What are the core components of "Culture"? Further, culture is transferred from one generation to another. Culture is learned through experiences and shared by a large number of people in the society. This knowledge forms values, creates attitudes and influences behaviors".
ELUCIDATE THE COMPANY MANAGEMENT PATTERNS IN BANGLADESH PROFESSIONAL
This article is an effort to present, some of the relevant issues related to the cross-cultural challenges in the International Business Management.Ĭulture is the "acquired knowledge that people use to anticipate events and interpret experiences for generating acceptable social & professional behaviors. My knowledge-base got enriched substantially as the treasure of information contained in these books, was invaluable and highly relevant. For my preparations, I browsed through many books on the subject. "Culture" being one of my interest areas, I recently had accepted an invitation to educate the students of a Diploma program on the International Business Management, on the topic of cross-cultural challenges. Even leading management schools in India have started incorporating cross-cultural challenges as part of the curriculum of the international business management. In the last 2 decades, cross-cultural challenges in the international business management have become prominent as the companies have started expanding across the territorial boundaries. Such a behavior by the Managing Director obviously helped the local management open up more during subsequent discussions. What was the Managing Director trying to do? He was trying to appreciate the cultural norms of the new place and show his willingness to embrace. Having heard the response, he decided to sit down on the floor and have Gujarati food, along with all the senior colleagues of the plant. The newly appointed Managing Director from UK, during one of his visits to the plant, inquired how Gujarati people eat food at home. The company where I was working was taken over by a British multinational company in the mid 1990s. The world is becoming smaller day-by-day and therefore, the Indian entrepreneurs & managers involved in the international businesses will have to become more sensitive to the challenges emanating from the cultural and ethnic landscape of the countries they work in. In management of international business, embracing the cultural diversity of the country may or may not bring success, but not doing so will surely increase the chances of stagnation or failure. This changing process becomes a continuous feature in industrial system and makes IR concept as dynamic and evolving one.Managing cross-cultural challenges in the international business management is akin to the "Hygiene" factor of the "Dual-factor Motivation" theory. Thus, the relationship starting with co-operation soon changes into conflict and after its resolution again changes into cooperation. This relationship undergoes change from thesis to antithesis and then to synthesis. Thus, IR can now safely be defined as a coin having two faces: co- operation and conflict. The subject, therefore, includes individual relations and joint consultation between employers and workers at their places of work, collective relations between employers and trade unions and the part played by the State in regulating these relations”. This involves a study of the State, the legal system, and the workers’ and employers’ organizations at the institutional level and of the patterns of industrial organisation (including management), capital structure (including technology), compensation of the labour force, and a study of market forces all at the economic level”.Įncyclopedia Britannica defined IR more elaborately as “The concept of industrial relations has been extended to denote the relations of the state with employers, workers, and other organisations. Singh “Industrial relations are an integral aspect of social relations arising out of employer-employee interaction in modern industries which are regulated by the State in varying degrees, in conjunction with organised social forces and influenced by the existing institutions. Armstrong has defined IR as “IR is concerned with the systems and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to protect the interests of the employed and their employers and to regulate the ways in which employers treat their employees”
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