Discuss About The Cultural Investigation Of Airlines Quality.
Business has expanded globally thus it is very important to manage the cross cultural relation in an organisation. This report has researched the ways to provide global leadership and maps the diverse culture of an organisation with new phenomena’s. Cross cultural management is responsible for managing different culture that exists in an organisation due to presence of individual from different cultures. Global leadership plays an important role in analysing the cross cultural management of the business.
In every organisation employees come from different background as employees are hired according to their knowledge and skills. It is essential for an organisation to maintain the diverse culture so that performance is not affected due to different culture (Ray, 2014). To ensure that workplace have an effective environment cultural management need to be adopted. The reason cross cultural management is needed in an organisation is to resolve the issues due to different cultural styles as it increases the chances of conflicts. Cross cultural management resolves the conflicts by minimizing the diversity issues.
Culture affects business strategies and is an essential component of a business as it helps in making decisions. Cultural management also helps in providing the right path for organising business meetings and conducting placement services or internships (Parsons and Clarke, 2016) . The culture differs from one organisation to other has it is dependent on the ethical and behavioural concerns of an employee. As in an organisation employees are hired from different countries that are entirely different in terms of culture. Thus it is necessary to make the environment of the company that is free from these issues otherwise it would affect the productivity (Merkin, Taras and Steel, 2014). Management between employees of different culture is necessary so that they work together and easily communicate with each other. Global ethics of an organisation is also affected by culture and business. Culture can cause negative impact on the organisation if not managed properly. Culture makes the business environment different as it changes the overall behaviour of an organisation.
Culture and business are related to each other as culture helps in making decisions in a business. The culture makes people behave differently and thus some rules need to be accepted to manage the behaviour and maintain relationship. From this article it can be stated that culture has divided the business into different categories like language, manners and behaviour. These categories play significant role when business tries to expand in international market.
From the given article it can be stated that mangers need to manage the structure of an organisation in a well-defined manner so that cultural awareness is spread among staffs. If organisations have certain consequences it will trigger the business to negative side. If there are issues due to biodiversity in an organisation it will decrease the growth and overall reputation of the company. If cross cultural management is not done appropriately it will generate pressure among employees.
According to (Zhu, Habisch and Thøgersen, 2018) , culture is a predefined set of values, practices and mind sets of group of people that covers specific rules and actions that are followed with them. Cultural management is used to create cultural awareness in an organisation that can be done by understanding all the cultures and their values. Every culture has different customers thus it is essential to understand the cultures so that it does not create any clashes in future (Karam and Jamali, 2017). Cross cultural management doesn’t mean accepting the customers of other culture but just developing the understanding so that no one is offended in an organisation. Knowing about the customs of different culture helps in interacting with the employees easily. Technology has somewhere helped in removing the differences and act as a medium for communication between employees. Technology creates fluidity and helps in removing the conflicts among individuals.
According to (Engle and Delohery, 2016), every business has different culture at the workplace thus to maintain a positive culture at the workplace by removing the barriers of culture, management is needed. Culture is a set that have different assumptions and every individual as different beliefs. Every organisation design policies and procedures to know the culture of every employee and help employees learn about other cultures. Managers find ways to deal with employees from different background (Michailova and Tietze, 2015). The policies help in removing the differences and will lead to productive growth of an organisation. According to the research it can be started that buisness culture depends upon three levels that s values, assumptions and the artefacts associated with that. Artefacts involve the personality of an employee how he/she carries himself and their observation regarding their cultural value. Value of an individual refers to how they behave under certain circumstances (Goman, 2015). Assumption of an employee can vary from one person to another but the culture of an organisation is dependent on these three factors.
In the opinion of (Reichard, Dollwet and Louw-Potgieter, 2014), business is affected by difference in culture in many ways. For example if an organisation is looking forward to expand the business in other countries they should be aware about the customs of that country. Every country members follow different norms from way of communication to body gestures. Like in many places speaking at higher pitch is considered as a normal gesture but in some countries it can be treated as aggressive nature. Thus employees need to understand these differences to build a long lasting relationship with the customers (Rising and García-carbonell, 2018). The differences of culture arise due to globalization of business plus availability of employees from different zones.
From the perception of article it can be stated that in an organisation every individual pursue different culture and speak distinct language. To resolve this communication plays an important role to resolve the complex environment at the workplace. It provides a way to every individual to interact with other employees. Considering a scenario, when group of people meet they all follow entirely different behavioural patter which act like a hindrance as every individual follow their cultural characteristics and they are not aware about the values of other culture. If thought from other perception it is beneficial as it helps in helps the business to get ideas from people who belong to entirely different culture.
According to (Khatri,Tsang, and Begley, 2016), communication and culture are closely linked to each other and helps in dealing with the diversity issues in an organisation. Inter cultural communication is part of every organisation as business are expanded globally and also due to the fact that the working staff in an organisation belong to diverse culture. It supports an organisation in making decisions as different culture people helps in giving ideas that are entirely different. People from same culture usually have same point of view thus diversity in an organisation helps in thinking from border perception. This helps an organisation to grow and think in all direction. It comforts the organisation by deciding the level of context that need to be delivered to employees while communicating.
In the views (Basfirinci and Mitra, 2015), of culture helps in grooming the environment of a business. These two factors are linked closely with every organisation; cross cultural management is needed to remove bifurcation from an organisation due to separate communities. This issue is resolved by in cultivating intercultural communication within an organisation by designing proper strategies that helps in understanding different culture. Understanding customs of different vulture helps in adapting the difference in culture easily and building strong elation in an organisation. It helps in removing the difference by building a bridge to cover the gap.
According to (Gurung and Prater, 2017), business are culture are related to each other as they way an employee interact in an organisation reflects the background of the employee. In an organisation it is important to remove the communication gap and help the employees to communicate with each other. Thus manager tries to link the perceptions of different cultures by removing the differences and creating a platform where everyone understands the common language. To resolve such issues procedures are designed by every organisation to maintain equality among employees and build an employee to employee interaction policies so that every individual is considered equally ignoring the differences due to culture. An action plan is defined to avoid miscommunication at time of meetings as culture and business are related to each other.
According to (Jemielniak, 2016), cross cultural management is important in an organisation as it helps in understanding the behaviour of people and increases the cultural background of an organisation. Businesses do international trading as well as operate in different part of the world just it is necessary to create joint ventures so that it can take part in all global market practices. For resolving these problems various frameworks are available to assure than an organisation work effectively. Cultural differences arise due to power distances, uncertainty, difference in orientation and collectivism. Every organisation controls the diversity in an organisation to avoid cultural discrepancies as it may affect productivity. Thus if a business is working in an international market, cross cultural management is important. It aligns variety of cultures by adapting different work styles which results in building strong relation and increase the motivation level.
Cultural training helps in improving the knowledge about different culture, they are closely inter related to each other and plays an important role to achieve global recognition of the company. In an organisation there exists employees from entirely different culture and to remove these communications is the only tool (Rosa and Karimov, 2018). It helps in sharing the ideas and thoughts regarding their culture. In an organisation for smooth connection it is necessary that employees understand one common language. For example every individual communicate in their native language no one will understand their thoughts and increases the chances of conflicts. Thus to reduce such chances training programs need to be organised so that employees learn some common medium to communicate.
Conclusion
It can be concluded from the research that people should know how to interact with people from different culture. Cross cultural management helps in removing the differences and is not only restricted to businesses. It is essential to eliminate confusion from an area where there are people from different culture and this could be done by building effective communication. For a business to work efficiently it is necessary to organise events and learn about different cultures so that diversity is removed from the workplace. As it is the fact that in an organisation employees come from entirely different culture. To create a positive environment at the workplace training need to be provided so that conflicts due to not occur. Maintaining healthy business culture in an organization is beneficial for company’s growth. It can be concluded that regardless to any difference in job duties, culture or communication organisation should have various policies to maintain equality among employees so that it enhances the productivity of an organisation.
References
Basfirinci, C. and Mitra, A. (2015) A cross cultural investigation of airlines service quality through integration of Servqual and the Kano model. Journal of Air Transport Management, 42, pp.239-248.
Engle, R. and Delohery, A. (2016) Cultural Intelligence’s Impact on Cross-Cultural Problem-Solving Performance. Double Helix, 4.
Goman, C. (2015). Communicating Across Cultures. Available from https://www.asme.org/engineering-topics/articles/business-communication/communicating-across-cultures[Online]. Accessed on [20 April 2018].
Gurung, A. and Prater, E. (2017). A research framework for the impact of cultural differences on IT outsourcing. In Global Sourcing Of Services: Strategies, Issues And Challenges (pp. 49-82).
Jemielniak, D. (2016) Cross-cultural management and digital societies: Magala’s lasting contribution to the emerging research field. Journal of Organizational Change Management, 29(1), pp.108-115.
Karam, C.M. and Jamali, D. (2017) A cross-cultural and feminist perspective on CSR in developing countries: Uncovering latent power dynamics. Journal of Business Ethics, 142(3), pp.461-477.
Khatri, N., Tsang, E.W. and Begley, T.M. (2016) Cronyism: A Cross-Cultural Analysis. In Crony Capitalism in India (pp. 33-58). Palgrave Macmillan, London.
Merkin, R., Taras, V. and Steel, P. (2014) State of the art themes in cross-cultural communication research: A systematic and meta-analytic review. International Journal of Intercultural Relations, 38, pp.1-23.
Michailova, S. and Tietze, S.(2015) The Routledge Companion to Cross-Cultural Management.
Parsons, E. and Clarke, A. eds. (2016) Culture, kinship and genes: towards cross-cultural genetics. Springer.
Ray, D. (2014) Overcoming cross-cultural barriers to knowledge management using social media. Journal of Enterprise Information Management, 27(1), pp.45-55.
Rosa, D. and Karimov, D. (2018) Cross-cultural Project Management and Intercultural Communication Competencies in Non-profit Organizations.
Reichard, R.J., Dollwet, M. and Louw-Potgieter, J. (2014) Development of cross-cultural psychological capital and its relationship with cultural intelligence and ethnocentrism. Journal of Leadership & Organizational Studies, 21(2), pp.150-164.
Rising, B. and García-carbonell, A. (2018). CULTURE AND COMMUNICATION. Available from https://www.upv.es/diaal/publicaciones/rising1.pdf. [Online]. Accessed on [20 April 2018].
Zhu, B., Habisch, A. and Thøgersen, J. (2018) The Importance Of Cultural Values And Trust For Innovation—A European Study. International Journal of Innovation Management, 22(02), p.1850017.
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