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Running head: MANAGING CULTURAL DIFFERENCES

Managing Cultural Differences
Cherry W. Maxwell
St Leo University

Managing Cultural Differences
Culture is a set of beliefs and values about what is desirable and undesirable in a community. Culture plays a major role in organizations to manage the operation of the company. Management and culture are interdependent on each other. (Kotelnikov, Vadim; Bibikova, Anatasia) In a multi-national company employees are from different cultures and should be managed and organized to resolve conflicts that arise due to cultural variations. Cultures differ on the dimensions of directness, hierarchy, consensus and individualism. (Hitt, Miller, & Colella, 2011) * Directness – persons get to the point.

* Hierarchy – persons follows orders
* Consensus – disagreement is accepted.
* Individualism – individual winners.
Culture helps us interpret what we see and make sense of it and how we express ourselves. The challenge one has to face is beliefs, values, perception, expectation, attitudes and assumption. (Kotelnikov, Vadim; Bibikova, Anatasia) There is a necessity to be aware of the fundamental cultural differences at work. These differences should be used to challenge the assumptions about the correct way of solving problems on the job. The fundamental differences include the different communication styles, different attitudes towards conflict, different approaches to completing tasks, different decisions making styles, different attitudes toward disclosure and different approaches to knowing. (Kotelnikov, Vadim; Bibikova, Anatasia) Culture shock must be identified on time and timely action is the only way to cope with culture shock to prevent and negative situation that may occur. When a person faces cultural shock it usually includes feelings of isolation, anxiety, worry, nervousness and helplessness. Cross cultural communication is a challenge to overcome but if the company can build hope for...
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