Managing Across Cultures Assignment Example | Topics and Well Written Essays - 3000 words

Managing Across Cultures - Assignment ExampleGeert Hofstede was a sociologist in a multinational corporation (Hofstede, 1991 Hofstede and Peterson, 2000). He had analyzed and defined the close into five move which would help in understanding other cultures well. They are given below Individualism and Collectivism In some culture, they emphasize on staying individually whereas in some other groups, they prefer staying in groups. If an make-up plans to expand in a country which is individualistic in nature, then the group behaviour of the governing body capacity get negatively affected by the ethnical behaviour of the nation. Power Distance The segment of the culture which deals with the distribution of the organizational power is known as power distance. It is the extent to which the organizational members with lesser authority accept the fact that power is distributed unequally. If the new employees, who would be hired in the business subsequently its expansion, could not acce pt the unequal distribution of power, then it might lead to reduced work cleverness or increased employee turnover rate. Uncertainty avoidance It is the tolerance for the uncertainty or ambiguity. It represents the extent to which the members cope-up with the care by minimizing uncertainty. People belonging to cultures with very high uncertainty avoidance tend to be extremely emotional. ... The long term oriented societies generally focus on the long term future patch making any plans. On the other hand, the goldbrick term orientation societies focus on the short term future during decision making. As culture is described as the inherited concepts, values or ways of living that are shared by the individuals of same social group, it holds an importance in every(prenominal) aspect of the business performance. The culture of a nation builds the individual cultures of the people belonging in it. both business which expands its operations in another nation is bound to face differe nt cultural values. This cultural diversity might negatively as well as positively impact the performance of the business. The culture is said to be dynamic in nature as it changes with the time. This change in the culture might lead to the rise of several conflicts. The field associated with management is changing and evolving in a continuous appearance with emergence of new ways and techniques of managing the organizations and their employees (Abo, 1994). Myriad methods and theories of management have been drawed for increasing the operational faculty of the organizations and their employees. Most of the modern management theories or models are derived from the cultural aspects (Hofstede, 1980). These theories have been designed for establishing and maximizing the winner as well as the productivity of the managers, employees and also, the organizations. These theories and methodologies represent the cultural identity of the employees and managers. Many researchers suggest that attempting to establish or implement management practices without considering the organizational culture, often leads to failure of such practices. In such cases,