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REFLECTIVE REPORT

Cross cultural management mainly involves the management of teamwork in ways that consider the differences in culture, practices and references of clients in global international business context (Mora, 2013). Many people have to learn to change or adapt their approaches to compete on a level in fields that are no longer bound by physical geography with online interactions more common in business and other situations (Chibba, 2015Apter, 2013). Team work is often a crucial part of business and academic career as it is essential for colleges to work together trying their best in circumstances. Providing reflection of activities accomplished in academic career with group of individuals is essential as it provides an analysis of skills which I have achieved by performing these activities. It also provides analysis about self-performance in group tasks along with the skills and aspects that are needed to be improved or achieved while performing the similar task in future (Nabiryo, 2016). In this report, I have determined my own experience of working as a group for making a podcast on identification of issues which are faced by Charles martin in Uganda.

Mainly, task was to identify issue in case study and provided by Tutor to group of 5 members. In order to make an effective podcast, team members have applied Hofstede cultural dimension theory which is analysed as a framework of cross cultural communication developed by Greet Hofstede. I have used this with an aim to describe the effects of national culture of Uganda on the values of people in living in Village and the way these values relate to their behaviour by using a structure which is derived from the factor analysis. For starting this group task, all the group members have decided to distribute activities after analysing the case study. From the analysis, it was identified that the case study confronts various issues due to different cultures and life style in between America and Uganda (Friedman and et.al., 2012). There two main problems that I have identified after analysing the case study such as Nepotism and Christian religious practices versus local rituals of people in Uganda. In order to accomplish the work effectively, I have made various strategies and schedules so that project will be completed  effectively.

Further, Nepotism was analysed as the major problem which was faced by Charles Martin Uganda who was appointed as a manager of HG construction company. Director of organisation named James Green has provided him important task of constructing a Dam in Uganda. Nepotism was mainly analysed as the practice among individuals with power or influence of favouring relatives or friends, especially by giving them jobs (French, 2015). It was a complex activity for me to analyse case study because I was not having previous experience of doing this task before and I have also not heard case before.  Moreover, nepotism was analysed as the major problems which people of Uganda were facing from the last several years. While taking permission for construction of the Dam project in Uganda, Charles has to face problem of High Nepotism.

By using the theory of Hofstede cultural dimension, I have analysed a cultural model of HG construction company which was represented the independent preferences of USA over Uganda. Analysis of first dimension, power development of index of the theory have stated that  is also determined by the people of Uganda that accept and expect that the power was distributed unequally. Moreover, the organisation culture ion HG was also effective as they provide freedom to their employees in the process of decision making, but the employees was also held accountable for results of their decisions (Karin Andreassi and et.al., 2014).

First phase of case study consists of important aspects of HG group and the culture that prevails in organisation. In order to achieve  clear understanding about  rest of the part. I have decided to take support of team members and asked them to effective ideas through which we successfully accomplish this podcast. While project time period, I have also faced some difficulties because some of groups members where not having good language understanding skills and therefore were not able to provide their support in making podcast and but they provided technical support. Further, some of our members was also belongs to different cultural backgrounds and it has created barriers in understanding the perception of each other.

In addition to this, I have also analysed that leadership in Uganda was very much Autocratic because government and political corruptions has made it difficult for HG to accomplish the project of Dam construction without providing bribes.  It was difficult for Me to analyse the problems that needs to be accomplished by management of HG to reduce their problems because I was not having knowledge of providing suggestion.  I have also understood that managers need to have proper communication and soft skills which provide them support in accomplishment of tasks and making effective relationship with stakeholders (Thomas and Peterson, 2017). In case study, government was identified as the major stakeholders of HG construction in Uganda as they have provided major influence on their Dam construction project. Martin was not having soft skills within the organisation and therefore, he was utilizing the intercultural and diverse practices. It has provided him support in better administration of different functionalities. 

In addition to this, case study also provided understanding about the importance of motivation of employees in organisation (Khalid and et.al., 2012).  Martin has played a very important and huge part in the dam project which has provided support in effective setting up and execution of the dam venture by HG. He has the qualities and attributes that provide him support in formulation and implementation of employee’s empowerment at workplace (de Mooij, 2013). Charles martin has faced the major problems in getting performance of Dam project due to Nepotism (Helmreich and Merritt, 2017). However, it was difficult for ever member in the groups to provide ways through which the HG will be able to resolve their issue of Nepotism at workplace (Ekuma and Akobo, 2015).

Secondary research methods was used to analyse the solution regarding same situation but they have not found any relevant ideas and information (Hatlevik, 2012). Further, I have analysed various articles and journals to get information about the ways to resolve the cultural problems but achieved success. After that, I have communicated with team members and decided to use various technologies for identifying solutions. Together we have achieved results and identified that Christy and Brown (2005) deontological approach was suitable and best solution to stop nepotism through application of theory which is based on following the rules and complying by the laws. This approach is also analysed as theory of ethical leadership. With effective coordination of member, we have developed our podcast effectively and achieved great experience of working on such as complex project.

After analysis of report, I have concluded that it is essentials for group members to coordinate with each other for successful accomplishment of task. There are various skills and qualities of me and my group members have been improved in this task such as conceptual, learning, communication, analysing, research, technical and problem solving skills etc (Sidani and Thornberry, 2013). One of most important thing that needs to be improved was allocation proper resources to complete the project. I also need to improve my command on English as I have faced difficulty in drafting a podcast report. I will ensure that these improvements must be accomplished and I will apply this experience in the future, if I will receive these task type of podcast.

REFERENCES

  • Apter, D.E., 2013. The political kingdom in Uganda: a study in bureaucratic nationalism. Routledge.
  • Chibba, M., 2015. Contemporary perspectives on international business and culture. International Journal of Business and Globalisation. 14(4). pp.408-419.
  • De Mooij, M., 2013. On the misuse and misinterpretation of dimensions of national culture. International Marketing Review. 30(3). pp.253-261.
  • Ekuma, K.J. and Akobo, L.A., 2015. Human resource management ethics and professionals’ dilemmas: A review and research agenda. Human Resource Management Research. 5(3). pp.47-57.
  • French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.
  • Friedman, R. and et.al., 2012. Cross-cultural management and bicultural identity integration: When does experience abroad lead to appropriate cultural switching?. International Journal of Intercultural Relations. 36(1). pp.130-139.
  • Hatlevik, I.K.R., 2012. The theory‐practice relationship: reflective skills and theoretical knowledge as key factors in bridging the gap between theory and practice in initial nursing education. Journal of advanced nursing. 68(4). pp.868-877.
  • Helmreich, R.L. and Merritt, A.C., 2017. Culture at work in aviation and medicine: National, organizational and professional influences. Routledge.
  • Karin Andreassi, J. and et.al., 2014. Cultural impact of human resource practices on job satisfaction: A global study across 48 countries. Cross cultural management. 21(1). pp.55-77.
  • Khalid, K., Agil, S., Omar, S. and Khalid, K., 2012. THE SYNTHESIS OF ETHICAL DECISION MAKING. International Journal of Academic Research, 4(3).
  • Mora, C., 2013. Cultures and organizations: Software of the mind intercultural cooperation and its importance for survival. Journal of Media Research. 6(1). p.65.
  • Nabiryo, S.K., 2016. Nepotism and School Performance: A Case Study of Kasenge Greenhill Secondary School in Kampala District, Uganda (Doctoral dissertation).
  • Sidani, Y.M. and Thornberry, J., 2013. Nepotism in the Arab world: An institutional theory perspective. Business Ethics Quarterly. 23(1). pp.69-96.
  • Thomas, D.C. and Peterson, M.F., 2017. Cross-cultural management: Essential concepts. Sage Publications.