Culture in International Business Studies †MyAssignmenthelp.com

Question: Discuss about the Culture in International Business Studies. Answer: Introduction: Cross culture management is defined as adopting comprehensive management approaches to the culture of subsidiary nations which have different human races, different cultural types and changed development stages of culture in the international business. Cross Culture management is one of the most commonly used management methods which helps in embracing the local culture. The main idea behind such culture is to design and build feasible organization or any business structures and mechanism related to managements. These structures are built in various procedures of culture atmosphere (Bochner, 2013). In addition to this, ImpEx was established in 2013 as ImpEx Europe as a limited liability company. The head office is situated in Riga, Latvia and it aims at allowing easy communication and travelling across the large number countries. It is export management and consulting company which is specialized in creating an international trade support for small and medium scale enterprises. The company aims at sharing its expertise and supporting and developing areas such as business process improvement, marketing, product distribution in domestic and European market, export management outsourcing (i.e. export administration), and trade financing and legal affairs by preparing international agreements. The company has five major values i.e. satisfaction with what we do, versatile approach to situations, creation of added value, honesty and integrity towards self and customers and ongoing improvement. The company has started its operations as a partnership with a concept to help domestic and MNC companies in order to be more competitive and enlarge business by starting selling products and services to new and potential customers in other terrains. When the company successfully completed the first project, later the demand for export management boosted up along with sales consulting services. The company added more members in team and aimed at creating greater assistance in new business partner attraction, import and export trades management, international trade finance and other pitches as well (Impex, 2018). According to Black and Porters paper, it was stated that cross culture management has been able to create many successful lessons for the managers. Apart from this, it was also stated that cross culture management is the outcomes of generation development (Carbaugh, 2013). The globalization economy invites every individuals and communities from dissimilar human races as well as cultures in order to study or work collectively and later create products to be easily accepted and used by the people from several races, cultures and consuetudes. Cross culture management also helps to improve multinational enterprises. One must study in depth about the typical relationship that exists between the behavior of the management and the performance of the expatriates. There are huge numbers of factors that affects the cross culture management (Primecz, Romani Sackmann, 2011). Apart from this, cross culture management is considered to be a means of gaining most active accommodation of managerial behaviors and more effective presentation in overseas. There are several ways to explore cross culture management. For an example, every culture can be easily examined and analyzed in terms of several components such as individuals behavior, similar habits and customs or one can easily compare and contrast some of the hidden facts of culture such as unspoken and implicit traditional or conventional attitudes, values and beliefs, methods of gaining reality and the ways of interaction (Birkinshaw, Brannen Tung, 2011). There are large number of cultures that promote ideas of individualism, collectivism and interdependence. In any organization, managements is considered to be a type of activity which includes arts and science along with several categories of personnel. The major aim of the management is to gather information, skills, experience and knowledge which will assist the business to gain a competitive environment and boost its growth in terms of global market place and profits. In addition to this, communication is one of the facto r which aims at exchanging information from one to another. Thus, cross culture communication is the way to communicate between many cultures and lingual communities which has totally dissimilar forms, attitudes, countries and many more (French, 2015). Holle and G. Trader were the first who introduced the term cross cultural management in the book named culture and communication. The writers claimed that the culture and communication are two different perspectives. Later several issues were debated by Aristotle, G. Leibniz, I. Gerder, I. Kant, V. Humboldt and others (Cross culture management, 2017). Numerous scholars suggested models and algorithms that helps to analyze the culture and dimensions of different countries. One of the most used model is known as Iceberg Analogy. Peoples explicit behavior characteristics easily represents them and one can easily identify the changes. For an instance, if a person appears in the former Soviet Union, the locals generally had no issues to identify because more of the foreign guests spoke another language used to wear bright color clothes and had smiles on the face every time- a little that the Soviet people had rarely in public. So, human behavior is placed on the top of the iceberg (Hofstede, 2010). When it happens that one enter another culture, external culture is usually viewed at the top of the iceberg. Every person have different language, gestures to express his or her views, different food and different ways to manage business operations. Whenever a person lives in different country, he starts adjusting new styles along with new customs. It is one of the easiest part of the iceberg which is situated on the top. Beliefs lies on the middle of the iceberg. It can be related to politics, religion or economy (Wild, Wild Han, 2014). For an example, if a tourist enter this part by mocking national political system, the locals reactions cannot be easily predicted. The most crucial and hidden part of the culture of at the base. The main components hidden are basic values, thinking abilities and ways and views of world (Velo, 2011). The base part is the most difficult part because this part is very complex in nature and cannot be easily understood and reflected upon. For an instance, an American boss who speaks fluent in Russia, is fond of Russian food, loves to dress like a Russian but grew up in USA and that is the reason the boss was considered to be a product of American culture. So, it can be concluded from the above exam ple that however a person adopts another culture or any other external elements, it not important that he or she can be changed from inside (Mor, Morris Joh, 2013). In order to ensure the effectiveness of cross culture management organization, explicit and hidden part of the iceberg must be analyzed properly. One of the probable approaches while dealing with a fresh cultural pattern must be Not better, not worse, but just different (Deresky, 2017). Other theory was stated by Greet Hofstede who described the effects of societys culture on the values of its members, and how these values communicate to behavior, by means of a structure resulting from factor analysis. Some of the dimensions that identify the national cultures are Power Distance Index, Individualism (IDV) vs. collectivism, Uncertainty avoidance index (UAI), Masculinity (MAS), vs. femininity, Long-term orientation (LTO), vs. short term orientation and Indulgence versus restraint (IVR) (Tjosvold, 2017). Thus from the above essay, it can be summarized that cross culture management helps in understanding the effects of national cultures on management practices. It can also be concluded that cross culture communication focuses on the similarities and dissimilarities that exists across the various cultures in organizational context. Apart from this, it also aims at enhancing the effectiveness in global management (Stahl Tung, 2015). References Bochner, S. (Ed.). (2013). Cultures in contact: Studies in cross-cultural interaction (Vol. 1). Elsevier. Briscoe, D., Tarique, I., Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises. Routledge. Carbaugh, D. (Ed.). (2013). Cultural communication and intercultural contact. Routledge. Cross culture management. (2017). Chapter 1. The specifics of cross-cultural management. Definitions of the key terms - culture, communication, management. The theory of cultural dimensions offered by Geert Hofstede. The Iceberg Analogy Model. Viewed on 6th April, 2017. Available at: https://media.ls.urfu.ru/611/1692/4059/4926/ Deresky, H. (2017). International management: Managing across borders and cultures. Pearson Education India. French, R. (2015). Cross-cultural management in work organizations. Kogan Page Publishers. Hofstede, G. (2010). Geert Hofstede. National cultural dimensions. Impex. (2018). about us. Viewed on 6th April, 2017. Available at: https://www.impexeu.com/en/about-us/?do=printPage Mor, S., Morris, M. W., Joh, J. (2013). Identifying and training adaptive cross-cultural management skills: The crucial role of cultural metacognition. Academy of Management Learning Education, 12(3), 453-475. Primecz, H., Romani, L., Sackmann, S. (Eds.). (2011). Cross-cultural management in practice: Culture and negotiated meanings. Edward Elgar Publishing. Stahl, G. K., Tung, R. L. (2015). Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship. Journal of International Business Studies, 46(4), 391-414. Thomas, D. C., Peterson, M. F. (2017). Cross-cultural management: Essential concepts. Sage Publications. Tjosvold, D. (2017). Cross-cultural management: foundations and future. Routledge. Velo, V. (2011). Cross-cultural management. Business Expert Press. Wild, J. J., Wild, K. L., Han, J. C. (2014). International business. Pearson Education Limited.