Analysis of Intercultural Management in Business MAR015-2 Case Study

This assignment analyzes a case study focusing on intercultural management challenges faced by an American manager, Mark, in India. The report identifies Mark's mistakes in understanding cultural nuances, communication styles, and work ethics. It provides solutions to help Mark navigate these cross-cultural problems by applying Hofstede's and Hall's intercultural theories to explain the differences in power distance, uncertainty avoidance, individualism, time orientation, and communication styles. The assignment also offers practical advice for Mark, emphasizing the importance of understanding cultural dimensions to foster effective communication, collaboration, and successful business outcomes. The report concludes by highlighting the importance of intercultural management for global business success.

Intercultural
Management in Business
MAR015-2
1

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Where did Mark go wrong?....................................................................................................3
How could you help Mark better understand this cross cultural problem?............................4
Use intercultural theories to explain it and support your discussion......................................4
Some advice to Mark:.............................................................................................................7
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8
2

INTRODUCTION
The term inter-cultural management refers to a combination of certain insights or skills
that are needed in order to compete and adjust with various variations across different nations
such as at multinational level having culture at regional area for different levels of management
within business (Amann and Jaussaud, 2020). The concept of cross cultural management in an
organisation helps businesses in knowing capital or other resources such as humans at various
cultures in company. The present report focuses on applying theories of culture or ideas that are
relevant in order to develop different solutions so to present awareness of inter-cultural concept
in different aspects of business firm. The cultural theory comprises of Hofstede model and Hall's
model which shows different behaviour of managers in different cultural forms. The report
comprises of understanding and study of a case where Mark has arrived American manager in
India and found several issues to which he is looking for solution by analysing several inter-
cultural aspects of company through application of theories in order to solve such issue.
TASK
Case 1:
Where did Mark go wrong?
According to the given case, employees related to various businesses in several countries
posses different methods of performing their work or code of conduct for their businesses. In
relation to Mark, the manager from America goes wrong while finding appropriate methods
assistance of which mangers from Indian business can manage effective communication and
coordination with employees or other people in order to have exchange of their point of views
along with several ideas and thoughts in respect to all employees who accordingly makes them
convinced to work for company. Other than this Mark was incompetent to have proper analysis
and understanding of workings and conduct by human resource department of Indian businesses
due to presence of high level of differences between cross cultural functioning of Indian and
American business firms. Mark the manager form American firm was not appropriate in
developing effective and proper communication with employees of India due to variation in
levels of Intelligence Quotient along with huge differences in language which acts as a barrier
that gave birth to a result of misunderstanding and several conflicts with human resource as well
3

as company's employees. The differences in language, code of conduct, IQ level, co-ordination,
understating power, etc. too Mark towards wrong path in analysing employees.
How could you help Mark better understand this cross cultural problem?
Mark can get help through offering adequate insights or views that are related to
variations in cultures at different countries which can assist him in knowing and understanding
problem related to cross cultural aspect in manner through modification. Emphasis of Mark on
applying and adhering to the most appropriate approach of cross culture in order to get
understanding of workings and functioning of company's employees along with exchanging of
their views and thoughts with each other in order to get familiar with their ideas or opinions that
can help Mark in knowing the exact issue or problem. Through offering various awareness to
Mark in relation to variations in cultural aspect through presence of diversity and different style
of communication among human resource or employees of Indian company with human resource
from America will help manager in getting idea or understanding the several issues related to
cross cultural differences.
Use intercultural theories to explain it and support your discussion.
Theories of inter cultural concepts are listed for various disciplines that comprises of
several different aspects that are related to addition in culture for special type of group. In
general context, theories of inter culture has emerged from different groups that are prevailing in
society along with difference in cultures and their ways which creates an effect on
communication (Barmeyer, Stein and Eberhardt, 2020). Based upon the present case study
applying Hofstede culture of theory or model along with Hall's theory of culture is suitable and
helps in understanding different behaviours or attitude of company's managers within two
various types of culture.
Hofstede Model of Culture
This theory of culture was being formulated by Geert Hofstede which covers all different
dimensions of culture that keeps surrounding near inter-cultural integration. All the mentioned
dimensions describes the impact of culture upon society which is being integrated by values and
morales of people living in it (Birdie, 2020). The different elements of Hofstede model of culture
4

comprising variant features pertaining to behaviour of management is being mentioned below
within various cultures:
 Power Distance Index: The dimension of culture theory describes the limit up-to which
powers are being accepted and is distributed by management authority by adopting policy
of equity (Dang and Zhao, 2020). In the present case of Mark who is an American
manager. Under this scenario the company's style of management is surrounding towards
small level of power distance in which Mark or his company apples management style
comprising participation of their employees in several business decisions along with an
flat style of organisation having staff which are less supervisory and possessing
decentralised responsibility for making any decisions. However, in context to Indian
culture the managers are much comfortable on adoption of large level of power distance
where they are able to possess centralised form of authority for decision making having
long level of organisational hierarchy. Possibility of inequality and high supervision of
staff is being founded here.
 Uncertainty Avoidance: This dimension of culture theory given by Hofstede describes
about the limitation of company's managers up-to which they possess certain capabilities
for accepting and coping up with situation of uncertainty by neglecting any kind of stress
or tension (Huang, 2020). In context to culture of America, the managers feels
themselves comfortable in adopting low level of uncertainty avoidance having more
focus on developing employees, keeping welcoming nature and harmony to the
undetermined contingencies or situation. On the other hand managers from culture of
India possess their attitude towards high level of uncertainty index where the carry
restrictive tolerance towards unfamiliar circumstances that arises in organisation.
 Collectivism and Individualism: Under this dimension of Hofstede theory the
discussion on extent of employees integration towards group is being paid emphasis
(Kohli, Bagwe and Haskollar, 2020). In relation to Culture of America the managers
carry behaviour or attitude of collectivism implementation for having certain
considerations towards achievement of organisational goal or objectives. On contrary to
this, managers from Indian culture carries their attitude towards individualism
implementation in order to attain goals of individual nature keeping it as priority.
5

 Short term and long term orientation: This dimension pays its focus towards views
and opinions of society that in relation to time period (Lygina, 2020). In context to
American culture, the managers tend to have long term orientation in order to achieve
sustainability as well as growth for long term. In relation to Indian context, the managers
plans for short term orientation in order to grab sustainability as well as growth. Restraint and indulgence: The last dimension of theory pays its emphasis on attaining
happiness (Mayer, 2020). The mangers from American culture keeps an attitude of
involving feature of indulgence in order to have good environment through paying
gratitudes whereas Indian culture managers carries an attitude of restraining nature which
defeats the presence of gratitude pertaining to the needs of individual employee.
Hall's theory of Culture
The one more theory in line to culture is Hall's theory which is being developed by
Edward T. Hall. The theory describes different elements which are being illustrated in relation to
behaviour of management within cultural difference. The elements of theory are being
mentioned below:
 High and low context: This aspect of Hall's theory describes about exchange of
messages within culture or place of work (Spencer-Oatey, 2020). In context to culture of
America, the company's managers have attitude towards lower context of culture where
messages are being communicated in very clear and easy way by having focus on verbal
form of communication within organisation. On the other hand, Indian culture managers
tries to have communication through non verbal form having reserved or inward reaction
towards high level of commitment in organisational relationships.
 Time period: This comprises of two time frames such as poly-chronic and mono-chronic
in organisation (Talalova and Werthschulte, 2020). In relation to culture of America, the
managers possess time frame of mono-chronic nature in which they attains one activity at
single time having high emphasis on work on hand along with carrying an assumption
towards careful planning as well as scheduling. On the other hand that is in context to
culture of India, the managers are much comfortable and adopts time frame of poly-
chronic nature where employees possess their values with material substances along with
working on over time.
6

On the basis of above interaction upon various theories of culture, the American manager
Mark should pay its emphasis on adoption of both forms of cultural theory in order to gain more
insights upon culture of American as well as Indian organisations. This helps Mark in solving his
query or any issue that can arise during his work. Knowing culture of both the nations will assist
Mark in taking better decisions by keeping organisational culture in mind for the benefit and
success of organisation along with maintenance of healthy and positive working culture.
Some advice to Mark:
It can be advised to Mark that it is beneficial for him to apply both that is Hofstede and
Hall's theory of culture into consideration so to get proper understanding of Indian companies
workings or functions along with appropriate implementation of such aspects in order to have
develop effective and healthy relations so can be helpful in persuading and motivating them.
This can be helpful for Mark in knowing Indian employees view points, opinions, perspective
that can be utilised in order to have successful achievement of tasks or activities along with
having innovative idea for further operations or activities. Other than this, it is also been advised
to Mark to get support and assistance form managers of Indian branch in order to have effective
and proper handling of employees in company to perform their task adequately.
CONCLUSION
From the above report based on case study it can be concluded that it is very essential to
understand all connected components or aspects related to inter cultural management for
company managers in order to work or function over various different cultures among several
nations. It is possible that company managers can go wrong while understanding or getting
different modes of working or action within various culture that may be different from each
other. Managers can get assistance through offering adequate concepts that can help them in
gather proper information or data about the reason due to which a birth of cross culture problem
has taken place. By applying Hofstede theory of culture and Hall's theory of culture a manage get
proper understanding of different features that are related to several behaviours of management
inside different cultures of a company. It is very necessary to resolve cross cultural issue so to
have proper and effective workings in an organisation that can bring success to the company
from overall aspect.
7

REFERENCES
Books and Journals
Amann, B. and Jaussaud, J. eds., 2020. Cross-cultural Challenges in International Management.
Routledge.
Barmeyer, C., Stein, V. and Eberhardt, J.M., 2020. Third-country nationals as intercultural
boundary spanners in multinational corporations. Multinational Business Review.
Birdie, A.K. ed., 2020. Cross-cultural Exposure and Connections: Intercultural Learning for
Global Citizenship. CRC Press.
Dang, L. and Zhao, J., 2020. Cultural risk and management strategy for Chinese enterprises'
overseas investment. China Economic Review. 61. p.101433.
Huang, J., 2020. Intercultural Management as a Powerful Business Tool. In Sino-German
Intercultural Management (pp. 9-26). Springer, Cham.
Kohli Bagwe, T. and Haskollar, E., 2020. Variables Impacting Intercultural Competence: A
Systematic Literature Review. Journal of Intercultural Communication Research. 49(4).
pp.346-371.
Lygina, O., 2020. Intercultural differences and their importance in the formation of HR
management strategies in corporations. In Актуальные проблемы экономической
деятельности и образования в современных условиях (pp. 170-177).
Mayer, C.H., 2020. Mediation Techniques in Intercultural Contexts. In Intercultural Mediation
and Conflict Management Training (pp. 139-141). Springer, Cham.
Spencer-Oatey, H., 2020. Intercultural Competence and Harmonious Intercultural Relations:
Interdisciplinary Perspectives and Insights. China Media Research. 16(2).
Talalova, L. and Werthschulte, D.K., 2020. ADAPTING TWO CULTURES (A GLANCE
THROUGH THE HOFSTEDE'S CULTURAL DIMENSIONS MODEL). In
FUNCTIONAL ASPECTS OF INTERCULTURAL COMMUNICATION. TRANSLATION
AND INTERPRETING ISSUES (pp. 12-18).
8