CRITIQUE ON “CULTURE AND BUSINESS”
The outcome of the first journal and model
The Cross-Cultural Management and Communication is a discipline or a course of study which include the processes of managing work teams and ways to control and handle the differences in cultures, preferences,and practices of different consumers across the globe or in the international market.
It is advisable for various big and small companies and organisations to adopt such policies which would help them to communicate with their consumers in a better way. In this global village, every individual is connected through the power of the internet and companies must develop an unorthodox and contemporary approach in order to compete with other companies to reach a step ahead to their consumer. It must be cognizable to the companies that they are no more bound in any physical entity. In fact, online communications are more common in business now, than another face to face or documented meetings.
With a keen observance, it could be noticeable that cross-cultural management and communication takes place in every sphere of a daily life. The most common scenario is when a manager handles someone from a different cultural background than the manager of the company belongs to. And this scenario is very conventional now as to expand business companies are either establishing branches in various parts of the world or are immigrating employees across the world. In both, the cases cross-cultural management and communication is a very important feature.
It is not easy to take care of employees with the different cultural background. Neither is it easier for a company to suffice the requirement of its consumers stationed at various parts of the global society.
Cross-cultural management and communication require a proper training and one must be skilled to handle the objective in a pragmatic manner. One must study the individual’s cultural values, reactions,and cognitive structures properly. The outcome of handling objectives or cases in a hypothetical way might not result in a profitable manner.
Through various conceptual models, the cross-cultural management and communication have been identified. The first model depicts the ‘framework for cross-cultural engagement’ where Australia has been treated as the object. It states that Australia is a multicultural nation-state with multicultural environment that includes a multiplicity of various cultures, languages, ways of communication, verbal and non-verbal behaviours, approaches to conflict and value orientations, cultural practices, their way of naming and greeting, working mannerisms, sports, religious practices, and their wellness and sickness. Cross-cultural management and communication are very much evident here. The framework is process oriented and these differences can only be met through understanding individual cultural beliefs, one becomes familiar with the various diversified practices, and finally understanding and engaging with a broad outlook with a cross-cultural communication. A parochial depiction residing in a wide diaspora would not suffice the requirements.
The outcome of the Second journal and model
Cross-cultural management and communication is the study of examining and analysing human behaviour with various organizations in an international context. This study is very important as it deals with various types of a relationship like the relation of a country to its cultures; it helps to compare organizational behaviour across countries and cultures. It also tends to understand the various ways of improving the relation and interaction between clients, employees, other assistance and manager across the world.
Cross-cultural management and communication help to reduce the various cross-cultural differences and obstacles that become an impediment to the growth and development and better cooperation and communication at a workplace, in bigger organizations or in different societies.
It is very important for various big agencies and offices to recruit a skilled manager who will be able to handle the employees with the different cultural background. The manager must not only be skilled in controlling the employees of the company but also should increase the tenure of their working span. An important aspect of any manager of any MNC is to also understand the requirement of its consumers upon which the growth and productivity of the company are responsible.
The cross-cultural effect is different in different working areas. Like in corporate companies lobbying is more observed. In professional or academic entities functional orientation, industry norms create a lot of issues. Whereas in government sectors employees with different historical, social, educational, philosophical, and religious background stands as a huge problem. To overcome or to combat such issues cross-cultural management and communication is studies. The model here would study the ‘cross-cultural practices’ that will help us to analyse three practical dynamic strategies namely reflective practice, socio-cultural practice,and critical practice. Reflective practice evolves from educational and sociological literature. It emphasises the capacity to observe – to listen and to watch the cultural practices of the new culture. It also emphasises on the practice of ‘reflex- in action and reflex- on action’ and also at ‘reflex –before- action’. Socio-cultural practice emphasises on group participation, gathering feedbacks, expressing general disagreements and saying a ‘no’, asking for help and information and building social contacts. Lastly, critical practice seeks for critical self –awareness and critical context-awareness.
Summary
The above two models would help to create a familiar environment in midst of diversity and would seek every individual to understand and communicate in a healthy manner.
You must then prepare a Business Portfolio and Dynamic Capability Slide Presentation using
the following headings:
A. Business Portfolio Analysis
Plot each business unit on a BCG matrix, GE-McKinsey matrix, and Synergy matrix.
B. Business Portfolio Recommendations
Provide recommendations to the organisation for the strategic management of each business
unit with explanations for each recommendation.
C. Dynamic Capability Analysis
Prepare an assessment of the organisation’s dynamic capability including its capacity to:
1. Identify and assess opportunities
2. Mobilise resources
3. Transform and reconfigure strategic assets
D. Dynamic Capability Recommendations
Provide recommendations to the organisation for enhancing overall dynamic capability with
explanations for each recommendation.
Important Points to consider
o Should not go beyond 25 slides.
o Slide/s should be allocated for references – these slides will not be considered in the
slide count (25).
o Incorporate journal articles, prescribed text, other books, etc. into the analysis.
o You are not expected to research the different industries mentioned in the case study.
The focus should be on researching, analysing, and applying portfolio management and
dynamic capability related theories, concepts, and scholarly views.
o Need to use the notes pane to explain the points/ analysis indicated in the slides. The
write up in the notes pane should not exceed 150 words per slide. Use the notes pane
only when it is necessary.
