Level 5 CCM: Analyzing Cross-Cultural Management Case Study Problems

This report analyzes a cross-cultural management case study involving Hydro Generation (HG) and its project in Tanzania, focusing on the challenges posed by Brett Jones's management style and cultural integration issues. The report identifies conflicts arising from Jones's approach and the differing perspectives between Western and Tanzanian ways of doing business. It employs motivation theory, particularly McClelland's Need Theory, to understand employee needs and suggests strategies to improve equality, diversity training, and communication within the organization. The report also reflects on the student's team project experience, applying Tuckman's model of group development to address team dynamics and conflicts. The student proposes the Thomas Kilmann model and improved communication strategies for future group projects. The report concludes by highlighting the importance of effective communication, feedback, and a collaborative approach to resolve cross-cultural conflicts and promote a cohesive work environment. The report emphasizes the importance of understanding and managing cultural differences to achieve organizational goals and maintain positive employee relations.

Running head: CROSS CULTURAL MANAGEMENT
Cross Cultural Management
Name of the Student:
Name of the University:
Author’s Note:

2CROSS CULTURAL MANAGEMENT
Cross cultural management issues are very common issues taking place in almost all the
work organizations (Stanley et al. 2019). Diversity is one of the main reasons because different
clients come from different social and economic or ethnic backgrounds. It is for this reason that
there is much diversity oriented or cultural issues or class clashes (Platonov, 2016). It is evident
from the case study that one of the major diversity issues that were seen in the organization is
conflict among employees (Sealy 2018).
It is also evident from the given case study that he totally resents the western managers
and does not like them. This is making him distant from the other employees (Stanley et al.
2019). The motivation theory is being used because it seems that the employees in HG Company
have to be motivated so that they can give up their cultural differences and are able to get a
proper organizational culture. McClelland’s Need Theory can also be used here as there is the
need for power seen in Jones. He is concerned about the recruitment of the local people in the
HG Company which is fine for the current project of the company. However there are certain
habits seen in Jones through which he shows that he discards the western way of living. He
wants to influence others and be in control of events. However he has to carry on his demands in
a positive way so that he doesn’t’ offend anyone (Vasilopoulos et al.2018).
 It is recommended that Jones and the other HR executives of HG company focus
over equality in terms of recruitment and also representation. Word of mouth
strategy that was being used by Jones must be stopped so that he can maintain an
quality in terms of recruitment

3CROSS CULTURAL MANAGEMENT
 Diversity training must be developed so that all employees where from Tanzania
or for any other places are able to embrace the cultural difference of each other
and work with a common goal.
 A regular feedback system along with horizontal communication system must be
developed so that they are able to make all the policies transparent among each
other.
 There must be some facilities for on job training services as well so that they are
able to give the cross cultural training sessions to their employees. Employees
will be able to learn new things and also carry on with their usual office shifts
within the given time.
2nd part
I was working with my group over this case study. I wanted to make sure that that all my
team members are able to learn good lesson from the given case study are also able to overcome
the issues that are going on in the group (Gonzalez et al. 2017). Initially the group was working
well. However after a week, I realized that there was the issue of difference among opinions of
my team mates. This was because there are cultural differences and the cultural diversity was not
well managed in my group.
Forming
In this stage I tried to explain the importance of cross cultural and diversity programs. My
idea was to arrange for a cross cultural and diversity training program so that all the team
members coming from different cultures are able to understand each other and then be able to

4CROSS CULTURAL MANAGEMENT
solve their issues. However I saw that the team was not willing to take part in these workshops as
they were uncertain about the whole idea (Kiweewa et al. 2018).
Storming
This is the second stage where things often start getting sorted along with some or the
other prevailing differences. I realized that my team members were now trying to use their use
intellect and understanding capability so that they can cooperate. However, they were still not
sure as to why they are being asked to devote more time towards the cross cultural and diversity
training campaigns after their shift hours. However they listened to me when I explained that we
have to work together as a team. The entire team has to accept the opinions of each other and
then reach to a final conclusion.
Norming
It is in this part that I finally saw that the team members were attending the diversity
workshops and were giving in their full effort to understand about the ways in which they can get
rid of the cultural clashes. (Garcia, Gonzales and Orence 2018).
Performing
It is the last stage during which the employees have to make sure that they understood
their roles and are now trying to ensure that there are no further issues. All the members were
now able to lean about the cultural differences and also abide by the overall common goals and
objectives of the team. Gradually the issue of difference of opinion as solved and now the team
was actually working properly (Miranda et al. 2020).

5CROSS CULTURAL MANAGEMENT
I have realized that in future if there is similar issue in my team, I will be using the
Thomas Kilmann model in order to solve these issues or the conflict (Collins 2018). In this
project with my team, there was the lack of effective communication. However I will try to
develop a free moving horizontal and effective communication system in future while working
with any group. I will also make use of the Thomas Kilmann model so that the arising conflicts
are solved in a time optimizing manner.
Competing
This is the model in which the involved parties do not wish to give up but they always try
to make sure that they are using their power to prove their point and be able to come to a
resolution. This is the method where the involved parties try to use their individual powers or
their capacity of arguments to make sure that they are trying to make the decision as per their
choice (Miranda et al. 2020).
Accommodating
This is the model when any one of the involved parties tries to overlook or neglect their
own motives or their own demands (Garcia, Gonzales and Orence 2018). This is useful when the
two involved parties try to solve the issues at all costs without being able to fight any kinds of
battles (Jones 2019). This is because of the fact that accommodating method will help the parties
to be able to get the result at the right point of time and also to make sure that there are no further
issues being carried on and that they are able to solve the issues without being harsh towards
each other (Polga-Hecimovich, Carey and Horiuchi, 2018). However, in future, if I have to carry
on such assignments then I will always try to take some extra measures. I will always try to
communicate with my team members so that they are able to understand the issue and also
cooperate from the begging. In my current team project I realized that communication was

6CROSS CULTURAL MANAGEMENT
missing. I was not able to carry on an effective horizontal communication system (Kamales
2019).
Avoiding
Avoiding is unassertive and uncooperative method. This is the process where the
employee tries to ensure that they are not entering into any kinds of confrontations (Owoseni et
al. 2017). They try to get rid of the different issues by stepping aside (Kamales 2019). However
this is not right because they have to understand the issues, face them and then be able to make
sure that the issues are being solved (Guttenberg 2020).
Collaborating
This is the method that can be used by the organization to make sure that the two
involved parties are trying to ensure that they are putting forward a proper collaborative and joint
effort (Platonov 2016). This will ensure that they are putting forward a joint collaborative effort
and trying to maintain the different conditions being given by each other (Polga-Hecimovich,
Carey and Horiuchi 2018).
Compromising
This is an assertive and also cooperative method that is often used by the organization to
ensure that the involved parties are able to solve the conflict in a cooperative manner. In other
words the two parties have to give up some of their demands and ensure that their wishes are
being partially solved (Guttenberg 2020) I feel that this will be the best way on which such cross
cultural or diversity conflicts can be solved. I will always try to make the team members come

7CROSS CULTURAL MANAGEMENT
together and be able to solve the issue. I will try to give some additional rewards to the team
members so that they are able to cooperate and solve the issue (Gonzalez et al. 2017).
Therefore, if I am facing any situation like this in future, I will try to develop an effective
communication right from the beginning. I will always try to get the feedbacks and opinions
from my team members so that they do not hesitate ever. I will try to reach out to them and know
about all their issues so that the needed help and support can be given.

8CROSS CULTURAL MANAGEMENT
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