Cross Cultural Dynamics Essay

However, he didn’t go into specifics as he was still preparing the meal with his friends. This caused me to become apprehensive about sharing this meal with them. I spent the entirety of my drive to his apartment contemplating what aspects of the way we were about to eat might differ from what I am used to. I wondered if it might have something to do with them getting into my personal space, which is “an individual’s variable use of space and distance.” (128) Personal space plays a large part in another key term that is vital in analyzing a violation of a nonverbal norm, proxemics. Proxemics is “the study of a person’s use of space.” (127) People who have grown up in the United States typically have a smaller tolerance for people getting into their personal space while eating than a person who was raised in Kuwait. This is largely due to the differences in cultures and expectancies held within each culture, however there are acceptations to these

The management of an organization plays an integral part in determining the direction and performance of the organization. The manner in which the management of an organization is handled has a profound effect on the organization. The success of an organization is dependent upon a flexible and skilled management and workforce. The management of an organization is responsible for shaping up the organizational behavior and ultimately the culture within the organization. Public management faces a multiple of challenges and opportunities, how the management deals with these issues translates to efficiency in management. The personal judgments and skills of public managers can make a significant impact in public management. If

My research is focused on the problems associated with cross-cultural communication and how awareness of culture, language, tradition, and business practices can increase the advantages to globalization. This report will be field specific in

Leaders who are well versed in the foregoing leader-follower communication concepts will also be successful in global and in cross-cultural environments (Rentfrow, 2007). For example, when leaders: (1) model willingness to engage others; (2) are sensitive to differences/diversity; (3) promote the establishment relationships beyond their immediate environment; and (4) eliminate organizational barriers, these principles are universal and

This paper discusses a cross-cultural conflict scenario in which a mediator must apply the appropriate skills to resolve the conflict. In order to resolve these types of conflicts mediators must apply a non-bias approach to the conflict because the mediator must perceive and identify the cultural differences in order to appropriately resolve the conflict. The mediator must facilitate communication, and they must invoke trust with the disputants for successful cross-cultural conflict resolution.

Rothman stands by the importance of effective leadership in accord with Schmitz, (2012) in “understanding cultural value dimensions in businesses” is significant for an organization. Since Dr. Rothman feels that globalization and new technology have fast, advanced in the last few years, it is also important, like Malonis statement in his article that “companies establishing a global presence devise strategies related to language cultural awareness and sensitivity.” (p. 347). Dr. Rothman understands that the process that an effective leader follows using the skills needed to build up an organization adequately is a combined effort of individuals working together. Recently he made a statement saying, “Ours is an institution that welcomes people from all countries and backgrounds.” It is important that the as a leader that the semantic ethic of any individual that other under their domain treat others that are different from themselves with respect alleviating intercultural conflicts. Knowledge and awareness of cultural values can enable leaders and managers to effectively manage and work through intercultural conflict and interactions (Schmitz,

Growing up in the United States I have discovered that this country is high territorial. This means that people value their space or "bubble". In my culture, space and boundaries are not important. This can be seen when people talk to one another. In the US when people communicate within each other they stand about arm's length, but in Mexico it is approximately 3 to 4 inches closer than the US (Reference for business, n.d). My culture likes to form a strong relationship with others that is why we stand close together.

This norm acts as social control teaching us how to avoid conflict or confrontation. There are a large number of reactions that can occur from a person stepping slowly away, ignoring us completely or some who will say that we are getting too close. Everyone acts differently and some will tolerate the invasion to certain degree. Even the fact that we execute this scenario on a man or a woman will get different reactions, as will the reactions of a younger or older individual. The reactions will be varied depending on each individual’s tolerance of personal space violation.

Looking at perceptions of meeting people for the first time can also come from the cultural context, for example if a Tourist from an Asian country travelled to visit Australia and was unfamiliar with the Australian culture, standing too close to someone could be considered as being intrusive or even rude; but in their culture would be the norm, i.e. jumping onto an overcrowded bus.

Cultural differences between countries have strong effects on individual personality and behavior, as well as on organizational culture (Hofstede 2001). These differences can be a significant barrier for an international business leader. Failure to understand and adapt to these differences may

Organization wants to achieve the objectives of sustained growth and increased profitability, organization must constant innovation its product or service, also need to carry out some plans to expand its business to enable an organization to have a better development. Organization expands its business cannot be confined to the domestic market must also move abroad, which effectively allows an organization closer to the global market and broadening the scope of business and profitability. However, business expansion is not as easy in this global environment, globalization has not only changed the enterprise competitive landscape also influence the way leaders conduct business (Caligiuri, 2006). Furthermore, with globalization, global leadership in terms of cultural knowledge needed to become more acute and require more advanced level of cognitive ability on the complexity of managing the demand of multiple cultures while completing managerial tasks (Caligiuri, 2006, Grosse, 2011). Therefore, the development of global management skills is very important for the global organizations and managers. Only effective in developing global management skills can help the organization reduce the risk of international business

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

Cultural differences effect many aspects of our daily lives. With the many different cultures embedded in the United States, it is important that everyone has an understanding and respect for the melting pot that is encountered daily in our communities, workplaces and schools.

This paper is a report on cross-cultural management, with the issues related to cross-cultural management being discussed in the paper. Additionally, the report has produced the future way of cross-cultural management, including how it can be improved in offices relying much on this strategic approach.

In times of rapid globalisation and economic development growth, the environment of business has become more and more complicated as a huge number of firms want to globally expand their businesses. Subsequently, the managerial implications of cross-cultural management is the challenge of this development. As Abbe (2007) states, cross-cultural leadership has developed as a way to understand leaders who work in the global markets. Culture is the “software of mind” that can influence people’s patterns of thinking and behaving.