International Management and Cross-Cultural Competence Essay

International Management and Cross- heathen Competence - Essay ExampleHofstede analyses and defines uniqueness and peculiarities of world cultures and their equal on crinkle relations. The Globe pays a special attention to leading and organizational practices interpreted put down on the global scale. One common understanding, however, come outs to be that it is related to human set one course or the other and, like culture, interest in human values dates back many years. It should go without saying, but corporations consist of people. The Globe project investigates relationships and communication between employees and the global community. However, people are very lots not objectively rational and, even if they should fit such a model, they should be in in that respect from the start (The Globe Project, 2008). Competition is a ch every(prenominal)enge to any participating firm. This challenge passelnot be taken on by new technology and economic resources alone. Technologica l innovation and resource allocation (as all organizational activities) are results of human processes. Few leaders make all the attributes, and many nonleaders may possess many or even most of them. Also, the attribute approach gives no guidance as to how much of each characteristic a person should have.The relations of the Global to Hofstede cultural dimensions can be explained by the situation that managers in a firm (as well as other employees), be they leaders or not, have a culture (not only from the national level) which is more or less shared and common. This fact influences, often implicitly, how they manage themselves and other employees, and how they conduct their business, for example, decisions they make about the organizations relationship with its environment and about its strategy. It seems as if culture is having a major effect on the success of the business, somehow. It is common to read statements such as the well-run corporations of the world have distinctive c ultures that are somehow responsible for their ability to create, implement, and maintain their world leadership positions However, drawing the conclusion from this that a strong and pervasive culture, directed by formal decree, means business success is not correct, as mentioned previously. At a somewhat deeper level lie the hidden values and assumptions -- the fundamental drives and beliefs behind all decisions and actions. In a business context, this understanding pertains, say, to the importance of listening to peers, what stakeholders to prioritize, the reputation of the environment and what learning and progress is all about (Hofstede Cultural Dimensions 2008). In sum, the Globe project uses Hofstedes hypothesis to investigate and analyze current leadership and organizational trends and create a unique vision of neo business culture and human relations. The actual content of the culture and the degree to which it relates to the environment (present or future) seem like the critical variables here, not strength, pervasiveness or direction. People have come to understand that culture is shared, no matter how it is defined. A key issue in discussing culture is then how deep-seated it is. The degree to which a culture is conscious and open rather than nonconscious and covered has implications for how easily a culture can be studied and, in a business management context, be managed.Works CitedThe Globe Project. 2008. Hofstede Cultural