Cross Cultural Management Case Study

Globalization has become the norm of the day and no one can be exempted from its influence . Make an analysis of ourselves and know that we have the things that are made by different countries and we have become a component in the aspect of globalization. Therefore the globalization aspect has brought us together here to discuss the aspect of cross cultural management in the global business.

The diverse workforce is a reality today. The impact of cultural diversity depends on the type of environment and firm’s overall strategy. As there are more firms move and grow from domestic, multidomestic and multinational and the significance and impact of cultural diversity increase markedly (Adler, 1997). Management of cultural differences has become

Here managers do recognize cultural diversity but only as a source of problems. In an ethnocentric organization, managers believe that “our way is the best way” to organize and manage. They consider others’ ways of doing as inferior ways of managing. In this approach managers try to reduce the problems of differences by reducing diversity. They do not think about the advantages of diversity. Such type of organizations tries either to select a culturally homogenous workforce or to attempt to socialize all employees into the behaviour patterns of the dominant

According to proponents of the synergic approach, problem solving is enhanced when “organizations reflect the aspects of all members’ cultures in their strategy, structure, and process without violating the norms of a single culture” (Alder & Gundersen, 2008, p. 110). Thus, the cultural synergy model will become the norm rather than the exception if organizations are to prosper.

Cross-cultural Training

Cross-cultural training stresses on training employees about other cultures and sensitizingthem to the discrimination and biases diverse employees feel (Farren and Nelson, 1999). Cross-cultural training aims at helping employees live and work comfortably in another culture. Organizations can use two approaches of training that can play a big role in managing diversity. (i) First approach offers training to diverse groups of employees.

(ii) Second approach is to provide training to managers and other employees who work with diverse employees (Luthans, 1995).

The organizations can use the following cross-cultural training techniques:

i.Environmental briefings: to provide information about history, geography, climate, schools, government, economy,