LO 1 Explain and critically evaluate different frameworks used in analysing issues in organisational cross-cultural management.
LO 2. Critically evaluate the impact of cultural diversity on organisational performance
LO 3. Demonstrate understanding of, and evaluate critical differences in, communication, leadership styles, and motivational techniques, and design conflict resolution plans for culturally diverse organisations.
LO 4. Explain and analyse diverse issues arising in managing in an international context, with regards to cross-cultural management theory and debates.
It is important that you summarise your mastery of this module. Here are the twenty-five key points that we covered. If you do not understand any of the concepts, theories, or ideas behind the key points, refer to the video clips, reading, discussion questions, and tasks. You may also ask your tutor for additional guidance.
Cross-cultural management presents key issues that effective managers need to continually critically evaluate in a global environment.
The enrichment that cultural diversity brings to the workplace also presents complexities that successful managers can balance well.
Communication is an essential component of conducting business, and whether operations are global, national, or local, there is a need to understand cultural practices for effective written, verbal, and non-verbal communications.
Of the many theories relating to cross-cultural management, Hofstede’s cultural dimensions has been among the most widely adopted theory over time.
Organisations need the ability to measure and/or assess culture.
Cultural diversity is an ever-growing issue for organisations, as global expansion continues to occur for more organisations.
The benefit of diversity in thought provides added-value to discussion and debate on pertinent business issues.
Respecting cultural differences is the responsibility of all members of an organisation.
Management in an organisation needs the ability to understand cultural diversity, from the theoretical to the application, through its operations and also through working with team members
The performance of organisations is generally reported to be higher, in terms of earnings as well as employee satisfaction when there is greater diversity within the organisation.
Communication may be thought to be effective, although through the lens of others, cultural perceptions can be different.
Methods adopted to promote employee engagement and motivation need to consider values and beliefs, as employees associate with a culture(s).
Leading a diverse workforce requires cultural understanding, and the need for adaptation in style.
Communication, in context of cultural differences, encompasses the verbal and non-verbal, including the ability to understand body language that is projected and exhibited by oneself and others.
Conflict management requires skills and a plan, with the flexibility to adapt to the needs of unique situations, as well as participant needs and communications.
When evaluating an organisation’s commitment to cultural diversity, there are a number of issues to examine, including the knowledge of who the current senior leadership is.
Organisations across the globe need to continually evaluate and assess their efforts at encompassing diversity and an inclusive environment for employees and customers.
Preparedness plays a pivotal role in organisational expansion, with particular attention paid to the employees who will manage and lead.
Understanding the make-up of an organisation, most importantly its employees, from a cross-cultural perspective, is instrumental in effective leadership.
Effective leaders and managers frequently engage in self-reflection as a means of exhibiting that their styles and traits are complimentary to the needs of the organisation.
Leaders can be effective in one organisation, while experiences in another can be challenging when they do not take into account cultural diversity.
Global expansion through entry into new markets has dramatically increased, and has given greater importance to cross-cultural management.
Effectiveness in cross-cultural management often stems from individual experiences, although the skills can be learned.
The use of accountability as a measure of diversity is enhanced through quantitative and qualitative factors.
Perceptions on diversity include the experiences of the individual, as a reflection on the environment in which they work and live.
Last Updated on February 10, 2019 by EssayPro