Cross-cultural Management and Contemporary Issues -BT (British Telecommunication

Cross-cultural Management and Contemporary Issues - BT (British Telecommunication)

Table of Contents What are the critical differences in communication amongst diverse employees and how is this catered for? ................................................................................................................................................................ 2 How does the leadership address/promote effective organizational cross cultural management? ........... 4 How does the organization cater for the differing needs of employees? .................................................... 5 Why is ‘sound’ cross cultural management important for the organizations sustainability and overall success? ........................................................................................................................................................ 6 What recommendations based on current theory and best practice would you make? ............................. 7 Bibliography .................................................................................................................................................. 8

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Diversity in workplace is a competitive advantage for companies in this 21 st Century believed by many specialist of diversity (Kreitz, 2007). A company may not agree to that point saying Diversity and inclusion is beneficial to a company. A survey shows that 55% of audience they acknowledge that they have policies which encourage diversity and inclusion policies in a strong way and other 31% said that it is restrained (Shirley A. Davis, 2015). Here in this Report I am going to talk about BT (British Telecommunication) which is a multinational telecommunication industry based on Uk and operating in 170 country as BT Global Services with a turnover of £18287m by 31st March 2014 and also listed in London Stock Exchange.

What are the critical differences in communication amongst diverse employees and how is this catered for? According to (Lauring, 2007), In a diverse corganizaion handling communication between diverse employess is a composite chore. Distrust and fight is a unvarying communication hitches. In a diverse workplace communication often points to malingering, less self-confidence, misgiving, cacophony fololowed by loss of competitive advantage (Lauring, 2007). A company can have the competitive advantage using the diversity refering to cultural diversity riskingn communication problem which can be sorted by integrating distance of culture and communication style. BT as it’s a multinational company and it has maintained its employee in a diverse workplace. Figure 1 & Figure 2 shows that diverse customers and employee of BT. Diversity and inclusion is the core of BT. Inclusive culture made BT to gain increament of egaging employees. As a inclusive employeer BT has all its policies to handle cultural difference and all te employees in a same well framed way. BT made its employeement free od disability, mental issues. Having a 7 employee network BT work on developing oppportunities for itself and employees. Inclusion and diversity in BT is high and BT madde disabla people work in their company, They have created Diversity in womens employees and Diversity in ethnicity. As a “two tick employer”, BT employee disable people and BT is a equal opportunity employeer where disability, sex, single, married, single mom, race doesn’t have any space.

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Figure 1: BT’S diverse customers

Figure 2: BT’S diverse employee 3|Page

How does the leadership address/promote organizational cross cultural management?

effective

In this 21st century effective leadership is the justifiable advantage of globalization. For a success of the company effective workforce diversity management is valuable. Cross cultural management needs to manage cultural diversity efficiently (Chuang, 2013). Blended organizational culture: in a company there will be lots of people coming from diverse culture, regime with advantages and disadvantages for the company. In this kind of blended organization diversity of culture, diverse workforce, inclusion can cause failure and loss of innovative potential in the market (Parvis, 2003). For coming out of this leaders need to be advanced and also need ot growth their aptitude to manage the diversity in workforce. Group Dynamic: Have a great impact on leadership. Leadership style, tactic by management should be applied. Refering to norms, roles, relation and behavior are the key points to separate individuals (Chuang, 2013). Gender differences: Female are expected to be normal, hear properly then take action. Otherside mens supposed to be antagonistic followed by tough and female are as demonstrative (Chuang, 2013). A great leader in a work place can easily make the workplace behaviors and a balanced cultural importance. For this a leader need to manage all his/her employee, spending time together, having an understanding of individuals. Traditional leadership is a barrier to this diverse workplace and cross culture management. Cross cultural management should use effective leadership style for persuading diverse employee in the organization (Chuang, 2013). Cross Cultural management people should abide by the following skills: Always consider everyone differences, find out your strength and weaknesses so that you can work on your threat, try to find the similarities between the people working in your organization so that cultural gap can be minimized. Do not engage in any personal matter that may effect on you and organization. Keep your competitors closer for better productivity and rather than taking anything personally take it under the consideration of the company’s future (Chuang, 2013).

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How does the organization cater for the differing needs of employees? Diversity management strategy can be implemented to control diverse workforce. Now what can be part of Diversity management strategy of BT? In BT there is lots of employee and they are holding different strength and attributes, this can help to learn from each other. Open door policy, where employee can nurture distress about encounter at work to keep them motivated (MOM, 2015). To make sure you organization managing diversity BT needs to do diverse management strategy assessment. The tactical prominence of management of diversity, policies, stalking and observing of effectiveness is the part of this process. BT also can build three approaches to cater this situation which is as: Episodic, Freestanding and Systemic (Gordon, 2001). BT always organizes team-bonding activities also they do buddy assignment, employee network and dealing employee objections (MOM, 2015).Having some more strategies like: recruiting diverse manager, treat everyone as same for each other so that nobody feel unfair. Become the middle person to interfere if you have enough skill to handle situation. Try too understand your employee so that you can guess what may come to you in future. Employee will always want their needs to be fulfilled. In that case cater this according to their position in the company and and their motive. It can cause you time, money, loss of competency, loss of ur working mind and creats conflict if you can not cater them properly. If any employee is not capable of being in your company then get rid of them because otherwise it will cost you speculation and training for nothing.

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Why is ‘sound’ cross cultural management important for the organizations sustainability and overall success? Cross cultural management has been established for opposing cultural environment in a company so that cross cultural collaboration can be suggestively benefitted (Hahn, 2013). Cross cultural communication and management is a integrated process. There is a sound relation between cross cultural management and companys success. A company like BT have emphasis on workforce diversity and need bestow cross cultural management strategies for management people in a diverse organization like BT. Management people need some orientation course which will help them to operate in capably in a diverse workforce and to deal with diverse employee also with participants (Okoro, 2012). Most possibe causes happened bcz Most of the managers cant obtain the proper way of thinking how to hold a stable workforce inclusion in the company. If the manager is well known about what he supposed to do for making a effective cross cultural manageent then a company can have success having diverse people in a diverse workforce. The thing is it is all about making a diverse tream get to work. Integration of People coming from different background and with different attitude can make a good attribute for the company. Multilingual and multitasker management can easily integrate those threat and make it opportuinity for the well being of the company. Mangaing multi cultural team, conflict resolutioncan be effective for cross cultural management (Okoro, 2013).

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What recommendations based on current theory and best practice would you make? Failure of managing a diverse workforce rely on the management people as they have to make a inter cultural communication between the people from different culture and nationalities. That's why the management has to be well effective. Barriers for managers is communication gap within the company. Bt should build a methodology to follow for obtaining the organizational behavior and cultural diversity. Making some good and well framed policies can boost them. Management people can get training how to handle situation like this. In this 21st century effectiveness of cross cultural management depends on the managers, inter cultural communication and adoption of a good strategy for a company like BT success. Cultural aspect of BT and relationship between National cultural standards and organizational cultures (MarieJoëlle Browaeys, 2011) came out of this report .

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Bibliography Chuang, S.-F. (2013). ESSENTIAL SKILLS FOR LEADERSHIP EFFECTIVENESS IN DIVERSE: WORKPLACE DEVELOPMENT. Online Journal for Workforce Education and Development , 6 (1). Cole, R. (2012). Diversity in Tomorrow's People. Retrieved April 9th, 2015, from cipd: http://www.cipd.co.uk/NR/rdonlyres/CBEDF907-EF8E-4CB8-BF4D53686B601F4A/0/RobertColepresentation.pdf Gordon, J. R. (2001). Organizational Behavior, A Diagnostic Approach (7th Edition ed.). Prentice Hall. Hahn, E. E. (2013, May 2nd). Cultural and Heritage Tourism: Review of “Cross-Cultural Management” (Part 2): Implications for UNESCO, Sustainability and World Heritage. Retrieved April 21st, 2015, from sustainableheritagetourism: http://sustainableheritagetourism.com/2013/05/02/review-of-crosscultural-management-part-2/ Kreitz, P. A. (2007, May). Best Practices for managing organizational diversity. Retrieved April 13th, 2015, from SLAC.STANFORD: http://www.slac.stanford.edu/cgi-wrap/getdoc/slac-pub-12499.pdf Lauring, J. (2007, November 15th). Obstacles to Innovative Interaction: Communication Management in Culturally Diverse Organizations. (P. J. Allwood, Ed.) Journal of Intercultural Communication . Marie-Joëlle Browaeys, R. P. (2011). Understanding cross culture management (2nd ed.). Prentice Hall. MOM. (2015). managing workplace diversity. Singapore: Ministry of manpower. Okoro, E. (2012). Cross-Cultural Etiquette and Communication in Global Business: Toward a Strategic Framework for Managing Corporate Expansion. International Journal of Business and Management; , 7, 130-138. Okoro, E. (2013, January 1st). International Organizations and Operations:An Analysis of Cross-Cultural Communication Effectiveness and Management Orientation. Journal of Business & Management , 1-13. Parvis, L. (2003). Diversity and effective leadership in multicultural workplaces. Journal of Environmental Health, , 65, 37, 63. Shirley A. Davis, E. C. (2015). Global Diversity and Inclusion: Perceptions, Practices and Attitudes. Retrieved April 26, 2015, from graphics.eiu.com: http://graphics.eiu.com/upload/eb/DiversityandInclusion.pdf

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