Concept of Cross-Cultural Management-Free-Samples for Students

Question: Discuss about the Concept of Cross-Cultural Management. Answer: Introduction The following repot has been developed in response to the interview answers provided by Geetha, a young professional lady from Singapore who has been working in Australia in two different companies for many years. Geetha, as it has been comprehended from the interview, stays in Sydney and she is trying to stay fit in the Australian society and culture through adapting the relevant and ongoing social and cultural structure of the country. Due to the advancement of technology such as the sprawling up of internet and the increased awareness amongst people, cross-cultural management is becoming an essential tool with reference to interaction and the building of relationships amongst people belonging to different backgrounds (Thomas and Peterson 2017). Cross-cultural management is also important in order to promote multiculturalism and to eradicate racism (Ivison 2016). The main objective of this report is to analyze the cultural differences in terms of work environment between two nations drawing inference from an interview conducted of a person with reference to being born and brought in a different country and working in a different country. Further elaboration of the report would be made by highlighting some the personal details of the person being interviewed and the life of an expatriate (Kymlicka 2012). Additionally, a deep analysis with reference to working abroad would also be made with reference to the views given by the respective interviewee (Tjosvold 2017). Finally, the report would arrive into a conclusion by throwing light over the essential aspects with reference to cross cultural management and the importance of analyzing cross-cultural management as far as the future is concerned. Recommendations with reference to the effectiveness of cross-cultural management would also be made (Chanlat, Davel and Dupuis 2013). Interviewee information With reference to the interview conducted, the name of the interviewee is Gheeta who is originally from Singapore and currently working in Australia. Gheeta is a female who has been working in Australia for three years in her current organization. Previously, she worked in another organization in Australia for eight years. As imbibed from the interview, Geetha initially came to Australia with an objective to pursue post graduation and finally bagged a job after completion of a course of two years duration. Presently, Gheeta is working at a licensed pediatric care unit where the duration of work is only one day a week. Interview insights As implied from the interview, it is observed that the management of workplace conflict and negotiation in Australia is different from Singapore. Gheeta while being interviewed mentioned that in Australia, dichotomous situations with co-workers are managed and resolved in an amicable manner rather than being at the loggerheads at the workplace. In an Australian workplace, there are many methods with reference to addressing issues at the workplace amongst workers thereby implying that it is extremely important to adopt the various working methodologies with reference to doing things (French 2015). As far as the power distribution at the workplace in Australia is concerned, it follows an egalitarian approach in comparison to Singapore where the distribution of positions is quite hierarchical in nature. In the interview, Gheeta mentioned that in Singapore, doctors are considered superior to nurses. However, in Australia, doctors and nurses are considered to be on the same footing. The aspect relating to social relationships at an Australian workplace is individualistic in nature even while working in groups as imperative from the interview. This implies that the ideas of a person is respected and duly appreciated by peers and coworkers. Furthermore, teamwork in Singapore follows a collectivistic approach (Adekola and Sergi 2016). The work environment with reference to the relationships at the workplace in Australia is harmonistic in nature. As imperative from Gheetas interview, an employee can correct a Chief Executive Officer of a company. However, in Singapore, rectifying a mistake made by a person having higher status is considered quite disrespectful implying that the work environment in Singapore is mastery-oriented (Friedman et al. 2012). The time and pattern of work in Australia follows a monochromic approach at workplace. In Australia, punctuality is one of the most important factors with reference to the accomplishment of a specified task. Additionally in Australia, working for long hours is not the norm thereby maintaining a perfect balance between professional and personal aspects of life. On the contrary, in Singapore, the work culture follows a poly chronic method such as stretching beyond the stipulated hours of work. However, the pattern of work is dependent on the objectives of the organization in both Singapore and Australia. With reference to aspect of uncertainty and social control, Australia follows a universalistic approach. Geetha stated in the interview that every employee was provided an opportunity with reference to look at the problems within the union and impart their ideas for addressing the problems and find out ways for the improvement in order to effective functioning of the organization. However, in Singapore, the approach relating to uncertainty and social control is particularistic in nature thereby implying that not everyone is given a chance to address workplace issues. In the end, Gheeta recommended that while working abroad might be a daunting and experience for a first timer, it widens up the horizons and outlook of the person concerned. Additionally, working abroad would also result in the inculcation of multiculturalism in the person concerned. Furthermore, highlights that one should always go ahead when provided with an opportunity to work in a different country. Analysis of the Interview: Personal Reaction Level: With the help of the interview conducted with Gheeta it has been comprehended that she has been facing different challenges in terms of adaptability of culture and language. However, she has been trying to cope up with the new environment and circumstances. As a matter of fact, there has been a clear understanding that the Australian society has been a direct influence upon determining the cultural move and deciding the acceptability of the workplace culture in association with the social culture. For instance Geetha has narrated an example pertaining to the organizational behavior and the treatment to the working seniors. In Australia, she feels, there is a workplace harmony maintained by the organizational leaders. If the employees feel that the seniors are committing mistake he or she is rectified and there is a fair chance of acceptance. On the other hand, workplace culture in Singapore is slightly different from that in Australia. Rectification to the seniors is considered to be a disrespectful act by the subordinates. Analytical Level: With reference to the interview held with Gheeta, it is observed that working in another country helps to get to know the work culture of the particular country. Gheeta also pointed out that the experience of working in Australia has hitherto been incredible compared to Singapore. The interview presents an overview of the modus operandi of the Australian workplace. Furthermore, from the interview, one can conclude that the concept leadership with reference to workplace varies from country to country as influenced by the respective cultures, traditions values and customs. The interview also implies that it is important to respect coworkers irrespective of their backgrounds. This means that there should not be any form of racial discrimination in the workplace thereby promoting multiculturalism amongst workers. Additionally, the Australian workplace is quite liberal in nature as imbibed from the interview with reference to rectifying the respective Chief Executive Officer. As drawn fro m the experiences of working in Australia from Gheeta, it is imperative that any person with a broad outlook must explore opportunities with reference to working in Australia. Furthermore, it can also be observed that a workplace in Australia does not discriminate on grounds of religion, gender, sexual orientation and cultural origin. Experience in working at a different country also helps in personal career growth and dealing with people from different cultures and backgrounds in a more effective manner. The most important aspect in the interview is the opportunity to be given to the employees to present ideas at the workplace. This implies that the employees in an Australian workplace help for addressing the problems and issues arising at the workplace through their personal approach. With reference to the globalization of national economies, nations have to adopt different ways of management at workplace. The interview implies that adapting to different cultures aids in understanding the modus operandi of workplaces in a better way with reference to the nations. Additionally, the interview also implies that in the contemporary world, cross-cultural management is extremely important for a person since it gives an opportunity to learn as far as working in various kinds of workplaces is concerned. Furthermore, the interview highlights that making a decision with reference to working in a different country might be quite daunting for a person but assimilating to a work in environment in a different country is a learning experience for a person. The interview also gives a reaction that misunderstandings and disagreements in an Australian workplace are resolved in an amicable manner rather than making personal attacks on each other. Self-belief amongst employees is the key thing with reference to the completion of a task at an Australian workplace. While the workplace atmosphere in Singapor e debars the questioning of higher authorities, the Australian workplace allows employees to criticize even the highest person in the workplace. This implies that the work culture in Australia is quite incredible as far as the promotion of equality amongst people in the workplace is concerned. Moreover, the work environment in Australia in comparison to Singapore is designed to motivate employees. Additionally, the Australian workplace lays emphasis over addressing people by their first names instead of titles that is contrary to the work culture of Singapore. The Australian workplace etiquette signifies that one should respect coworkers irrespective of their cultures and lifestyles (Okoro 2012). This implies that one should have the ability to work in multicultural teams thereby not developing any kind of racial attitudes towards coworkers. The internet has made it more feasible in order to get to know about the work culture and opportunities to work in different countries depending upon the rules and regulations relating to immigration such as work permit policies (Emmering and Boyatziz 2012). Current rules and regulations in Australia with reference to immigration imply that skilled workers outside Australia can immigrate to Australia based on their work experience, English speaking skills, educational qualifications, age and other concerned factors(Collins 2013). The interview also signifies that while working in Australia, Gheeta had more autonomy as compared to working in Singapore. This further implies that the Australian workplace allows employees to make their own decisions relating to the task in question compared to Singapore where the consultations of the superiors is one of the most important aspect while arriving at a conclusion of a decision relating to a particular task. The concept of equality at the Aus tralian workplace also sheds light upon the fact that people belonging to the Lesbian, Gay, Bisexual, Transgender (LGBT) community would be treated on par with while making applications for jobs and while exercising their job duties. This implies that any form of homophobic act would not be tolerated in an Australian work environment (Mann 2012). The Australian workplace also lays emphasis on punctuality and not working for long hours (Kawar 2012). On the contrary, the Singaporean workplace lays emphasis on multitasking and stretching beyond the normal working hours. As far as respecting people are concerned, people in Australia are respected for who they are and in Singapore, people are respected according to their positions in the society and the job duties they perform as per their occupations as imbibed from the interview. Working abroad also sprawls up cross border business transactions (Takahashi, Ishikawa and Kanai 2012). Additionally, it also leads to the enhancement in the revenue generation due to international trade. Furthermore, working abroad also results in the boom of the tourism industry of the respective country thereby leading to the sprawling up of hotels that leads to the creation of more and more employment opportunities. Moreover, planning to work abroad also improves the ability to take and mange risks thereby being more skilled to adapt to different cultures and being more responsive to cultural transitions (Caligiuri and Tarique 2012). The key thing for the efficiency of cross-cultural management is the promotion of multiculturalism (Modood 2013). Spreading the concept of cross- cultural management across the world is quite vital as far as the sprawling of multinational companies is concerned (Soutphomasane 2013). Cross-cultural management also plays an important role in the success of a diversified workplace (Mobley, Wang and Li 2012). Conclusion Therefore, from the above discourse, it can be concluded by stating that the concept of cross-cultural management is justified and appropriate. The above discourse signifies the work culture of Australia with reference to the interview given by Geetha who moved to Australia after being born and brought up in Singapore. Additionally, the interview also makes a comparison between the modus operandi of workplaces in Singapore and Australia. The above discourse further implies that promotion of multiculturalism is extremely important with reference to the efficient functioning of a diversified workplace. It is recommended that training in maintenance of diversity at the workplace should be imparted as a part of industrial training so as to promote equality at the workplace. It is further suggested that workplace bullying on racial grounds should be strictly banned and the propagators of such kinds of acts must be stringently dealt with. However, the above discourse fails to specify the m easures required in order to address the issues which arise in a Singaporean workplace. Thus, the comparison made between the workplace at Australia and Singapore in terms of cross-cultural management is analyzed and thoroughly explained as imbibed from the transcript of the interview. References Adekola, A. and Sergi, B.S., 2016.Global business management: A cross-cultural perspective. Routledge. Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership effectiveness.Journal of World Business,47(4), pp.612-622. Chanlat, J.F., Davel, E. and Dupuis, J.P., 2013.Cross-cultural management: culture and management across the world. Routledge. Collins, J., 2013. Multiculturalism and immigrant integration in Australia.Canadian Ethnic Studies,45(3), pp.133-149. Emmerling, R.J. and Boyatzis, R.E., 2012. 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