Managing Cross Culture Assignment Sample
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Introduction
Our world is compromised with unique diverse cultures. Cross cultural mixing always upraise a better culture and a better learning. Cross culture posses’ multidimensional way of living and when this concept of cross cultures is involved in workplace posse’s better productivity and outstanding ideas. Every culture must embrace the concept of other culture. This part of the essay will highlight about a reflective study based on cross cultural competence in work place as suggested by Cox model.
While in second phase of the task it discloses about American Biotechnology. Inc (ABI) is one of the emerging biotech company that has merged with the Hangul business group (HBG) to expand their business even in the Korean market and became AmKor technology. This company has a strong infrastructure of research and manufacturing unit. The two companies experience varieties of cross cultures. This company shows the epitome of mixing amicably both the American and Korean culture. Hangul Business Group or HBG showed joint hands with AmKor technology so to increase their recognition in the international trade. This part of the report will highlight instances of AmKor technologies and analysis based on the present scenario of the company using Tompkins (2002) case analysis guideline.
Task 1
Elaine Cox suggested reflective model based on this model the following case study is analyzed.
Description of experience
I am a student of MBA and working junior manger in a small firm. I am appointed as a trainee for six month and I was given an ultimatum of 6 month based on my performance my job application will be retained. Our firm is focuses on production of different cosmetics. It’s not a big company but its slowly expanding. We have different advanced human resource, technical resource as well as unique research and development sector. Employers from various backgrounds work in our firm. Different types of cross cultural environment enriched the firm community (Tuleja, 2014).
Although being the junior most managers I always felt that our company follows gender biasedness. They prefer in taking more male employers other than the female and this also reported that male are paid high in compare to the female. Moreover people speaking in different languages other than English are also neglected irrespective of their performance. On the contrary human resource department always prioritize the persons who speak English and increases their salary based on their performance. It is evident no matter what better performance provided by the female and people belonging to different community and speak in different dialect neither paid nor given attention properly. This creates a cold war between the managerial section and the employers. Moreover I was advice to follow autocratic leadership in which only managerial class has the authority to take decision without thinking the welfare of the employers. This creates a complete scenario of the disputes among the members. Moreover I also advice some of the old employers to follow some new procedures or technique during research and development but they were totally reluctant to adopt with new techniques or new culture of work (Cox, 2015)..
Thus ultimately during the audit the financial manager announced that the total turnover is dropping and this is only because of the reduction productivity. He also suggested that without maintaining proper unity among the employers the company will never achieve their fundamental profit (E.B. and Levy, 2016). He clearly acclaimed that there must be a complete unified mixing of various cultures and all the problems can be resolved if all the employers are flexible in working with each other. He realized the disparity is mainly due the non- acceptance of various cultures of the company thus he asked the human resource manager to solve all the discrepancies that are constantly hammering the effectiveness of the employers.
Reflection
It’s a Meta cognitive skill in which I critically think about each one of the situation and tried to analyze the situation in every possible manner. I have also noted every point that I have learnt during my training periods or the circumstances that I felt like changing. Based on this visualization, I reviewed that gender biasedness is completely disrupting the positive concept of cross culture (Carbaugh, 2013). Everyone must have proper acceptance of varied culture as variation can be brought by conglomerations of different culture within a work zone. Moreover acceptance of innovation is another positive approach towards cross cultural evidence. Thus when I encountered with above mentioned cross-cultural disparities I personally felt eradication of this ambience and showing more gratitude towards ever culture irrespective of gender, community, language and region and paving equal respect towards it can only bring harmony and effective productivity in a firm
Influencing factors
I am truly influenced by the finance manager who can ultimately judge the root cause of disunity and lack of productivity I will try to promote equal salary for both men and women if they pose equal work in same designation (Nanda, 2014). In doing so I will show a clear acceptance of cross culture and thus I will try to respect each and every culture in a work place so that people felt respected. Some of the internal factors like various facial expressions that employers often posed towards the manager shows their disrespect. Lathery while working in the firm which requires true motivation by the managers infers the most potent external factors.
Learning
From the above case study based on the reflective point of view and ethically I learnt that gender biasedness is one of the most detrimental issues as this only prioritizes a specific group of society. Thus, the remaining becomes completely reluctant to show any kind of dedication toward the company. This creates disunity among the company. Moreover I also learn practically that if the old people are not able to adjust or accept any newer technique of work, can lead to a major demerits in production field (Muhammad et al., 2015). Managers must always find more innovative and newer technique of ideas to compete with rival companies. Thus innovation and invention must truly welcome to achieve a greater success. As a future manager I will definitely try to eradicate gender biasedness, from my company. Thus I learnt personally and aesthetically that employers are the brick wall of a company and ensuring their comfort during work and acceptance of innovation and respecting them irrespective of any community is the key to the path of success (Carbaugh, 2013). Moreover every company must ensure complete cross cultural variation and respect towards every culture of people.
Task -2
Challenges and responsibilities for global managers
List the facts
In the above mentioned case study Mathew Davenport and Bird Bird worked in the position of manager and junior executive manger respectively. Although initially they don’t have any managerial responsibilities but as the time passes by they become the most capable mangers Davenport was really happy when he was elected as the Vice president and general manger of the company and were delighted to enjoy the growth and development of the company. Bird bird on the other hand has a concrete knowledge of Korean language and thus he was the best choice to move to Seoul. Moreover he is an energetic manager and suggests different new strategies and innovations for the company. His main task is to solve various problems and negotiating with the government officials and he was also found to accept by both American and Korean community because of honesty and integrity. He reported to Davenport in every now and then. He solved various interpersonal and different administrative problems. However a sudden change in his behavior is recognized as started inclining towards the Korean community as loosing the
American identity which has a strong negative impact in the work place.
Inference about the facts
Thus it can be properly inferred that Bird started liking more the Korean company. This may be due to his love for the Korean language and culture (Berry and Dasen, 2019). Moreover he was often found to hang around with his Korean colleagues. Thus his inclination towards the Korean culture and community may be due to love and affection for the country and its people.
What is the main problem?
Due to sudden inclinations towards the Korean culture cause many discrepancies in his work. He is also unable to perform his managerial task effectively. Bird started questioning about the improvement of management system for the last 5 years. According to Davenport Bird was more emotional towards the employers that sometimes create hindrance. Thus Bird starts prioritizing the decision of the employers and Korean culture. He deliberately insists to implement Korean culture of work (Caligiuri and Tarique, 2012). His demand of practicing the promotion based on seniority which is adopted from the Korean culture seemed unfair for the growth and development of the company rate of performance matters to maintain a considerable position in the competitive business world.
Brainstorm the solution of problem
- The solution to this problem as suggested by Davenport is to transfer Bird from Seoul to America with considerable amount of remuneration as his home town is in America. In doing so his love towards the Korean culture can be reduced and he is a complete family man and also love his work. Thus transferring him back in America, Company can utilize his experience simultaneously he can return back to his home early and thus can spend more time with his family. Moreover most the employers are delighted with his managerial decision thus transferring him will also allow the employers to give better yield of work.
- Moreover if Davenport also adjusts with him in some of his decision, then also this problem can be solved effectively.
- Reducing the working hours of every employer can also resolve the problem.
For each list positive and negative consequences
Every culture has both positive and negative attributes thus combining the two culture of America and Korea will definitely have positive as well as negative understandings.
Bird inclinations towards the Korean culture infer various intermixing of culture that deliberately allows the other employers of the company to enhance the adaptation quality. Moreover this is a highly positive attitude as adaptation will welcome acceptance of innovation that will ultimately create an overall increase in productivity. Moreover according to HRM policies of Korea suggest that promotion will be based on seniority while the positive dealings is that it encourages the age old people to work more energetically and dedicatedly for the welfare of the company (ODDOU and MENDENHALL, 2013).
However the negative of this the corporate world mainly focuses on the performance thus some senior may be highly focused for work while some may be not but if the promotion is based only on performance then all the employers will work energetically irrespective of age. Another negative is that both the cross cultural community cannot merge in all respect which Bird is trying to do. Moreover he is also wasting major time while discussing about his personal details with the employers at work place.
Make a decision and provide rational for it
AmKor Technologies is a joint venture between American Biotechnologies Inc. (ABI), an biotechnological firm Head Quarter at California, US, and Hangul Business Group ( HBG ) based at Korea. This organization is having different mixed cultures of Korean and American. AmKor Technologies adopted the Korean operation style to be the most successful in the international market just because of steady improvement of Korean standard of living that gave the new opportunities of the company’s product.
AmKor Technologies faced major challenges to form the effective management group due to the different cultures of the company. AmKor Technologies formed a management groups from the both the companies entered into joint venture. Lee Sanghoon from HBG, Korea, led the AmKor Technologies but day to day operations were taken care by Mathew Davenport, an American, from ABI. Mathew Davenport was reported by six senior Managers out of which five are Korean and one senior executive who is American focusing on the main motto of AmKor Technologies was to grab the growing huge open Korean market.
Lessons learned from the case
The lessons learned from the case study are that the Korean work culture focuses on homely atmosphere in organization rather than professionalism. Korean work culture believes on promotion based in seniority on the other hand American culture focuses on western style promotion policy that mainly based on annual employee performance appraisal that is individual’s performance as global competition required a high performance organization. American style also began promoting women into the men’s managerial rank but Koreans did not agree with the same by dominating the women as per their tradition. Based on this case study the basic lesson that can be learnt through a theoretical concept is Path Goal Theory is the best theory that is perspective and expectancy theory motivation that best fits the work environment and employee in a order to achieve the organizational goal.
Cultural and organizational environments
List the facts
Main cultural and organizational environment of AmKor technologies include combination of both the American and Korean culture. Davenport thoroughly analyzed emotional involvement of Bird into Korean culture which became more evident when he started speaking in Korean language keeping aside his own mother tongue, English. According to cultural and organizational environments most of the people in this company speaks both in English and Korean dialect (Osland and Bird, 2013). Moreover this company initially practiced promotion based on the Korean HRM policies which suggest that promotions will be done based on seniority of the employers. Bird practiced cross cultural attributes perfectly even outside the office when he spends most of his time with Korean colleagues. More over the cultural and organizational environment of AmKor suggest absolute cold war between the two managers. Davenport constantly showing opposition towards
Bird and he was also against the practicing of Korean culture. Moreover there was a constant turbulence regarding the promotion fact. None of the employers accepted the promotional strategy of Davenport which was entirely based on performance and this create a turbulence as the employers felt that if the younger gets more promotion than the older people then it could be a matter of ego. Moreover Davenport also wants women to take hold of the company which was also supported by the Korean culture.
Inference about the facts
Thus it can inferred that Bird wants Korean culture to practice entirely in the work zone. Although Davenport does not want the Korean culture to practice but he entirely felt that continuous interaction of Bird with the employers enable Davenport to know about the local managers. Moreover the decision of administrating the women into managerial task suggests that Davenport maintain a perfect cross cultural ambience.
What is the main problem?
From the ancient time it’s been a problem if one community tries to emerge into another community. Both the communities have different perspective of thoughts thus it’s really difficult to merge both of them together which Bird tries to do. Thus the main problem lies with Bird in spite of being an American trying to follow Korean culture.
Brainstorm the solution of problem
- Cross cultural environment can be maintained simply by accepting the customs of two different cultures. One of the main solutions to this problem is done by Davenport as he acclaimed that the company should follow American fundamentals while simultaneously special attention must be given to both local attitudes and behaviors (Liebel, 2012).
- Another solution of incorporating the women into work also shows positive gestures towards acceptance of both the community and thus a complete peaceful working environment can be maintained.
For each list positive and negative consequences
It is seen that Davenport partially accepts the Korean culture. Moreover Bird’s friendly nature towards the Korean employers allows Davenport to know more about the local managers. As Bird is efficient manager his knowledge of Korean language really helped the company to expand its business towards the Korean market (Bernal et al., 2012).
Moreover there are two negative aspects also such as excessive inclination towards Korean culture disrupts the working ambience of the company. Employers started comparing the two cultures which creates a scene of negotiation and demands the best satisfactory part from the company.
Make a decision and provide rational for it
Since AmKor Technologies is the joint venture between an American and Korean co. named American Biotechnologies Inc. (ABI) and Hingul Business Group ( HBG ) respectively so there is a mix culture in AmKor Technologies. There is complete emotional involvement in Korean culture but American culture is totally western style that focuses on total professionalism. Mathew Davenport, an American, responsible for day to day operation of AmKor, wanted to impose the new performance based theory that is based on performance removing the Korean old concept of traditional theory to compete with the global market to ensure highly motivated and competitive workforce overruling Alan Bird’s managerial concept.
Lessons learned from the case
In this case study there is a conflict between American and Korean concept in the organization that might hamper the organizational goal. The basic lesson that can be learnt from the above case study can be defined through the help of a theoretical concept of Hofstede’s Cultural Dimensions Theory of the culture which suggests to understand the differences in languages and cultures across the countries.
Conclusion
Thus it can be concluded that practicing reflective study enhances the critical thinking of a person and this also enhances the learning and gaining knowledge from hands on experiences of daily life other that reading book. This reflective analysis encounters various cross cultural evidences which clearly suggest accept cross cultural variation can bring positive movements in life and even in business.
From the above case study in Task 2 it gives clear idea that Bird has keep inclination towards the Korean culture and thus for any instance he wants to implement this Korean culture. For this Davenport think that his excessive inclination can posses threat to the company’s growth and development and as a result Davenport ask Lee to transfers him to America. Thus it can be concluded that AmKor wants to retain Bird but transferring him to his home town. Moreover it can be further noticed that manger plays the vital role in maintaining the cultural ambience of the organization (Hamayan et al., 2013).
Reference
Bernal, G.E. and Domenech Rodríguez, M.M., 2012. Cultural adaptations: Tools for evidence-based practice with diverse populations (pp. xix-307). American Psychological Association.
Berry, J.W. and Dasen, P.R. eds., 2019. Culture and cognition: Readings in cross-cultural psychology. Routledge.
Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership effectiveness. Journal of world Business, 47(4), pp.612-622.
Carbaugh, D. ed., 2013. Cultural communication and intercultural contact. Routledge. Shiraev, E.B. and Levy, D.A., 2016. Cross-cultural psychology: Critical thinking and contemporary applications. Taylor & Francis.
Cox, E.(2015). Adult learners learning from experience: Using a reflective practice model to support work‐based learning. Reflective Practice, 6(4), 459-47
Hamayan, E.V., Marler, B., Lopez, C.S. and Damico, J., 2013. Special education considerations for English language learners: Delivering a continuum of services. Philadelphia: Caslon Publishing.
Liebel, M., 2012. Children’s rights from below: Cross-cultural perspectives. Springer.
Muhammad, M., Wallerstein, N., Sussman, A.L., Avila, M., Belone, L. and Duran, B., 2015. Reflections on researcher identity and power: The impact of positionality on community based participatory research (CBPR) processes and outcomes. Critical Sociology, 41(7-8), pp.1045-1063.
Nanda, S., 2014. Gender diversity: Crosscultural variations. Waveland Press.
ODDOU, G.R. and MENDENHALL, M.E., 2013. Global leadership development. In Global Leadership 2e (pp. 227-251). Routledge.
Osland, J.S. and Bird, A., 2013. Process models of global leadership development. In Global Leadership 2e (pp. 109-124). Routledge.
Tuleja, E.A., 2014. Developing cultural intelligence for global leadership through mindfulness. Journal of Teaching in International Business, 25(1), pp.5-24.
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