence and impact on once behaviour and personality development (Kremer-Sadlik and
Morgenstern, 2022). Further, a deeper and better underdoing and knowledge about the
ethnocentric value is also tend to made by me that presents are describes the habit of the people
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which tend to comprises of using their own values and standards of culture when they view and
interact with other groups. Further, the other understanding that I gained from this chapter tend
to comprises of the fact that Milgarim’s classic experiment tend to show that there’s strong hold
of certain values in every individual which also presents the underdoing about the conflicting
values that tend to be set out the standards for once behaviour and activities. Along with this, I
learnt that the having the presence of the different value system at the workplace is the main
cause and reason behind the misunderstanding and resentment between the people that is known
as cultural difference which is seen in multinational workforce. Further, a learning about the
concept of the clashing communicative values is also being presented and lead out by this
chapter that is reviled based on the case study of an Australian and French employees which
reflects and present about the influence of values and perception that is tend to derived from
vales and cultural subgroup. Along with this, during the reading of this chapter I tend to have a
better underdoing and learning about the ethical values and corporate social responsibility that
forms a vital part of all companies to ensure an equitable growth while meeting and considering
needs of all stakeholders including environment and society at a large (Cheung, 2022).
The other topic that has been read and analysed by me is based on the chapter
PREJUDICE AND STEREOTYPES which tend to reflect that prejudice is all about having a
feeling of dislike and hatred of a person which tend to creates a negative perception and creates
tension during the cross cultural exchanges. Further, this, chapter also tend to provide and
support better underdoing of the racism theory along with review of the ethnocentric individuals
believe that is reflected in form of having inferiority and belittles as well as disparages with other
persons and culture that is seen at both workplace and wider society (Stuhrmann and et. al.,
2022). Thus, I tend to learned and had an experience about the fact that the ethnics as well as
racial minorities along with disables people and sexual monitories are the one who were the
frequent targets of the prejudice. Along with this, the employees who are tend to be perceived
and belong to different group because of their skin colure, dress or accent are tend to become the
target of the prejudice and discrimination who are also tend to be excluded from the informal
network of the co-workers. Along with this, I also learnt through this chose the being stereotype
is tending to be accurate as justify the prejudice and discrimination that it is threat full while
managing culturally diverse workforce. Beside this, a companion and understanding about the
traditional blatant racism along with the modern racisms is also present by current chapter that
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supports higher ethical and racial discrimination at workplace which is complete unethical and
lead to higher conflicts and chaos (Hudnall, 2022).
Further, I tend to also select the chapter based on the EXPATRIATE PERFORMANCE
which tend to provide a better understanding about the staff and managers who live and work in
foreign country usually for a period of more than 12 months. It has been seen that the expatriate
performance is tend to be ineffective in many cases and who tend to fail to complete their
assignment. I learnt that there are two main reasons and causes behind the expatriate staff the one
of which comprise of the inadequate performance while other tend to includes of the failure to
get adjust within foreign culture. Thus, based on the reading of this chapter I develop a feeling
and underdoing that to ensure the success of the expatriate manager and employees it is boat and
become necessary to make use of some appropriate techniques that supports higher motivation
and reduce the barriers of language such as cross cultural training and other effective approaches.
This selected chapter is also tend to associated and related with the topic of the LANGUAGE
MATTERS that has tend to associated with the setting a common and hierarchal way of
communication in a language that is understandable by all employees to supports easy flow of
information. Further, it has been also learnt and underdoing by me that while working in a
diverse workforce language difference is the most vital reason and cause of the cultural noise and
differences that leads issues in effective communication and creates many challenges associated
within cross cultural interaction (Tharapos and O’Connell, 2022).
The another important topic and chapter that has been analysed by me is based on the
topic of the CROSS-CULTURAL ADJUSTMENT that is reflecting and providing an analysis
about the challenges and issues faced by the people while working in an unfamiliar culture thus
many adjustment and modification are needed to effective work in cross cultural environment.
These adjustments are tending to be related and associated with the ensuring and leading
psychological wellbeing along with enabling effective communication skill in the employees to
support better working in cross cultural environment. Further, it has been also seen that ensuring
a stress-free cross cultural atmosphere based on professional and emotional adjustment to
support equal opportunity and fair treatment at workplace and in employee’s behaviour is
essentially repaired (Choi, 2022). Apart part from the final topic and chapter that has been
reviewed and selected by me from the current module is based on the MANAGING AND
WORKING IN MULTICULTURAL TEAMS that is tend to be very knowledge and vital for me
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to have improved understanding about managing cross culture workplace and working in
multicultural teams. I had learnt that in today’s dynamic business environment having
multicultural team are vital and effective in boosting the overall performance and success level
of a form based on improved creative and innovation level. But it has been also reflected that
analysed by me that many challenges and barriers are also faced while managing multicultural
team that is associated with language barriers along with higher chances of chaos and confusion.
Thus, this chapter is tending to be very informative for me as it enhanced my overall skill and
underdoing level that supports better working within multicultural team. I had learnt that the
Flexibility is an essential quality that is required while working in multicultural team along with
leading positive relationship to reduce the chances of conflicts (Boyd, 2022).
Abstract Conceptualization (AC): After analysis of the all the selected topic and chapters
the next step of reflection is to evaluate and analysis self-thinking and experience level to have
better underdoing and review of key concepts. On the basis of the first chapter that is based on
the CULTURAL VALUES IN BUSINESS AND SOCIETY I had learnt and develop a better
thinking and understanding about the fact that the cultural value is tend to be deep rotted within
the attitude and behaviour of the individuals. Thus, based on this chapter I developed a thinking
that cultural value plays a vital in impeding and creating positive cross cultural relationship as it
includes the removing and focusing on the ethnocentrism culture that describes the habit that
people have of placing their own culture at the top of a hierarchy and ranking all others as
inferior. Further, I also develop a positive thinking and improved understanding about the fact
that the Establishing a set of moral rules in the minds of all members is an essential function of
culture, but there are important differences in the moral rules produced by different cultures.
Further, in context to the second chapter that is based on topic of PREJUDICE AND
STEREOTYPES, I tend to develop a better thinking and underdoing level about the fact that the
having prejudice manner is also threat full while working and managing a cross culture and
diverse workforce as it tends to related and create the thinking and feeling of the dislike and
hatred for the diverse culture people that is threat full. Further, based on this chapter I also
develop a thinking that the being stereotype is also negative impacting the cross culture work as
it also tends to favour and support the feeling of prejudice (Churchard, 2022). Thus, I learnt that
to effectively and proper work within a cross culture environment it is vital to ignore and remove
the hearted feeling for diverse culture and should start respecting all people. Based on the next
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chapter in the topic of the EXPATRIATE PERFORMANCE I develop a thinking and reviewed
that the staff and managers who are working in a foreign country for the period of 12 months it
become essential to provide proper training and implicating ways and approaches that supports
meeting of their expectation. Further, I also understand and get to know that the Many expatriate
assignments are also tend to involve the transfer of technology from parent company to overseas
subsidiary. Thus, it become more important and vital for the Expatriate managers have to
overcome the problems that the transfer entails along with meeting the major problems that can
arise from lack of adequate local resources. This finding and thinking has also supported the
understanding and knowledge gained through the chapter of the LANGUAGE MATTERS as it
develops and supports the undertaking that removing and eliminating the language barrier is
must and essentially needed without having and working in diverse workforce. Finally based on
the chapter of the CROSS-CULTURAL ADJUSTMENT I developed a thinking that focusing
and emphasizing on well-motivated individuals is also needed to have a positive working attitude
within a cross cultural workplace (Lindegaard Moensted and Day, 2022). Beside this, through
this chapter a better underdoing and feeling of learning about the cross cultural adaption theory
has been made also made that is focusing on growth cognitive behaviour along with leading
effective communication and positive and respectful attitudes towards all culture. Beside this, the
pace and extent of the cross cultural adjustment tend to comprises of language skull, personality
adaptation along with having senses of extroversion and effective interaction at workplace.
Finally, in context of the topic and chapter of the MANAGING AND WORKING IN
MULTICULTURAL TEAMS I develop a better experience and thinking that working and
managing multicultural team require higher level of flexibility along with effective
communication and guidance to mitigate and overcome all set of conflicts and chaos faced
within multicultural teams (Day, Webster and Killen, 2022).
Active Experimentation (AE): It forms out the making use and application of the learning
that I gained through the analysis and review of the current experience and thinking level. I got
to understand that while working and managing a diverse workforce it is most vital and
important to remain away from all set of prejudice and stereotype nature at the workplace and
there should be no hatred or disrespect feeling among employees. Beside this, I also get to know
and have the experience of the usefulness of the cross cultural training as it has been seen that the
application and use of the Cross-cultural training has been found to reduce the number of early
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returns. Thus, it tends to be an important benefit of appropriate training is that it equips
expatriates with the knowledge and skills needed for effective relationships with host nationals
and encourages positive attitudes towards the host culture. Apart from this, it has been also learnt
and applied by the me that the mitigating language barrier is also essentially required to support
effective and better working within multicultural teams as it supports better flow of information.
Along with this, proper guidance and direction through application of the participative nature of
the leadership is also effective doing and application that tend to meeting the chances of chaos
and conflicts while working within a multicultural team.
CONCLUSION
On the basis of the current project a conclusion has been made that the reflective learning
provides an effective way of presenting and providing of the experience along with determining
the and exploring the change and development that has been get through these experience which
supports higher growth. Beside this, the review and reading of the selected topic is tend to be
vital and effective in developing a better understanding about the cultural value that tend to
present and reflect about the overall attitude and behaviour of the of the individuals. Further, this
project also provides a reflection about the usefulness of cross cultural training in supporting
improved cross cultural working through developing significant research. Further, it has been
concluded that mitigating language barrier is essentially required to support smooth working of
cross cultural team through reduction in conflict and chaos.
REFERENCES
Books and journal
Back, M., Kaufman, D. and Moss, D.M., 2021. Enhancing orientation to cultural difference: the
role of reentry work for teacher candidates studying abroad. Journal of Research in
Childhood Education, 35(2), pp.297-310.
Boyd, J., 2022. Filling the ‘Gaps’ in the Representation of Australia’s Cultural Diversity: The
Multicultural Imaginary of the NLA’s Oral History Collection. Journal of the Australian
Library and Information Association, pp.1-23.
Calotychos, V., 2021. Introduction: Interdisciplinary perspectives: Difference at the heart of
Cypriot identity and its study. In Cyprus and Its People (pp. 1-32). Routledge.
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Cheung, L.K., 2022. Sosa’s Reflective Knowledge and Xunzi’s Knowledge of the Dao. Ernest
Sosa Encountering Chinese Philosophy: A Cross-Cultural Approach to Virtue
Epistemology, p.119.
Choi, I., 2022. Intercultural warrant: deploying cultural warrant ethically. Journal of
Documentation.
Churchard, A., 2022. How can psychotherapists improve their practice with service users from
minoritised ethnicities? An application of the Declarative-Procedural-Reflective (DPR)
model of clinical skill development. the Cognitive Behaviour Therapist, 15.
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beliefs about reflective practice using a modified reflective practice
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du Toit, M.P., 2021. Blessed be:'The Handmaid's Tale'series as a case study in evangelical
cultural engagement. St Mark's Review, (257), pp.28-45.
Hudnall, M., 2022. Self-Reported Perspectives on Cultural Competence Education in Speech-
Language Pathology. American Journal of Speech-Language Pathology, pp.1-8.
Kleist, D.M., 2021. The Reflective Model of Triadic Supervision as a Means of Fostering
Cultural Humility. Journal of Contemporary Psychotherapy, 51(3), pp.219-226.
Kremer-Sadlik, T. and Morgenstern, A., 2022. The reflective eater: Socializing French children
to eating fruits and vegetables. Appetite, 172, p.105954.
Lee, E. and et. al., 2022. Microskills of broaching and bridging in cross-cultural psychotherapy:
Locating therapy skills in the epistemic domain toward fostering epistemic
justice. American Journal of Orthopsychiatry.
Lindegaard Moensted, M. and Day, C., 2022. Operationalising cultural competency in the
context of substance use treatment: a qualitative analysis. Drugs: Education, Prevention
and Policy, 29(1), pp.76-84.
Stuhrmann, L. and et. al., 2022. Parental Reflective Functioning and Its Association With
Parenting Behaviors in Infancy and Early Childhood: A Systematic Review. Frontiers in
Psychology, 13.
Tharapos, M. and O’Connell, B.T., 2022. What processes do academics undertake in an
international teaching experience that reveal their cultural intelligence?. Accounting
Education, pp.1-33.
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