Cross-cultural Management In Organisations Essay

Question:

Discuss about the Cross-cultural management in organisations.

Answer:

A manager can be referred as an individual who is provided the responsibility of handling a project as well as a team or certain operations of the organization. They are mainly assigned with the duty of getting the jobs done and at the same time motivate employees to accomplish the goals set by the employers (Goetsch & Davis, 2014). This assignment will mainly provide an overview about the work done by the managers the procedures and the theories they follow fro effective management and how they help employees and organization to reach the peak of success.

Managers are usually provided with a set of objectives which they need to meet for organizational success. This responsibility now starts with forming suitable teams and managing them properly so that the objective can be met. One of the skills that every managers need to possess is decision making skills (Cameron & Green, 2015). The managers need to correctly develop critical thinking ability and thereby assign works to team members according to their capabilities so that there is no rise of conflicts and all the tasks are completed smoothly. The decisions which are made often become stressful for the managers as they have to fire someone or to lay-off a whole team. Therefore the managers need to be always ready to make choices which are good for the ultimate goals.

While developing teams, manager can follow Tuckman’s theory so that he can correctly form effective teams. The first stage he can follow is the forming stage where the team members gradually gets acquainted with the team working styles and accept the power or authority offered by their leaders. In the second stage called the storming, individual team members reveal their personalities which sometimes result in emerging of conflict and disagreement affecting unity in the meeting of goals (AlAriss et al. 2014). The third stage is called the norming stage where conflicts are mainly resolved by the managers and team harmony and unity is gained back. The fourth stage is called the performing stage where the managers mainly guide the team members on problem solving and thereby accomplishing the tasks. The last stage is called the adjourning stage where the team has a limited task to perform which is then disbanded upon task completion (Pemsel & Wiewwiora 2013). Therefore, managers through this process can successfully develop and manage teams and thereby help in meeting the goals.

Another important aspect which should be followed by different managers to maintain an effective workplace is proper communication skills. Effective communication is the only process by which managers can not only overcome various types of conflicts among the employees but can also help in solving different problems and make the working environment smoother and informal. Researchers are of the opinion that proper communication skills include the managers to be an active listener (Ou et al., 2014). He should give the scope to the employees to speak out their concern or problems making them feel that they have a guide who cares for them. Effectively developing the trust of the employees by properly socializing with them, make the managers help in developing an informal environment in the workplace. This reduces stress of the employees and can thereby produce higher productivity. Moreover, another effective aspect of communication is feedback giving and receiving skills. Managers do not only have the duties to make sure that the objectives are met but would also make sure that employees are happy within the working environment. For this, managers should take effective feedbacks from the employees making them feel integrated in the system (French, 2015). On the other hand, the managers should also provide feedback to the employees with a positive and encouraging tone, so that the employees can rectify their mistake and also at the same time do not develop negative feelings for them. This would help the managers to ensure that the team is well aligned with the team.


Managing the team is not only the main function of the managers. They also have to be following the five competencies which are valuable for maintaining the flow of work in the organization. The first competency mainly helps in dealing with the proper organization of the information flows. It is one of the most important tasks for the manager to manage, utilize and distribute information effectively so that the miscommunication and losses do not occur. The second competency that the managers need to develop is to multitask and manage different types of works and functions at the same time so that he can take care of all the responsibilities imposed on him. He has to overcome different challenges like intercultural issues and thereby help in building unity and setting higher standards of team performance (Jin et al., 2014). The third competency is mainly including several initiatives for properly planning and coordinating projects so that all the stakeholders are aware of the status of the ongoing work. The fourth competency would mainly be his evaluation skills where he should be properly measuring and monitoring the performance of the team members and denoting them about their qualities. He would be mainly helping in evaluating the outcomes that the organization wants to make. The fifth and last competency would be to encourage team members and also maintain his activities by properly aligning with the rules and regulations of the organizations and also help them maintain the legal and regulatory requirements for the organizations.

Other than this, the managers should make sure that they possess skills such as proper time management, proper interpersonal and relationship building skills, delegation, forward planning and strategy as well as problem solving (Quinn et al., 2014). They should also have proper emotional intelligence, administrative and financial skills and proper leadership skills which would ensure successful outcomes for the organization.

From the entire discussion, it is seen that managers play an important role in the organizations. In order to complete their assigned tasks responsibly, it is seen that they have to possess proper team development skills, team management skills and evaluation skills. Not only that their communication skills are also important to maintain an informal trustworthy relationships among the employees which ensure higher productivity. Moreover they have to multitask properly, maintain unity, and possess problem solving skills, decision making ability and others. All these would ensure that organizational goals are successfully met and employees can exhibit their skills with full potential.

References:

Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

French, R. (2015). Cross-cultural management in work organisations. Kogan Page Publishers.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Jin, Y., Liu, B. F., & Austin, L. L. (2014). Examining the role of social media in effective crisis management: The effects of crisis origin, information form, and source on publics’ crisis responses. Communication research, 41(1), 74-94.

Ou, A. Y., Tsui, A. S., Kinicki, A. J., Waldman, D. A., Xiao, Z., & Song, L. J. (2014). Humble chief executive officers’ connections to top management team integration and middle managers’ responses. Administrative Science Quarterly, 59(1), 34-72.

Pemsel, S., & Wiewiora, A. (2013). Project management office a knowledge broker in project-based organisations. International Journal of Project Management, 31(1), 31-42.

Quinn, R. E., Bright, D., Faerman, S. R., Thompson, M. P., & McGrath, M. R. (2014). Becoming a master manager: A competing values approach. John Wiley & Sons.

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