MAR038-6 Intercultural Business Competencies Sample
Introduction
The cultural management of the organisation has provided the organisation to flourish well in the competitive market and it provides the organisation to manage innovation and creativity in a much more effective way. Moreover, intercultural management and development depend on the way cross-cultural management has to be maintained for better development of the effective business and maximising the revenue of the organisation quite well. In this report, intercultural management and effective development by managing conflict between employees in a much more effective way through effective management of diversity through Human Resource Management (HRM) among international teams.
Working in the building of teams and in teams collaboratively
Evaluation of culturally diverse behaviour to discuss the conflicting beliefs, values and behaviour within teamwork
Culturally diverse behaviour depends on the way the management of the company is able to monitor the working and other functioning of the company to help the company to sustain itself well in the market. Furthermore, the diverse employees have to manage the company through effective coordination and cooperation between the employees and management and also with other employees in an effective way. The creativity and innovation within the team happen with the help of effective analysis by managing the tasks of the company which may put an impact both negatively and positively which has to be monitored by the company by managing the collaboration in an effective way (Wang et al., 2019). The conflicting beliefs such as conflicts in ideas and mismanagement due to the language barrier even disrupt the company from the goals and impact the values of the company in a much more efficient way.
Figure 1: Creativity and innovation management
(Source: Wang et al., 2019)
Behavioural management within the team has to be looked after by implementing cognitive diverse theory which may help in managing diverse teams and also in taking important decisions for the team for providing effective perspectives for better creativity development. Additionally, effective creativity and development in managing effective teamwork provide an effective decision-making process for the company by understanding the challenges the company faces and the mitigation of the process in a much better way. Intercultural management helps in providing motivation to employees to work well and it allows in impacting the results through effective strategic management in the most efficient way (Davidavičienė et al., 2020). The company has to be managed well through problem management by effective creative development for better teamwork management by analysing the conflicting beliefs and values of the organisation.
Review of successful and difficult interactions as per the multilateral perspective
The company has to look after the diversified teams to manage the working of the organisation through effective development by authorising efficient leadership in managing multilateral management in a much more effective way. The company also has to look after the problems faced during team collaboration and team building through better communication through organisational development by managing the goals of the company in an effective manner. Thus, the diversification of the organisation has aided the organisation to progress well by managing effective responsive practices which have helped the organisation to flourish well globally by managing interpersonal and intrapersonal practices by adapting effective challenges (Hopf et al., 2021). The employees are motivated in doing the work for managing the work well by maintaining the services of the company through the help of effective multilateral perspectives for managing the goals of the company in a much more effective way.
The multilateral relationship has to be managed well through process management by managing relations with two or three groups through cultural inclusion by managing diversity through the maintenance of cooperation and solidarity. The understanding of diversity through Hofstede’s cultural model has been conducted through which effective analysis has been quite possible for the company to manage the organisation in a well-established manner. Therefore, the various kinds of limitations and difficulties faced by the organisation have to be managed well which provides the organisation to progress in the international market in an effective manner through multicultural management (Maull, 2020). Effective multicultural management has provided the organisation to flourish well in the global market which manages to provide better development of the organisation through the impact of multicultural management effectively. The essential interaction has provided the company to establish well in the market by keeping in mind the progressive development of managing the goals of the company quite well.
Intercultural framework to maintain cultural diversity within a team
The cultural diversity within the team has to be maintained in an effective manner through better implementation of diversity policies and management which allows the organisation to understand well. In addition to that, effective communication styles such as both direct and indirect have increased the team building process so that it provides the organisation with essential habits and needs management which has allowed the company to progress well. The effective framework management and better development of the process of mitigation help in managing the challenges of the organisation in a much more effective manner by managing the cultural dynamics in an effective way (Davis et al., 2018). The interaction between the employees has to be highly effective by managing intercultural framework management which has provided effective team development through communication development quite well.
The inclusion of employees belonging to diversified cultures has provided Coca-Cola to manage the company’s policies such as diversified training, and speaker management and by managing benefits policy through healthy management of employee retention. Moreover, effective cross-cultural management has helped in managing effective communications by managing the problems which help in effective team-building of the organisation by managing decisiveness effectively (Adler and Aycan, 2018). Effective training and management have provided the organisation to flourish well in the global market through the help of HRM functional development that provided the organisation to manage the employees in the most efficient manner. Thus, the HRM provides better management through team collaboration by managing the employees both in traditional and virtual situations which allows the company to manage the relevant skills of the employees in accordance with the desired roles.
Working in different cultures in international teams
Discussion about cultural shock
The concept of culture shock is new to expatriate workers, to people migrating to a different nation for better results and better output. To be more specific, cultural shock is the maladjustment of the different scenarios of living in an alien culture and is a process of constant adaptation to a new environment of operation. Many times the cultural shock brings in additional psychological problems, as the scenes of depression, and disassociation with reality is explored for adjusting to a different culture (Frank and Hou, 2019).
Figure 2: Culture shock stages for creating psychological distress
(Source: Frank and Hou, 2019)
Cultural shock is common to immigrants, to people who originally do not belong to a native place and may have moved for job specifications, or are posted as a means of routine posting. Cultural shock is more inclined to the bringing of a sense of longing back or getting to be in the birthplace than being posted in a different nation, which occurs due to disruption in diversity, workplace culture non-acceptance. As a research study has revealed about the cultural shock experienced after Covid-19, a system of virtual learning created cultural shock where the environment of operation had been different and unknown (Muttaqin et al., 2021). Thus, the cultural shock is not necessarily a change in the pace or location, it is more the psychological deficiency to adapt to a new situation and produce the same efficiency as may be possible in the original environment.
Impact of cultural shock on human behaviour
There are different impacts on human behaviour and impairment in the cognitive abilities of the workers experiencing a cultural shock, where due to not being able to adapt to the citation, one may feel total dissociation. From the real evidence, the cultural shock that is documented and is impactful and the degree of issues that have occurred because students had been made to adjust to online learning at a stretch (Dardjito and Robiasih, 2020). As it is still a psychological phenomenon, there are different biological issues associated with the cultural shock experiment and a range of people getting through it complain about physical upsetting behaviours. Anxiety, feeling of hopelessness, loss of appetite, paranoia for tidiness, lack of focus and attention, and issues in the sleep cycle is all a part of cultural shock (Indiana University Bloomington. 2022). There have been descriptions of the part of different people exploring cultural shock and lacking communication, mutual understanding, giving culture a valuable side, and low interaction results in cultural shock (Belford, 2017). Sometimes the need for the treatment of the cultural shock is advised to seek professional counselling or the attention of the person best suited to remove the issues in a particular manner that may let the individual suffering feel comfortable. Different definitions have been tested to let the form of cultural shock not be defined, and the research definition has been regarded as the findings of the traits such as fear, psychological repulsion and a few more (Fennell, 2017). The coping model of stress may be discussed in her to let the discussion become more exhaustive, and have an entire model which includes the assessment of the individual fears, the different stress factors, and a fogging of the brain with emotional suppression (PMC – NCBI. 2022).
Evaluation of the cross-cultural scenario globally to solve cultural issues by application of inter-cultural theories
Firstly, the Lewis Model may be defined as the model that is more associated with the cross-cultural theoretical system and is more important as a pervasive tool in all of the different cultural issues. The behaviour of different humans may be sub-classified into different categories, and these specific characteristics are interrelated, which is the best use of the cultural theory for a concise study. The research activities that take place to find out the relevance of the contemporary cultural model has researched the sociocultural aspects, and have concluded that the concepts that are too theoretical are not much discovered (Lewis et al., 2020). The example of the company of Meta may be considered to have a conceptual understanding of what and how a company may follow up with the sociocultural system to solve many underlying issues. In Meta, the company that earlier had been unknown as Facebook had developed a culture of letting the different employees experience the global culture, popularly known as the workers by “Allyship” This famous culture has the origin of the reduction of workplace bias and ease the migratory employees, where almost 33% of the employees have experienced cultural shock according to Meta (Meta. 2022).
Meta uses this specific leadership and employee management approach known as “Allyship” to denote that different employees from culturally divided backgrounds may have completely better treatment at the company, where the employees are engaged, listened and heard with compassion (Meta. 2022). A research study on the formation of the intercultural involvement of the employees and thus creating a system of cross-cultural communication had been explored by the model put by Jakobson. The model of Jakobson had been fading all the possible cultural issues, a complex hybrid situation had been made easy by the model that bases itself on communication as a means of the cultural facility (Daylight, 2017).
A theoretical framework for understanding working in diversified cultures
Different kinds of employees may work in the same scenario under the same company, and thus it needs to be noticed that the value square model is of great value to get the evaluation of 5the offensive or any kind of unsocialistic behaviour judged. There are different assigned values to the different sets of blocks that express a particular kind of emotional faculty or resolve the value for better coverage of the negativity experienced. The model of Anderson-Newman for caring for social differences and taking to mental health in a culturally divided workplace is of great importance, which is thus expressed here (Tesfaye et al., 2018).
Figure 3: Healthcare model of Anderson-Newman
(Source: Tesfaye et al., 2018)
The Interactive Acculturation Model may be considered in this aspect to get a brief overview of the mixing of the new employees with a foreign culture, and hence have a better deposition to the diversity in the workplace. The interactive Acculturation Model is more specifically aligned with the mastery of self-identity and finds out if there are cultural contaminations that may threaten an individual. Ethnicity and differences in opinion of the different individuals have been accurately described or explained within the entire research paper about the use of the Interactive Acculturation Model. The research paper has different dimensions of sexual origin, identity, identification of the nation of origin, and finding out if the person suffers from any kind of physical shortage, which are us in the model for a better situational diagnosis (Garcia et al., 2020). In this same notion, the model of intercultural learning is quite important to use, because of the application of the model for creating and adding values to the stereotypical thought about cultural acceptance.
Diversity identification, getting to know a person from a different perspective, letting to have quite balanced advantages, and removing racial or sexual offences as discrimination is the major functions of intercultural learning. The ability to have intercultural learning and possess such attributes for better organisational learning is quite much known and expanded in the current discussion, as such things remove linguistic issues along with communication problems (Shadiev and Dang, 2022). There are different kinds of steps that may be taken for the culturally divided people acting in a common workplace, all of which aggregate to form a basic system of intercultural learning. The example of the company of Adobe may be taken, as the company has the principle of managing the cultural differences by a principle of “Adobe For All” which has successfully eradicated the cultural bias to allow 33% of the women participants (Adobe 2022). By region too, Adobe had been increasing the overall proportion of the involvement of the employees at a high count, as in Asia there had been almost 36% participation, while in America the portion had been 37% (Adobe 2022). Taking care of the language being used, judging if someone is emotional and sentimental, and letting the awareness step up to the understanding of internal bias are all part of the system of cultural acceptance, which is efficient in reducing all kinds of cultural bias.
Conclusion
It may be concluded that effective team building management has to be managed well by the organisation through effective model implementation by the organisation in managing the employees in a more systematic order. Intercultural management has allowed the organisation to manage effective stereotypical thought which may be mitigated with better framework implementation for managing intercultural learning and development. Therefore, through effective theoretical management and better policy implementation to manage the work of the organisation by understanding the growth of the company in the most efficient manner which provides the business to flourish well in the global market with an effective team and essential management.
References
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