According to the Trompenaars’ relation to others, the seven key dimensions are among the country cultures and its relation to time and environment. Trompenaars concludes by saying that people distinguish others from one culture and that the preferences fall accordingly compared to others. In this case study, it has been observed that Allan happens to face a sudden shock of cultural changes within the work environment. Thus, Kanishevska et al. (2020) has stated that to distinguish the cultural aspect, universalism versus communitarianism and neutral versus emotional dimension of cultural diffusion has been preferred to outline the case study.
The dimension of individualism versus communitarianism characterizes people to believe in personal freedom and achievement. On the other hand, certain categories have completely replicated the case study. The praise and reward appraisal has been credited to Allan in the American A2Z Advertising company. According to the case study Pirlog (2021), this particular dimension is appreciated because the communication between the members is praised, and people are involved in making concrete decisions. Hence, it tends to avoid favouritism and appreciates creativity.
Further, Tocar (2019) has stated that people express emotions, and in this case, study, when Allan was transferred to Berlin in a new position, the mixed feelings and emotions were quite different. Thus, the characteristics of this dimension state to manage the emotions and watch the reaction of the people for addressing the interactions. Apart from that, the behaviour received from another character, Margrate, was quite different, and it tends to state that people with emotional dimensions aspires to build up support and rapport accordingly. The positive attitude and the positive body language are quite low in this study, yet this relation to others has made quite a different aspect.
In this particular case study, it has been observed that Allan, the senior manager of the A2Z Advertising company, has been appreciated with a position of head operations in the Berlin office. Here, Schuster (2019) has proclaimed that a tiff has been created between Margrate, the new German colleague and Allan. Thus, with the application of Trompenaars’ “model of reconciliation, the mitigation of the dilemma can be done for making the work environment positive and successful. Due to the sudden change in behaviour of Margrate, Allan was quite disappointed and extremely worried regarding the situation, and in such a challenging situation, the dimension of reconciliation involved the understanding of the circularity relationship between options and values. According to Jumayev (2021), Trompenaars said that recognising, creating an increasing awareness and appreciating cultural differences is equally important. However, reconciliation tends to state the resolve of cultural differences and implement reconciliation actions. It is the only process that can be processed for an effective workforce.
On the other hand, dilemma reconciliation can succeed, and the mutual parts seek to have a complete understanding of cultural differences. Therefore, to resolve the situation created in the case study, the approach and behavioural pattern have to change for creating an eco-friendly working environment in the firm. The change in working environment happens to fon the cultural projects within a firm. Therefore, it can be portrayed through the discussion that includes details about the share and implementing reconciling actions, and it is necessary to make the team leadership more fruitful and accessible. In order to resolve the conflicting dilemma between the two workers, it is necessary to compete with values and save the relationship by providing honest feedback, and it is centralized that each culture has its way of reconciling dilemmas in the long run in a firm.
In this particular case study, it has been generalized that a contrasting culture has been generated between Tom and Abdul’s family. Here, Chung (2019) has stated that the cultural norms and ethics followed by Salim’s family was outrageous and wholehearted. The contrasting culture enhanced in the case study states that the culture of Abdul’s family was sorted and inevitable. At the same time, Tom happens to run a professional decorum to complete his work profile and get along with it. This justifies that a contrasting cultural decorum has been followed. Henceforth, to maximize the chances of successfully understanding the cultural environment, it is necessary to examine the cultural values for better and prospective analysis in the long run. On the other hand, the recognition of cultural influence is also necessary for understanding the importance of international business.
On the other hand, a cross-cultural environment within any working organization claims to state the importance of relationships, competition, communication, action, and space. Hereafter, Davidovitch & Khyhniak (2018) has stated that a cross-cultural benefit has been observed in particular sequences. While analysing the cultural difference between Tom and Abdul Salim, a cross-cultural difference has been uplifted. It states that culture and communication consider to be inseparable situations within a firm, and intercultural communication between two different cultures people has been administered effectively. The cross-cultural aspect concerning time-focus, competition, action, communication, and space, specific issues have been administered, and it helped maintain all the activities by doing the business internationally. Thus, it can be stated that the differences among the culture do exist, and a concrete impact on communication is administered while exposing the people to overcome the barriers in the long run. Apart from that, the differences in the culture or rather cross-culture tends to have an aptitude for adapting to such changes according to situations.
In this case study, it has been observed that Tom, the soccer agent from the USA, has been scheduled to better manage time in meeting for the future. Thus, while accessing the case study, it has been observed that the meeting for making the deal successful, the soccer agent has been more reluctant and adverse towards meeting and making the deal successful. It has been observed that Tom has been extremely professional, and with time he won’t miss any chance of making delays while accessing the deals. In this situation, Welzel & Beugelsdijk (2018) has stated that Tom making a deal with Abdul Salam would be extremely professional; however, Mr Abdul was friendly towards making the deal. Hence, it has been observed that Tom has been panicking in the room for a delay in his work professionally, and that led to extreme panic attacks and delay of lunch. Therefore, Tom should be more reluctant and relaxed towards his work profile, and it states that Tom needs to make plans accordingly.
Apart from that, it has been administered that Tom happens to be anxious regarding the meeting to make the final deal UAE, and thus, Ladha et al. (2018) has portrayed that Tom needs to be more enthusiastic and maintain an eco-friendly decorum in all aspects for addressing the work manners. On the other hand, it has been addressed that to make the negotiations, it is necessary to address the work environment and maintain decorum for finalising a project. Thus, all such aspects need to be delivered and addressed before making a final deal for the long run in the future career path.
In this section of the discussion, emphasizing the Hofstede cultural dimension, proper execution of different cultural aspects can be provided. Hence, in this regard, Minkov & Kasa (2021) has stated that to understand the cultural dimension between China and America, it has been observed that the culture of China is better than the deep drivers of America. The power dimension deals with the fact that all individuals in society attempt to make a score, and thus, at 80, China ranks the highest. On the other hand, in individualism, China scores to be in 20, and it states that the highly collectivist culture relies upon preferential treatment. Xu et al. (2019) has stated that Masculinity addresses to be quite high rather than femineity, and it adjusts to state that the fundamental issue motivates people to have a concrete liking to it. At 66, China is considered to have a success-orientation and also driven above. Lastly, it has been addressed that uncertainty avoidance is scoring at 30 in China, and the truth states that the immediate social circle has a concrete concern towards it in the long run. The long-term orientation describes the society to maintain a link of its own and deal with such challenges, and it is necessary to portray that China scores at 87 in this aspect. China is considered a restrained society, and thus, Klara should avoid cultural conflicts and move along (Song et al. 2018).
References
Beugelsdijk, S., & Welzel, C. (2018). Dimensions and dynamics of national culture: Synthesizing Hofstede with Inglehart. Journal of cross-cultural psychology, 49(10), 1469-1505.
Chung, L. C. (2019). Crossing boundaries: Cross?cultural communication. Cross?cultural psychology: Contemporary themes and perspectives, 375-397.
Davidovitch, N., & Khyhniak, K. (2018). Language Personality in the Conditions of Cross-Cultural Communication: Case-Study Experience. International Education Studies, 11(2), 13-26.
Jumayev, U. (2021). INTERCULTURAL DIFFERENCE PARAMETERS: HOFSTEDE AND TROMPENAARS THEORIES 3(3).
Kanishevska, L., Matviienko, O., Pankiv, L., Pet’ko, L., Stepanova, L., Ragozina, V., & Soichuk, R. (2020). Innovations in arts and cultural education: Entrepreneurial aspect. Journal of Entrepreneurship Education, 23(1), 1-8.
Ladha, T., Zubairi, M., Hunter, A., Audcent, T., & Johnstone, J. (2018). Cross-cultural communication: Tools for working with families and children. Paediatrics & child health, 23(1), 66-69.
Minkov, M., & Kaasa, A. (2021). A test of the revised Minkov-Hofstede model of culture: Mirror images of subjective and objective culture across nations and the 50 US states. Cross-Cultural Research, 55(2-3), 230-281.
Pirlog, A. (2021). National Cultural Profile in the Republic of Moldova According Hofstede and Trompenaars-Hampden-Turner Models. Revista de Management Comparat International, 22(4), 450-457.
Schuster, N. (2021). Cultural Influence on Mobile App Design-A Theoretical Review of Culture Theories and Their Influence on App Design in China. J Comput Eng Inf Technol 10, 6, 2.
Song, H., Zhang-Zhang, Y., Tian, M., Rohlfer, S., & Sharkasi, N. (2018). Culture and regional innovation performance: an exploration in China. Chinese Management Studies.
Tocar, S. D. (2019). Comparative analysis of some cultural dimensions systems: A qualitative value-based approach. Cross-Cultural Management Journal, 21(1), 21-34.
Xu, H., Xu, Y., Tang, Q., & Zhu, X. (2019). Exploring regional cultural differences in China using Hofstede’s framework of cultural value dimensions. South Asian Journal of Management, 26(4), 181-199.
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