Cross Cultural Management

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Organisation culture:

An organisation culture is the combination of all the beliefs, values, ethics and rules followed by a business while operating in the environment. It defines set standards and regulation that every employee must be adhere to be capable of giving positive impact on the society and environment. The culture consist all the beliefs, cultures, religions, customs and expectations of the members as well as society. There are various kinds of cultural policies are set out within workplace which helps in accomplishing aims and objectives with support of the employees. In the case of Tanzanian project, the head managers is worried about the consistency of organizational culture and methods of foreign environment might get harm from the actions of Jones. The problems of culture may arrive when Jones takes decisions for hiring employees for the dam, project (Hao,  Farooq,  and Sun,  2018). As the people in Tanzanian are Christian and some of them are Muslims. The country has total population of 55.5 million and Swahili is the main language which is not yet spoke by countries people. English is the most known language which arise the issues of communication and creates language issues for workers. It also creates problems of interaction as  Jones is not interested in living with the high standards lifestyle and avoid fellows and peers at any tribal places. Due to these beliefs, Jones may loose the potential of getting foreign investors and trade.

Diversity

A business is looking for the diversified culture to keep positive image within the business environment. It is necessary to treat equally and provide opportunities to both male and female employees. In the modern world, equality and diversity become important aspects to work between society as it creates impact on the country. It is also one of the issue in the case study for HW as the head was not happy with the diversified culture of the organisation which leads to the risk of nepotism. Diversity leads to creates connections with female workers which might give rise to the Extortion process (LÃ¥ngstedt,  2018). Earning high incomes through foreign investors might be riskier for the organisation and it would impact on the image of organisation. Therefore, standards and limitation must be set so the employees would not cross the boundaries and maintain professionalism. Get best assignment help in UK @51% OFF

Motivation and HRM :

It is also one of the crucial topic and function within an organisation. Employees needs to be hired effectively and remain motivated to achieve throughout objectives of company. Motivation is an act of getting inspiration to work hard in expectation of getting rewards, appreciation and monetary benefits in return. As per Maslow's Hierarchy theory, an employee must get motivation as per 5 stages. Physiological needs states that, employees must get basic salary to owe basic livelihood such as food, shelter, water and clothing. Above this stage, the employees gets higher in their expectation as their require safety needs. It includes health insurance, claims, financial security and job safety. Also, love and belonging needs are also crucial to give motivation for the employees. They seek friendship, relations and interpersonal behaviour in the working environment. This is the crucial factor which motivate employees to remain motivated and give their potential efforts in the workplace. Another need of employees esteem and self actualisation needs which take the employees towards the dignity and self respect. Whereas, self actualisation needs are those which employees wants to achieve to highest of their potential.

Reflective report

A self reflection is the crucial activities which needs to be performed by every individual. Reflection is the effective way to get into own experiences which comes up with many key area that went well or some of them require improvement (French, 2015) . therefore, an individual will lead to acknowledge own capabilities and strength while taking experiences and analyse the need for improvement.

By analysing the issues through podcast on the case study of HW to gain insight of the impact to handover the project to Brett Jones, there are many key areas which have shown some positive facts of the Jones attitude and personality (Genc,  and Dede, 2020). It has found out from my experience of the case study that Jones is a great leaders, inspirational personality and true believer of his beliefs and work standards. The issues reflected on the case study is about the organisational culture and creating diversified workforce within the organisation. As the country does not have much effective development in terms of GDP due to lack in various cultural barriers such as language and diversity. These barriers stops the growth of foreign direct investment as employees are not able to communicate and attract foreign distributors in well manner. Therefore, the culture of HW has standards rules and policies under the instruction of its CEO. As he is devoted towards Christianity who strongly has secular and Christian values. So that, he tries to hire Christian people into the organisation to maintain an equal culture. It would not create a positive environment into society as Muslims will not get opportunity and unemployment take place into the country (Mahadevan, 2017). This will impact on the project of HW as people will not ready to accept the dam construction when they does not get valued. Therefore, Hofstede's cultural theories emphasize on analysing the work environment of others. It shows how the ethics, values and cultural activities carries out in the organisation to achieve unity and coordination in the team working. As per the collectivisms approach of this model, the organisation needs to look for collective development of individuals which will eliminate any personal biasses and all the people will enhance their knowledge. Therefore, the head of HW needs to ascertained this fact and avoid individuality to better provide opportunities for all the members. The power distance index of this model focus on regulating power in equal terms in the organisation. Power should be utilised effectively and there should be no missuses of it to get better results. Therefore, it must be in the hands of right individual to get it use in right manner. These power need not be divided as per class and culture rather, it must be serve as per individual talent and capabilities.

Apart from this issue in the dam construction project of HW, there were a lot more problems arriving in terms of hiring practices, issue of tribal events and maintain a multilingual environment within the organisation. These issues have come up with many uncertainties in the organisational HRM practices. There are not having any effective hiring procedure and standards rules to set a criteria for selecting candidates. The issues raises in the organisation is about nepotism as the head of the department believes that, these nepotism will creates problems In keeping good relations with the government and foreign investors as it will create negative impact on the dam construction project (Grosskopf,  and Barmeyer,  2021). The risk of nepotism threaten the managers due to which, women employees makes connection with foreign mangers or contactors to work for high income. This affects the work tendency of the HW. I have analysed that, these issues could possibly be eliminate through creating strict rules and regulation for the employees workplace agreement that he/she is not allowed to work with third parties, they should not get the actual information of client and there will be divisional organisational structure rather than the flat ones. Due to which, employees get free to take own decisions which is not in favour of company.  Organisational structure also plays vital role in keeping control over employees activities and helps in taking vital decisions for the company. It would not ruin the organisational cultural in terms of equality and diversity of the workplace where, no nepotism will take place. The topic of motivation and HRM has denote that, motivation is the key factors in the success of business or organisation. Workplace gets effective when employees are motivated and dedicated towards their work (Jackson,  2019). Therefore, it has analysed that these issues require much concentration on the major functional department of the HW such as HRM, marketing and operational. There is requirement to attract more foreign investors in Tanzania to grow countries potential and brings financial stability. Also, there is specific need to follow multilingual aspects which would not create language barriers while working on constructing sites, technical operations and dealing with clients. These are the major cross cultural issues which creates hurdles in organisation management.

It was a pleasure to be a part of this group work activity (Mahadevan, 2020). The project has showcase many facts and disclosure about the issues of cross cultural functioning in the organisation. Within my experience of working in groups was great and exciting. In this group task, every members was excited and ready to take the lead in podcast presentation as it is the major areas of business concerns. I was the team leaders who has responsibility to guide and divide the tasks amongst all. Therefore, we decided to read out the case study thoroughly and give self opinions one by one. It took us at least a whole day to analyse various issues. But the work went well as all the members were so patient and carefully performed their tasks (Guttormsen,  and Lauring,  2018). The things which have creates some issues of group project was lack of clear communication and proper setting of plans. At first, I and my team members were struggling to find the causes in case study due to some technical language. Therefore, I insists them them to prepare notes and write the issues separately so that, it would avoid confusion and lack of concentration. If I get an opportunity to indulge with similar projects in future, I would like to concentrate on my teamwork skills. It will help me to inspire and keep my group members on the right track and complete project activities within time. Get best paper help in uk from top writers.

CONCLUSION

The report has concluded that cross-cultural management is one of the most impacted issue in the organisation. It impact on the organisational working in terms of hiring and selecting candidates for carry out operation, marketing and other work functions. Therefore, the reports has outlined three key topic which are organisational culture, diversity and motivation. All these are essential to look for bringing out problems in the organisation. It will be overcome through making effective strategies for building great culture and using divisional organisation structure in the company.

Related Samples - Importance of the Cultural Diversity for the Business Productivity

REFERNCES:

Books and Journals:

Boussebaa, M., 2020. From cultural differences to cultural globalization: towards a new research agenda in cross-cultural management studies. critical perspectives on international business.

French, R. (2015) Cross-Cultural Management in Work Organisations. London: CIPD. Chapter 2.

Genc, R. and Dede, M.A., 2020. Cross-Cultural Management of COVID-19 Pandemic. Acta Universitatis Danubius. Å’conomica, 16(6).

Grosskopf, S. and Barmeyer, C., 2021. Learning from multi-paradigmatic sensitivity in cross-cultural management? Empirical and theoretical considerations. International Journal of Cross Cultural Management, p.14705958211019437.

Guttormsen, D.S. and Lauring, J., 2018. Fringe Voices in Cross-Cultural Management Research: Silenced and Neglected?. International Studies of Management & Organization, 48(3), pp.239-246.

Hao, Y., Farooq, Q. and Sun, Y., 2018. Development of theoretical framework and measures for the role of social media in realizing corporate social responsibility through native and non‐native communication modes: Moderating effects of cross‐cultural management. Corporate Social Responsibility and Environmental Management, 25(4), pp.704-711.

Jackson, T., 2019. Cross-cultural management: The context is our content. International Journal of Cross Cultural Management, 19(3), pp.247-249.

LÃ¥ngstedt, J., 2018. Culture, an excuse?—A critical analysis of essentialist assumptions in cross-cultural management research and practice. International Journal of Cross Cultural Management, 18(3), pp.293-308.

Mahadevan, J., 2017. A very short, fairly interesting and reasonably cheap book about cross-cultural management. Sage.

Mahadevan, J., 2020. The concept of culture in cross-cultural management: genealogical considerations. SAGE Handbook of Contemporary Cross-Cultural Management. London: SAGE.

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