Essays on Challenges and Issues Affecting the Cross-Cultural Business Environments Coursework

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The paper "Challenges and Issues Affecting the Cross-Cultural Business Environments" is a good example of management coursework. Bhaskaran and Sukumaran (2007, p. p.55) claim that the growth of globalization has had significant influence over the working environment in the business market. Employers interact with different people from different cultures. Culture diversity has led to the introduction of workplaces that are multicultural in various organisations across the globe. Understanding the impact of culture in any given organisation is important for the effective and efficient operation of the organisation. Societal values have influence over individual culture and it affects the organisational culture in one way or another (Ravasi & Schultz 2006, p. 434).

Globalization effects have impacts on workplace cultures given that individuals from various backgrounds unite for the core purpose of achieving goals and objectives of the given organisation. Smooth flow in the organizations with cross-cultural setting is built by relationships created through the various meetings held for the purpose of administration and distribution of responsibilities. Mutual respect and understanding regarding individual culture with the aim of upholding the organisation culture results in an equalization of employees.

This leads to the creation of a standard platform for effective management for the expansion and growth of the organisation. Cross-cultural management involves the management of people and business operations at an international platform due to the variations of practices, cultures and consumers preferences in the global market. This helps establish a connection in communication gaps that exist among different cultures for improved relationships both at the individual level and at a business level. Due to this diversity in cultures different challenges and issues arise during the management of employees in the business operations, this paper seeks to analyses these challenges and issues for proper management, growth and expansion of organisations in the global market. Communication issues The business environment has to change in different areas of operations due to globalization, growth of technology in information and technology issues, political issues, cultural, social factors, economic factors and legal factors.

These factors have contributed to improved corporate social responsibility and sustainability in the market for the wellbeing of consumers in the competitive market. Culture issues have had significant influence in the globalized business market but have been faced by different issues and challenges.

One of the challenges that managers face in any organization globally is communication problems contributed by the multi-cultural diversity in languages. Communication is a vital factor to the advancement of an organization since information, responsibilities, goals and objectives are passed through it from the management to the employees (Bhaskaran & Sukumaran 2007, p. p.60). The cultural diversity has led to the establishment of workplaces that are multicultural; this has resulted in the development of cross-cultural communication that is perceived to be hard.

In cross-cultural communication, there exist two groups of individuals: persons from the low-context and high-context cultures. These two groups have different strategies of communication thus making communication between them complex as well as a challenge to tackle. Depending on the context where communication occurs, the meaning, as well as the interpretation of the message, conveyed differs. Given that communication is a chief contributor towards success or failure of any organization, it is of supreme prominence for the management to address issues concerning communication. Culture expressed in different ways such as communication by use of symbols, signs, and words between the members of the given culture.

Likewise, the organisational culture established in a business environment is conveyed to the fellow members as well as customers in a similar manner. Scholars have categorized different forms of communication into three categories comprising of traditionalism, critical-interpretivism in additional to interpretivism (Deal & Kennedy, 2000). Traditionalism does emphasize culture in the form of symbols, conversations, myths and stories. Interpretivism, on the other hand, lays emphasize on shared meanings of certain things and objects in the boundaries of an organisation since there exist variations amongst the organisation.

Moreover, critical-interpretivism has its emphasis on culture through a chain of objects that exists with conflicting meanings. In most organisations, the common way of communication is traditionalism perspective and due to the existence of low-context and high-content cultures conflicts arises. The individuals from low-context cultures, for example, Germany, Switzerland, Scandinavia, and North America are different from individuals from high-context cultures such as Asia, the Middle East, Africa, and the Mediterranean. High content cultures express their needs through moods, signs and gestures while else individuals from low-context cultures use a lot of words in expressing themselves.

This conflict arises a challenge hard for the management to solve to bring the two cultures at a compromise for the effective running of an organisation. Establishment of a common language that is compatible to most employees is one of the solutions to solve such issues although more needs to be done for comprehensive solutions to be realized (Bhaskaran & Sukumaran 2007, p. p.64).

References

Briscoe, D & Schuler R 2004 International Human Resource Management,

London: Routledge.

Bhaskaran, S & Sukumaran, N 2007, “National Culture, business culture and management practices: Consequential relationships in Cross Cultural Management” An International Journal, Vol.14, No7, pp54-67.

Hofstede, 2012 “Culture’s Consequences: International Differences in Work-Related Values: The cultural relativity of Organisational practices and theories, Journal of International Business Studies, Fall 1983, pp75-89.

Ravasi, D & Schultz, M 2006, “Responding to organizational identity threats: exploring the role of organizational culture”, Academy of Management Journal, Vol.49, No.3, pp.433–458.

Deal T. E. & Kennedy, A. A. 2000 Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Perseus Books.

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