Cross Culture Management

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Table of Contents:

1. Introduction:        2

2. The Critical Evaluation:        2

2.1 The Critical Evaluation of Two Different Cross-cultural Management Journal Articles:        2

2.3 Drawing of Conclusions for Cross-cultural Management Studies and Practice:        4

3. Understanding of the Cross-cultural Management Concepts, Theories and Literature:        4

3.1 Five (5) Key Cross-cultural Issues that A Prospective Expatriate should be Aware of as well as Prepare for Before Embarking on the Assignment:        5

        6

4.1 Conclusion:        6

4.2 Recommendations:        7

References:        8

1. Introduction:

Globalization is making the world like the small village. More and more people are going to abroad as expatriate to their jobs under different companies. Multinational companies are facing different dilemma regarding the talent management under this condition (Barney, 1991). Different companies have different practices and cultures to manage their employees in the workplace. There are a lot of issues that management of the companies should consider before sending a candidate for global assignment (Cleland, 2005). Companies should consider about the language training, education and cultural mindset of the employees before sending them for the real jobs. Even multinational companies should consider the family issue of the employees before assigning them in abroad jobs (Jessica, et al., 2016).

According to Md. Mamunur Rashid research (2010), organization should focus on cross cultural issue and put more importance to set out own cultural platform so that employees can share their own values to increase the organizational performance. On the other hand, according to Tagreed Issa Kawar (2000), different people around the world have their cultural differences and it differs from one person to another person in terms of language, attitude, behavior, beliefs and social norms. These two journals based on the cross-cultural issues are going to discuss briefly in this report with an explanation of the 5 key cross-cultural issues that an expatriate should be aware of as well as prepare for before embarking on the assignment.

1. The Critical Evaluation:

1. The Critical Evaluation of Two Different Cross-cultural Management Journal Articles:

“Cross-cultural Difference” in management article was published by Tagreed Issa Kawar from the Princess Sumaya University of Technology in Jordon in the year of 2000. On the other hand, another article that name is “Cross-cultural Management and Organizational Effectiveness” was published by Md. Mamunur Rashid from Sourthern Taiwan University of Technology in the year of 2010. The first article shows the differences of the cross-cultural issues. It shows differences in terms of people behaviors, language, attitudes and beliefs of different countries. On the other hand, the article of Md. Mamunur Rashid shows different cross-cultural management and how a company can be beneficial from successful operations in order to gain success in the international operation.

• Qualitative Contrast of Two Articles: The data has been collected in the article of “Cross Cultural Differences” from the both general people and corporate people. This article shows different variances of cross-cultural countries. On the other hand, the data of “Cross-cultural Management and Organizational Effectiveness” article has been collected from the different corporate people. Here, the researcher only considered the corporate cross-cultural issues (Deresky, 2014).
• Quantitative Contrast of Two Articles: Both the two articles were collected their quantitative data by making close questions to the respondents. The researchers of the two articles had been selected different corporate and general people to collect their ideas regarding the cross-cultural and managerial issues of expatriate management (Deresky, 2014).

2.2 The Critical Evaluation of the Findings from Both Studies and Explanation of the Similarities & Differences in the Findings:

Both two articles show the differences of cross-cultural issues. Both articles show the cultural differences in different countries and how the organization should respond from their end in order to run the venture globally in successful ways. Both articles show the different organizational practices of employee’s management about the local language, attitude, beliefs and norms differences of the people. If the organization becomes successful in managing of good practices that will be conducive to manage the global workforce, they will gain success. Otherwise, the organization will fail to operate its business in the global market because of lack of talent management (Fisher, 2013).

The main difference of two articles is the issue of the discussion. The article of “Cross-cultural Differences” only shows the cultural differences of a country and its importance. On the other hand, the “Cross-cultural Management and Organizational Effectiveness” shows how to address the cross-cultural issues and bring effectiveness for the global assignment of the expatriate.

2.3 Drawing of Conclusions for Cross-cultural Management Studies and Practice:

Today is the big challenges for the multinational companies to handle their global workforce. The success of the company largely depends on its human resource management (Adler, 2016).  If any company fails to manage its employee, it will not bring any excellence in its operation both in parent country and in any other countries (Lane and Maznevski, 2014). So, the company should study more and more about the cross-cultural issues of expatriate management and they should more investment in order to bring congruous to develop a culture that will suit best in the home country and other countries to maintain the global workforce successfully in the organization.

1. Understanding of the Cross-cultural Management Concepts, Theories and Literature:

Cultural diversity plays an important role in corporate world. Different people have different types of cultures that shape their behavior, attitude and so on. Culture is the set of values that decide people’s perception, behavior, ideas, his or her ways of thinking in the society. The organization, which is maintained cultural virtue, has to develop their cultures that suit with different locality of the world. Now it is a great concern for the people of the corporate world to nourish healthy cultures that can be helpful to handle the global work force of the company (Lambardo, 2017).

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