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Final Paper: Research Paper, Part II

Instructions

Your final research paper will be based on the topic of your choice selected in Week 2. You may include the readings assigned in this class to supplement your research.

Final Research Paper:

Write an 8-10-page research paper (excluding the title and reference pages) on the topic of your research topic choice selected in Week 2. By this time, you should have submitted your first 5 pages for grading and feedback. Once you receive feedback, make revisions accordingly and combine with the last five pages of your paper.

Overall Feedback from Research Paper, Part I

Some suggestions:

I liked the use of SWOT to assess the cross-cultural readiness of Starbucks. In section IV consider adding subcategories identifying specific cross-cultural actions to be taken, e.g., training on language and meaning, conducting social interactions, understanding culture-specific beliefs and values, etc.

In addition, there should be some type of control step or feedback loop on the recommendations, i.e., assessing effectiveness, etc. Which criteria could be used?

Also, references should be mapped to sections of the outline.

Good first cut at the outline!

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8

CROSS CULTURAL MANAGEMENT

Student Name

University

Course

Professor

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Introduction

In most cases, when it comes to the process of management, the importance of ensuring that as a manager one considers all the cultural diversities that are there is very important. Many managers have always been having issues when it comes to management in cases where they end up having issues with ensuring that all their employees or people that they are managing are considered. It is therefore for this reason that understanding cross-cultural management has been considered to a topic that is very important as specifically to managers. Cross cultural management can be basically be described as the study of management and this is done in a cross-cultural context. This therefore specifically involves understanding and studying the influence that the societal culture has on managers and the different management practices. Cross cultural management also focuses on understanding and studying the cultural orientations of organizational members and individual managers. As a manager or even a member of any institution, understanding this is specifically very crucial as it does determine the effectiveness that one will have in an institution or an organization specifically with the knowledge that people who one does interact with on a daily basis are different and the need to ensure that one gets the best perspective of understanding them is one thing that is very important (Tietze, 2021).

This paper will therefore carry out an extensive research on cross cultural management and how the same can be used for the benefit of managers and ensuring that they not only become better when it comes to management but that they also perform better in the different roles that they do play in their respective areas of business. This paper will specifically look at this from the perspective of understanding how to conduct a business from a cross cultural operation perspective in countries or nations that do have different cultural variations. The paper will use examples of companies and specifically Starbucks company in the process of understanding how cross cultural management abilities can be used in the process of making things to be better in terms of performance and effectiveness.

As businesses have been growing and the need to reach out to larger market shares in the business, the importance of managers to have skills that are considered to be cross cultural has been something that is very important. The need for managers to have cross cultural management capabilities has been something that is very important and that does determine the effectiveness and performance of an organization in terms of taking an advantage of the fact that the world has changed and the interconnectedness between countries and companies has been very huge (Dudinv et al., 2019). It is important to note that at an individual level, the values of individuals as well as their understanding and reactions to cultural contexts is usually different as people differ from with different people in different places. It is therefore very important for a manager who is seeking to reach out to a global market to understand these diversities and know how exactly each of differences are to be handled and understanding them is the first step that would help in the process of figuring this.

As a manager therefore one must first have the desire to grow and at the same time have the need to generate more revenue as it is only this that will help managers to develop the desire to have cross cultural management abilities. For example in a company such as Starbucks the need to have managers that do have abilities when it comes to cross cultural management is very important, the company in this case is functioning at a global level and therefore the employees that the company has as well as the customers are all diverse (Osland et al., 2018). Dealing with them and at the same time ensuring that they do get the needed growth and revenue requires that the managers do have the abilities that are needed when it comes to cross cultural management.

As a company therefore or as even managers, the need to ensure that the employees of company culture are evaluated in this case is very important in any case if the employees or the managers are to be effective. In today’s fast-paced business environment, cross-cultural management is must-have ability for managers and especially the ones who are seeking to operate in business that are already having customers globally or ones which are desiring to expound their boundaries to the global market (Dudinv et al., 2019). Both internally and externally, it may be broken down into these two subcategories. Internally, cultural divergences are a result of the many backgrounds and perspectives represented within the company’s workforce. In order to create a cohesive work atmosphere that encourages teamwork among culturally diverse personnel, managers must address these individuals’ differing values.

Whether operating locally or internationally, it is always important to ensure that as a leader the cultural differences in terms of values and beliefs and identified and understood to ensure that any form of misunderstanding that might rise as a result of the people in this case not understanding the values and the cultural differences that are there is avoided as much as possible. As the majority of workers are locals, each regional office has its own culture and set of systems tailored to the needs of the many offices throughout the globe. From an external perspective, cultural management may be seen in how local clients are approached or marketing strategies are localized when a firm first enters a new market (Romani et al., 2018). It is important to understand that new markets are always hard to deal with and the need to ensure that every aspect of the market is understood especially from the cultural perspective is very important. This is specifically what Starbucks company has been doing for the recent years, before getting to any market, a research should be done that will help in understanding the culture of the said market and ensuring that every aspect of the said market is understood (Henao et al., 2021). This helps in avoiding any form of misunderstandings that might end up arising from the said process and therefore this will help in ensuring that as a company the right things are done that would help in ensuring that the company penetrates easily to the said location by basically understanding the culture of the said company and avoiding anything that might be done that might affect the effectiveness and the penetration of their business in the said location in any way.

Cross cultural management does not only look at the company’s, employees and customers cultural differences in terms of values and beliefs only, it is also important for the company or managers to look and analyze how organizations and companies in different countries and specifically the ones in which the company is interested in do compete for global markets and how specifically this works for their advantage (Romani et al., 2018). By doing this, it will play a very significant role in the process of ensuring that the company and the managers know exactly what to do and what to avoid in any issue that can be experienced due to the company avoiding to consider and look at issues that do surround the fact that a company has avoided considering the cultural differences that are there in a community or country.

In as much as it is important to look at this from a company’s it is crucial to know that the examination of cross-cultural factors in human management. It is essential to note that Diversity is becoming more common in the workplace. Many individuals from varied ethnic, cultural, and geographic origins make this possible (Koc, 2020). It might be difficult to manage a staff like this. Consequently, HR managers should be prepared to assess and investigate the particular difficulties that arise from diversity as these usually do have a very significant impact on not only the performance of the company in terms of growth and revenue generation but also this will always have a very significant impact on the market that the company will be able to reach out to in a given market and this will in the process affect its sales too and the harmony that will be there between the employees and the management at large which plays a very significant role when it comes to the performance of the company.

Conclusion

Cross cultural management in the current business environment is something that should always be considered as being very crucial and central in the process of making things work out in a company. In the example given above of Starbucks company, much of its success has been greatly been attributed to the fact that cross cultural management is one of the abilities that most if not all of its managers are required to have for their performance to be high. Cross cultural management in this case as it has been discussed in the paper does not only focus on the employees and the company (internally), but also the paper looks at this from an external perspective and that is knowing how other companies and organizations do compete from in the market and understanding this is part of understanding the important thing that should be considered in a given market by the managers and employees for the company to gain a competitive advantage.

References

Dudin, M. N., Pogrebinskaya, E. A., Sidorenko, V. N., Sukhova, E. I., Zubenko, N. Y., & Shishalova, J. S. (2019). Cross-cultural management in the system of harmonization of interests in the multi-confessional educational environment. European Journal of Science and Theology15(3), 191-199. http://www.ejst.tuiasi.ro/Files/76/17_Dudin%20et%20al.pdf

Henao, D., Gregory, C., & Dixon, Y. (2021). Impact of Diversity and Inclusion Education on Team Member Engagement. Journal of Best Practices in Health Professions Diversity14(1), 14-24. https://www.jstor.org/stable/27097333?casa_token=OkIPHq8HJVcAAAAA:cp-foeSx7kePQ4er_uG8bHN-pYRy0gCJkpCO2S4knVE_jQ5PwMDbaMh_VnP2Ywbv-v4VrQeCBCImUrw-qpbBtVkQEtNGzf37-xh-83wUS82VUlxxL49_6A

Koc, E. (2020). Cross-cultural aspects of tourism and hospitality: A services marketing and management perspective. Routledge. https://www.taylorfrancis.com/books/mono/10.4324/9781003018193/cross-cultural-aspects-tourism-hospitality-erdogan-koc

Osland, J. S., Li, M., Petrone, M., & Mendenhall, M. E. (2018). Global leadership development in the university setting and future directions for advancing global leadership research. In Advances in global leadership. Emerald Publishing Limited. https://www.emerald.com/insight/content/doi/10.1108/S1535-120320180000011010/full/html

Romani, L., Barmeyer, C., Primecz, H., & Pilhofer, K. (2018). Cross-cultural management studies: state of the field in the four research paradigms. International Studies of Management & Organization48(3), 247-263. https://www.tandfonline.com/doi/abs/10.1080/00208825.2018.1480918

Tietze, S. (2021). Cross-cultural management revisited: A qualitative approach. https://link.springer.com/article/10.1057/s41267-021-00442-1

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