The Key Effects of Regional Culture on Global Consulting Firms

This report examines the significant impact of regional culture on the corporate organizational culture of global consulting firms. It identifies several key issues, including employee discouragement, under-equipped supervisors, high employee turnover, increased conflict and tension, and breakdowns in communication. The report highlights how these cultural challenges, stemming from differences in language, values, and practices, can directly affect a firm's operational efficiency, employee satisfaction, and overall business performance. The analysis emphasizes the importance of understanding and adapting to regional cultural nuances to foster a more effective and harmonious working environment, improve communication, and mitigate potential conflicts. The report also underscores the need for consulting firms to develop strategies for managing cultural differences to ensure successful international operations and maintain a competitive edge in the global market.

International Management
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Contents
TASK 2............................................................................................................................................3
Discuss about the key effect of regional culture issues on corporate organizational culture of
global consulting firm..................................................................................................................3
REFERENCES................................................................................................................................7
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TASK 2
Discuss about the key effect of regional culture issues on corporate organizational culture of
global consulting firm.
The role of culture in influencing the international business management practices and
approaches is an undisputed fact. The global consulting company operating internationally is
growing constantly. The entire world is opening up for foreign enterprises and new destinations
in the organization business are increasing.
When going the international the challenges the global consulting firm must handle new or
unfamiliar. Different obstacles of firm never faced before are considering as crucial in every day
work. Sometimes, consulting firm have faced the obstacles related the regional culture issues that
directly affecting on the business (Kassem, Ajmal and Helo, 2019). The problem involves
language, pricing difficulties, collisions culture which are not considered as uncommon,
especially during starting the business into different countries. The global consulting firm must
able to handle the complex situation in order to satisfy the employee need and requirement.
According to my opinion, I have been identified key effect of regional culture issues that
directly impact on the corporate culture of consulting firm.
Employees are discouraged, unhappy and bored: It is one of the most common issue or
problem that directly affecting on the overall business operation and function. Regional culture
may have de-motivating the staff members due to poor working environment. Sometimes, a
leader is not identifying the suitable need by consulting firm. There are large number of
candidate interact with the consulting firm to find their suitable job profile. In case, if employees
are already feel discourage that directly impacts on the candidate and not understanding the
specific need of client in proper manner.
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Supervisors are under –equipped: it is considered as regional culture issue that naturally give
supervisor of different person. But they have not considered an appropriate equipped to maintain
or control the perception of employee. On the other hand, New Supervisor thrown into deep end
of pool will feel so much anxious. The insecure supervisors will face the issues and difficult to
manage or handle the business activities (Liu, Chan and Liu, 2019). Furthermore, it will rankle
the staff members and also reinforced the negative cycle. Before consulting firm will think about
the supervisory training that need to open lines of communication. In this way, it can easily
define the supervisor’s role within organization.
Turnover is too high: If individuals are leaving the consulting firm that regularly to get better
jobs. Sometimes, it is not applicable in business plan to employ a revolving the door of short
time intervals. This type of issue may increase turnover and thus creating culture or environment
problem. Main solution is once again to back off on their policies and procedures that provide
the employee as voice.
Conflict and tension is becoming palpable- It is one of the most common culture problem
between leader and team members. In this way, it can be increased the conflicts among different
members. Within consulting firm, there are no body talks about it because they are afraid. In
global consulting, no one want to be bearer of bad news but this problem may increase a lot of
stuff among staff members. In this way, it is directly affecting on the overall business
performance and efficiency. It is an essential part of consulting firm to create an effective
working environment so that each and every staff members share their own opinion or view
point.
Lack of communication and flows down- The unhealthy culture or environment of
organization is flows down the communication between different employees. That’s why,
enterprise put out the memos and across board email blasts to communicate with their staff
members. In global consulting firm, everybody want to talk about the individual person’s
opinions because it matters a lot in term of business growth and development.
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The culture does not exist in a tangible sense but exist in the imagination and only useful in so
far as far. It helps for understanding and predicting the phenomena in real world. The regional
and corporate cultures are quite different. National culture is mainly belonging to anthropology,
organization culture to the sociology. The management of enterprise can never change but
requires to understand the different policies, procedures.
The corporate culture showed that may differ mostly at level of value, while regional
culture differ mostly at level of practices such as Symbols, rituals and heroes (Soomro and Shah,
2019). When global consulting firm have established their business in different countries such as
Japan, Brazil and so on. In this way, they can adopt the culture or environment according to
them. At certain level, regional culture oppose the similar individuals, organizations and
institutions across the countries.
There are some aspect of regional culture that manifest themselves in the particular
negotiation situation or condition. Global consulting firm have already established the business
into different countries so as foreign partner not only speak language other than one’s own. It
have been increased the tendency for differences within regional or corporate culture. It directly
affecting the overall business in term of performance. For Example- Some individual’s prefer to
do their enterprise meetings with foreigners in formal manner. It would be offended to be
addressed by their name, believe that consider informal style. At that time, it can identify the
culture differences on the basis of their background (Wang, 2019). In order to develop
misunderstand each other, if they negotiate without previous knowledge of particular
assumptions, values.
Although the purpose of corporate culture may be carried out the different process that
always influenced by norms, standards, value of participants. At least, they have only focused on
the regional culture so as increasing the conflicts among them.
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From above discussion, I have been examined the regional culture issues on the corporate
culture which involved in the global consulting firm deals would like to build up personal as well
as closer relationship. Also improve own understanding towards culture which is not become
easier task to adapt the different norms, standards. Therefore, it would require to aware and
follow some regulation that make their business activity more compatible.
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REFERENCES
Book and Journals
Kassem, R., Ajmal, M. and Helo, P., 2019. Assessing the impact of organizational culture on
achieving business excellence with a moderating role of ICT. Benchmarking: An
International Journal.
Liu, Y., Chan, C. and Liu, C., 2019. Unpacking knowledge management practices in China: do
institution, national and organizational culture matter?. Journal of Knowledge
Management.
Soomro, B.A. and Shah, N., 2019. Determining the impact of entrepreneurial orientation and
organizational culture on job satisfaction, organizational commitment, and employee’s
performance. South Asian Journal of Business Studies.
Wang, C.H., 2019. How organizational green culture influences green performance and
competitive advantage. Journal of Manufacturing Technology Management.
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