Analysis of six Perspectives on Conflicts resulting from Globalisation

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In this global world the companies are working globally, which means each and every company is trying to spread their business worldwide, however in order to do so, the company should analyse carefully. There are two main factors involved first having a market which should be reliable one and second important thing is managing across cultural environment among the employees.

As a matter of fact when a company is doing business globally, more number of conflicts, ideas and issues are going to come up, as a result a company should get most out of it. That means, when employees from different cultures work together, all these conflicts and ideas arise, might be different, because of their cultural differences, different attitude in terms of work culture. However at the end of the day, this should result in profit to the company. And it is very important that we should understand that when a particular company is spreading there business across the borders, in order to overcome the cost. They should keep focus on managing employees from various culture effectively by providing the enough knowledge about the cultures, whom they going to work with.

This report is done after proper analysis done on the web links provided to us, through CRAP analysis. It does favours' the arguments of link 2 and 4. The link 2 which explains the Quality Management: A cross cultural Perspective by Alessendra Vecchi and Louis Brennan , School of Business, Trinity College, Dubin , Ireland. Published by Emarald Group Publishing Limited in Year 2009.The main aspect of the Link 2 is to explain quality management by using and exploring cultural specifications, which is going to benefit different organizations which are trying to take their business on global world. In the 2 link there are certain appreciations, which have been made about varied cultural dimensions, which eventually going to help a particular company, to setup their business successfully out of the borders, and achieve high quality performance. The Second Link explains and demonstrates for cultural specific hypothesis which is vastly related to managerial activities which should be effective. The link 4 is basically an E-coach by Anastasia Bibikova and Vadim Kotelnikov which was upgraded in 2009 which really help us to understand cross cultures(managing across cultures).The basic thing what we can find in this link is that, the stress has been made on four basic cultural dimensions (explained in findings).The main purpose behind these four basic points is that, we should understand that, the different people have different viewpoints, different moral values and well organised thoughts, based on there the culture they belong to. The amount of knowledge which is supported with nice examples, is full of thoughts and information, which we can't call as bias, however, while doing the thorough study of link 1 which is based on Cross-Cultural Communication, we can find it doesn't fit in anywhere in crap, there are two main reasons, first it is not a authentic and can't rely on this learning source. The third link which is been taken from (financial is not so significant and well knowledgeable, because it was published way back in 11may 2005, so as far this information is concerned it is quite outdated, which we can't use as piece of knowledge. Now as per the link 5, which is illustrating nice examples of cross cultural management, however, the writing suggests that it is a personal opinion of a one person, who has studied one aspect of cross cultural management and purely based on his personal observation, which doesn't fit the criteria of crap analysis. At last we are going to analyze link 6, this link contains a handbook on cross-cultural psychology by John W.Berry, type h. Poortinga, janak pandey ... which could have been a great tool to study cross culture, however again we have to keep in mind, it is quite old or outdated, lot of things have been changed considerably in last decade, so while analysing this book through crap test, it doesn't fit anywhere and not the appropriate one to use.


This report has been done after the thorough research done on the link 1 to link 6. Where we could find link 2 and link 4 reliable ones, which does fit all the parameters of CRAP analysis. The report is based on managing across cultures, which has been done after going through the link 2 and link 4, which does describe, that understanding culture is a very basic need in order to manage people from different cultures. The companies are coming up with lot of culture awareness programs, in order to make employees comfortable while working in mixed cultural group. The best way is to do that, is to stress on quality management, one should understand certain aspects of the culture in which he/she is working. Quality management does help one individual to overcome all the obstacles, which they might face during the course of working for a company from different region.


In link 2, according to (alessandra vecchi and Louis brennan) have used the research done by (Hofstede 2001) and we can find managers must understand, whatever and however he is making the decions, what and how much effect they are having on national culture, and this will prove a great tool for the companies working globally, to prepare themselves to be more effective, while managing the global supply chain. While keeping in view the cultural dimensions suggested by Hofstede (1980 Culture's Consequences: International Differences in Work-related Values, Sage, London.), Hofstede, G. (2001), Culture's Consequences: Comparing Values, Behaviours, Institutions and Organizations Across Countries, Sage, Thousand Oaks, CA.), the study makes us to understand that quality management can be explained, through national culture. As we go through some previous research, it does explain that quality management does posses some traces and relationships that have taken culture and national borders beyond the limits; however the current study explains that, while adopting some of the quality practices across the borders of different countries can adopt different way. The study done by (Hofstede) is believed the initial step and an attempt to explain national culture and certain differences. After doing the thorough study, the arguments does show us that there are certain cultures, which are very good when it comes to adopt certain quality guidance programs, when compared to rest. Although we can consider the way of change can be possible only through quality management, however research does explain the cultures is resistant when it comes to change(Hofstede 2001 Culture's Consequences: Comparing Values, Behaviours, Institutions and Organizations Across Countries, Sage, Thousand Oaks, CA.). Although change of practice is possible, however the practices which are related to values, those practices can't be changed under normal circumstances. The only way which can be suggested is that there companies in global world should adjust themselves and their quality practices according to the culture they are working in. This will help them; to overcome to manage people working for them, from different regions, need is to adapt such type of practices, which shouldn't affect their business. However, this doesn't mean that, they have to compromise on their quality management policies, however they should come up with some kind of development training, seminars and workshops that can be most effectively implement in the local culture, which can prove lot of good for them, to make work environment suitable for the employees of different regions.

In link 4 managing Cross-cultural differences by Anastasia bivikova and vadim kotelnikov, as we can see it has been explained effectively, that culture is the main root cause of communication challenges. It does explain that how each cultural group is related to each other and that in turn results a way for cross-cultural communication. The basic requirement in order to overcome the communication barriers, which in turn will result, the way for the companies to manage people across cultures, is to explore similarities between cultures, that will help to communicate more effectively which is basic requirement to work in cross cultural environment.( Linda Eve Diamond executive board of the International Listening Association).

If we just stop studying the behaviour of the people, in organizational way, where people belong to different cultures, will work in same organization, that might lead them to cultural shock, that means some misunderstandings will arise among various employees as different employees might have different level of understanding that can make them feel bit lost, worried and nervous, therefore it is necessary that steps should be taken well before, and according to anthropologists, a proper training, lectures and knowledge should be given to employees ,particularly who are working in cross cultural environment. The basic thing to overcome this problem is that one should realize that there shouldn't be any sort of misconception or misunderstanding while working in a company, which has a multicultural environment.


Managing across cultures can be difficult at times, however after the research we have done, we can found there are lot of ways, to overcome this problem. The basic thing what we can understand is to understanding a culture is quite necessary, while working in the mixed culture environment, it is responsibility of an individual and those who are taking their business across borders, that they should come up with necessary programs and trainings, to learn cultural differences. That means the company, who are running business on global platform, they should understand, how to make employees from different regions and cultures, aware of their cultures. The quality management programmes are very necessary to make work environment comfortable for the people from different cultures. The Company should respect this fact, if there is anything which can make an employee of different culture comfortable, they should allow that, until it is not affecting their international policies. The best example of that has been illustrated in a movie called (Outsourced India), in this movie, to make their employee to work in a comfortable environment, they have ask, to bring anything to the office, which can make them comfortable, however which shouldn't effect there business, the results were quite remarkable, they did outstanding business after that, the understanding what we got form it that, company should see what can make their employee feel comfortable in multi cultural environment. This will really help them to manage people across cultures.


Link 2: Alessandra Vecchi, Louis Brennan, and and Cross Cultural Management: An International Journal, 2009.PG.155.156 157,158 Hofstede, G. (1980), Culture's Consequences: International Differences in Work-related Values, Sage, and London. Hofstede, G. (2001), Culture's Consequences: Comparing Values, Behaviours, Institutions and Organizations across Countries, Sage, Thousand Oaks, CA

Link 4: Anastasia Bibikova & Vadim Kotelnikov, Founder of the Ten3 Business e-Coach,

( Linda Eve Diamond executive board of the International Listening Association).