Cross Culture Management

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The concept of diversity management has been now a buzz word for the companies that are operating globally. More and more new cross-cultural concepts are coming to develop better strategies in order to handle the work force (Flood and Romm, 2006). The organization that can develop the best diversity can hire the best talent from the market. Diversity denotes the systematic and planned process of hiring, retain of employees and rewarding them. Diversity of work place denotes that a work place where employees come for work from different background. In well planned diversity areas, people can work without facing difficulties of their gender issue, race, religion and nationality. This diversity management has been an increasing demand to attract and retain the best talent of the global market (Browaeys & Price, 2011).

Management of the cultural diversity has been a crucial concern for the business world. Diversity management can bring competitive advantages for the companies in the market. It provides different privilege for the companies in terms of creativity, innovation and greater success in the international marketing process. Maintaining diversity is not an easy process because it can create problems if it is not maintained in safe way. If the company fails to nurture it, that can create employees dissatisfaction in the work place, which can hamper the sales volume of the company (Alpert, 2015).

Greenberg (2009) stated that encouraging diversity in the work place increases the performance of the employees and it helps to develop the local talent. It also helps to encourage the minority to change the work force. A multicultural work force can produce quality of goods that can satisfy the ultimate needs of the customer.

3.1 Five (5) Key Cross-cultural Issues that A Prospective Expatriate should be Aware of as well as Prepare for Before Embarking on the Assignment:

Successfully working in the global project is not an easy task. Any company before sending its expatriate in the global assignments should prepare its employees in strategic ways. The following 5 key cross-cultural issues that a prospective expatriate should be aware of as well as prepare for before coming in Bangladesh –

- Language: Before sending an expatriate in Bangladesh for job purpose, the company should arrange the language training course for its employees. It will help the employee to work in the new country smoothly by adopting the local language and will provide benefits for the company to understand the local fellow colleagues and customer in the market (Flood and Romm, 2006).

- Communication Process: The employees should develop the ideas about the communication process of in Bangladesh before going there. It will help the employees to cope with the local culture and local people. Without developing this communication process, employees may find it difficult to sustain in Bangladesh (David & Peterson, 2010).

- Leadership Style: The expatriate must have proper knowledge about the leadership style of Bangladesh. It will help the candidate to attract the fellow colleague and to lead the local people to bring excellence in the work place (Lane and Maznevski, 2014).

- Value of People: Before going to the country for the global assignment, it is the jobs of the expatriate to know about their values (Cleland, 2005). It can help to adopt with the local people in easy way in Bangladesh.

- Religion: Every country of the world has their own religion that is followed by the people of that country. Before going to the international assignment in Bangladesh, it is the duty of the employee to know about the local religion that has impact over the business of the company (Adler, and Gundersen, 2007).

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Conclusion & Recommendations:

4.1 Conclusion:

World has turned into the global village. Now, more and more people are leaving their country to have job in another country. On the other hand, different companies are operating and opening their operations in the new country in order to increase their sales volume. So they are sending their home country a talent and hiring the local employees to produce the best result for their customers. Therefore, multinational companies will have to be more strategic to manage the cross-cultural issues. They must have a proper planned and strategy to send an expatriate in the other country for jobs and maintaining in such a way that promote the welfare of the employees, which attract other to go overseas for the international assignments.

4.2 Recommendations:

The following recommendations should follow for future cross-cultural studies for international management –

- Employees should be provided training so that he or she can do job properly in the other countries without facing any difficulty.

- Companies must have a proper plan to bring back of the expatriate in home country when the assignment objectives will be fulfilled.

- Family of the expatriate also should consider before sending him or her into another country. If family goes with expatriate, family members should be given a proper training regarding cultures, language of sending country.

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References:

Barney, J. (1991). Firm resource & sustained competitive advantages. Journal of Management, vol.17, pp-99-120.

Browaeys, M-J. & Price, R. (2011). Understanding Cross-cultural Management. (3rd ed). London: Pearson.

Cleland, D. I. (2005). “Leadership and the project management body of knowledge”. International Journal of Project Management, Vol. 13, No. 2., pp. 124-137.

Deresky, H. (2014). International Management: Managing across Borders and Cultures, Text and Cases. (8th ed). Upper Saddle River, NJ: Prentice Hall.

Fisher, C. (2013). Business Ethics & Values. (4th ed). UK: Pearson.

Greenberg, J. (2009). Diversity in the Workplace: Benefits, Challenges and Solutions. [Online] Available at: http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp> [Accessed on 7th May, 2017]

Henry, W., Lane, and Martha Maznevski (2014). International Management Behavior: