Research Paper On Cross Cultural Management

The territoriality principle holds that governments have the right to rule themselves as they see fit.

Traditional expectations hold that, when one is young, it is impossible to be knowledgeable and have the necessary experience and competence to manage successfully.

The cross cultural management study about convergence and the most recent theory about crossvergence have been one of the important management argument. This has been a great impact to the businesses as they compete with the highly competitive global environment in supporting culture diversity to all stakeholders. As much as possible, company wanted to established a set of common values for the organization but this is difficult to achieve thus the next important action to take is to understand how these multiple values evolve, understand its commonality and the best way to manage it. According to Myloni (2004, cited in Dunn and Shome, 2009, p. 527), managers regardless of their cultural background should know how to adapt similar-looking value to meet business challenges.

The purpose of this essay to demonstrate the cultural differences between the UK manager going to work as an expatriate manager in Colombia. By taking into consideration Hofstede, Bond, Trompenaars and other cross cultural management researchers to advise the UK manager about the Colombian culture, taking into consideration the differences between leadership styles, decision making, recruitment and selection, motivation, planning and team versus individual working.The reason for selecting Colombia was that according to the results by Geert Hofstede, these two countries are very opposite to one another. Therefore it will be good to compare the differences and the similarities between the countries’ culture.

With the unstoppable trend of globalisation, it becomes extremely significant for international businesses to have a thorough understanding of different cultures. Hofstede (1980, pp. 21-23) defines culture as ‘the collective programming of the mind distinguishing the members of one group or category of people from another’. This essay examines Hofstede’s cultural framework and suggests that Hofstede’s cultural framework is an outstanding and authoritative tool to analyze culture differences. In this essay, cultural frameworks will be discussed firstly, following by a discussion of my cultural scores and background. Finally, recommendations on cross-cultural management between China and Australia will be provided.

Cross culture is the interaction of people from different backgrounds in the business world. Cross culture is a vital issue in international business, as the success of international trade depends upon the smooth interaction of employees from different cultures and regions. A growing number of companies are consequently devoting substantial resources toward training their employees to interact effectively with those of companies in other cultures in an effort to foment a positive cross-cultural experience. Cross culture can be experienced by an employee who is transferred to a location in another country. The employee must learn the language and culture of those around him, and vice-versa. This can be more difficult if this person is acting in a managerial capacity; someone in this position who cannot effectively communicate with or

Culture is a predominant social aspect of society, which guides the way people think and act in their environment. Culture develops differently for all the various nations of the world, and in the context of international business, the challenge that arises for today’s managers is managing across these varied cultures effectively enough to render positive growth and productivity for the business organization. The influential factors such as individualism versus collectivism and masculinity versus femininity amongst others help categorize and identify cultural differences. The manager of international business has to be well aware of these differences and show consideration and care in dealing with cultural disparities that may be

The purpose of this assignment is to provide practical recommendations to the application of issues relating to cross-cultural and diversity management. The rise of the European Union and the ability for the workforce to move freely across borders enables employees to recruit from an international talent pool. This is advantageous in many respects but also leads to the rise in importance of consideration of issues of managing people from across many different cultures. Globalisation has also helped to contribute towards the growing talent pool as more and more

The goal of the author is to delineate the field of intercultural management and to clarify its content for the reader.

Current organizational change in China grants more autonomy to organizational leaders of the business system, at the same time, the role of top managers in leadership position is still enacted in a special manner.

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.

Effective cross-cultural management has to be grounded in a detailed knowledge of individual cultures. Discuss using examples from two multinational companies.

Better work would not be produced since nobody could object to anybody’s decisions. For as long as results were produced, the rest of the member were not ready to test the credibility of such results.

Cross Cultural management explains the behaviour of people in organizations worldwide, helping managers and firms to understand how to act in business matters dealing with the different cultures. (Adler, 2008)

Good organisational behaviour from a firm is to understand the core values of their host’s culture. Culture is shared knowledge, traditions and values of perception as a result of cognitive thinking and similar attitudes. In international management for long term investment, in order for the firms to conduct successful business globally, paying attention to the cultural aspects is key to being devoted to the residential conditions. Conjointly international managers will often apply culture as professional base of a corresponding communication with other firms or ethically in respect to society, long term this can form a quality correlation with the government who has the authority that regulates aspects of the law that can affect how domestic this company remains. Fonterra, is a New Zealand, dairy based company. With over one hundred successful manufactures globally, however Fonterra has in recent times had poor joint ventures, due to poor ethics of other parties. Specifically with a party based in China. (fonterra, 2014) A result of the poor unethical quality of the products made, lowered Fonterra’s credit rating. While Fonterra’s credit rating and reputation of ethics declining. In saying this, there is no evidence that this could lead to lost profits long term. However its business with China and reputation is not being consistently communicated correctly, as the quality of the dairy products are not meeting any