International Business Cultural Diversity Management Essay

International Business Cultural Diversity Management Essay You are required to assist the work of TATA Ltd. One of the worlds most dynamic and trusted business conglomerates,  Tata  has more than a century of experience in the UK and a growing presence in several business sectors. The company wants to improve its efficiency throughout its divisions and believes that using cultural diversity factors may be the key. 3). Cultural Differences are held responsible for many failures in mergers and acquisitions (MA). Critically discuss which business aspects are likely to be affected. Managing and working with multicultural teams requires an understanding of cultural diversity to create an effective team. Critically discuss the issues This essay will discuss about Tata, their MA, the impacts of cultural differences and the different aspects they have to consider to build an international team. Usually used under the name of MA (Mergers Acquisitions), this term refers to a consolidation of companies. Merger is a strategic alliance whose the aim is to create a new entity. An acquisition is the fact to acquire a new company by purchasing it. Tata wants to improve its efficiency throughout its divisions and believes that using cultural diversity factors may be the key. Tata is an Indian group founded in 1868 by the Indian entrepreneur Jamsetji Tata and currently run by the Irish businessman Cyrus Pallonji Mistry. Nowadays, Tata is a powerful international group operating in more than 80 countries by a diversification strategy (thanks to the MA). The groups activity is divided into numerous sectors, for instance: technology, cars, services, electricity, consumer products, beverages, steel, materials and chemicals. Indeed, this international group has acquired since about ten years numerous companies which have cost altogether several milliards of dollars. These are the main takeovers: Tetley Group (UK) in 2000: tea Regent Hotel (Indian) in 2002: hotels Hughes Telecom (Indian) in 2002: telecom Daewoo Commercial Vehicle Company (Korean) in 2004: cars NatSteel Asia (Singaporean) in 2005: steel Brunner Mond (UK) in 2005: chemicals Eight O Clock Coffee Company (USA) in 2006: coffee Jaguar and Land Rover (UK) in 2008: cars Source: Tata Group 2012 Tata wants to improve its performance thanks to MA but to reach that goal; it has to consider that cultural differences affect numerous business aspects in this kind of strategic alliance. For Adler and Gundersen (2008), cultural differences may have positives and negatives effects on a multicultural teams performance. Indeed, the cross-cultural differences are linked to performance. The cultural differences are one of the most important features to take into account to succeed in a M&A; maybe the most important. The culture is complex; it is a shared system of attitudes, beliefs and behaviour. Nowadays, the business is globalized and international; we can almost talk about a business culture run by the globalization (Hopper, 2007). Indeed, the world is not becoming smaller but people and their culture are moving closer. Tata has to understand that ignore the cultural differences would be a terrible mistake: the MA would not work or would not be as effective as expected. Tata should not make the same mistakes than the Merger between Chrysler (American) and Daimler-Benz (German) in 1998. It is a well-known example of how cultural differences can be held responsible for a failure in a MA. According to Vlasic and Stertz (2001), the main cause of this failure was the cultural differences. Indeed, Chrysler and Daimler had the same objectives but the cross-cultural gap between both was too deep and not enough considered to succeed (Schneider, 1997). Strategically, the merger was a good deal for both. However little by little, the cultural differences have led the merger to failure. This strategic alliance finished by an important economical (more than half a billion dollars) and social cost (redundancy). This example is the perfect proof than cultural differences badly assimilated can bring a MA to poor productivity and sometimes failure. Many mergers and acquisitions fail. Indeed, the average rate of failure is between 40-80%. According to Trompenaars and Asser (2010), it varies between 20% and 33%. Stahl and Voigt (2008) say that this rate of failure is relatively high and the impact of cultural differences remain most of the time, badly assimilated. Shareholders have tendency to underestimate the cultural factors in mergers and acquisitions. For Ferraro (2002), one of the biggest mistakes is to think that if a person is successful in his job, he will necessarily succeed in an environment culturally different. According to Harris and Moran (2000), culture acts on communication, strategies, relations, organizations and structures. Indeed, the cultural differences affect numerous business aspects such as organisation, financial performance, negotiation, communication, ways of getting work done, the human relationships, the time, the environment and the management. Insufficient awareness of cultural differences may provoke damages. (Trompenaars and Hampden-Turner 1997, p. 10). In fact, cultural differences badly mastered can lead to: misunderstandings, incorrect exchange of information, ruined negotiations, loss of sales, poor labour relations, a loss of talented employees, limited co-operation, hostility and rivalry. (To change: Sian Taylors lesson). Joynt and Morton (1999) state that the cultural differences have a strong impact on the organisation. In fact, a MA may provoke numerous changes in the organisation structure. When there are hierarchical and organisational changes, the shareholders may have some difficulties to agree with the opinion or the status of the new colleagues. It may cause tensions and frictions between them. The human resources services and the management team field have an essential role to play in this kind of strategic alliances. (Source bad example to extend and to change) Culture has also a strong impact on the productivity. The cultural aspects may affect numerous other business aspects which influence indirectly on the performance of the MA in particular making benefits (Stahl and Voigt, 2005). For them, To increase effectiveness across cultures, training must be the focus of the job, while education thought of with reference to the individual, and development reserved for organizational concerns.(To change?) Culture differences badly assimilated product poor results and performance. However, the relationships between the MA performance and the cultural differences are not as easy as it could seem. (To Change and extend) King et al (2004) state that despite decades of research, what impacts the financial performance of firms engaging in MA activity remains largely unexplained. (To change?) The negotiation is also an aspect affected by the cultural differences. For instance, bad master of the culture or the local customs can lead to misunderstandings and confusions (Schein, 1993). It involves the meetings, the contacts and all the components of the negotiation between two interlocutors culturally different. Each culture has its own way to negotiate even though certain are similar. For instance, the Indians employees of Tata are used to negotiate because it is something daily and at every moment of the day in India. They rarely say no by politeness and sometimes their answer may seem unclear, that is why, a foreign negotiator should be able to decode the non-verbal language to know what they really think (such as cross legs or arms). (relation with Tata? + bad example) Another aspect that can be a problem is communication. Javidan and House (2002) state that during a MA, cultural differences may have negatives impacts on communication. For instance, Tata took this aspect into account for the acquisition of Jaguar and Land Rover. The Indian group had to retain a good communication with the employees of Jaguar and Land Rover. According to Schein (1993), in a business, the dialogue is primordial. In fact, it enables to transmit the information in order to be accurate and effective. It affects numerous fields such as: the management of people, negotiation, meetings, contracts, socialising, presentations, and advertising. During a MA, the communication is a determining factor: of success or failure (Trompenaars and Asser 2010, p.10). According to Stahl and Voigt (2008), in MA, the culture strongly impact the ways of getting the work done such as the levels of formality, tolerance of risk and methods of decision making (Communicaid 2008). In fact, each culture has his own way to do the job. Tata has to consider this fact, in particular for MA with other cultures like European (Tetley group (UK)) or American (Eight O Clock Coffee Company). Cultural differences may be barriers to the performance when they negatively impact the relationships between people and especially between the employees (to extend) of a MA. In particular, the way of dealing with conflict (To change). Often, people have a fixed idea of a particular type of person or thing, it is called a stereotype. Culture is like an iceberg. At the top, the elements we can see physically such as the behaviour, the clothing and the food. Whereas underneath, there is all the things we cannot see at the first sight such as meanings, beliefs, attitudes and values. Many human beings are influenced by their cultural roots which are very often transmitted by the family. (Too change, Sian Taylors lesson). Cross-cultural difference can have negative impacts on the human relationships (Javidan and House, 2002). According to Kleppestà ¸ (1998), we may see sometimes, the creation of in-group and out-group. (too extend). A bad entente between employees has for main consequenc e the fall of productivity. Indeed, the difference of culture does not simplify the relationships, especially when shareholders have to make important and essential choice. The cultural differences divide more than they gather, which might be problematic when shareholders have to take a single and common strategic decision. In fact, the human behaviour is an essential feature to take into account. Tata has also to take into account the time. Indeed, it is influenced by the cultural origins and determinant in the success of a MA. It can have important influences on the planning and on the way of how people manage their time. For Harris and Moran (2000), the definitions of time vary according to the culture, some are exact and others are relative. According to Trompenaars and Hampden-Turner (1997), primitive societies just consider the matter of the before and the after whereas the educated societies judge the matter of time differently. For them, the time is an infinite succession of event. (To change) For instance, Tata purchased Jaguar and Land Rover which are British companies. Both cultures have a different on the notion of time. Tata is an Indian group and culturally their relation with the time is more relax and less in a rush than the European philosophy. For example, the Indian group would not hesitate to spend a long time to meet their employees whereas the British wou ld do it as quick as possible. All the more than Tata has always considered importantly the social aspect with its employees. Moreover, one of main cultural difference is the attitude of people with the environment. Some cultures have more importance for their own human-being life rather than other cultures attach more importance to the world in general than to the individuals.(To change) (Trompenaars and Hampden-Turner, 1997). Harris and Moran (2000) say that persons culturally different live and organize their environments in their own specific way. However, Tata has to know that a team composed of different cultures may have numerous potential benefits. Indeed, culture is also an opportunity and a source for the Indian group of competitive advantage. (Sian Taylor, Too change) Cultural differences may also have positives impacts on multicultural teams only if they respect certain conditions. In fact, diversity can lead to higher performance only when members of the group understand each other, and can combine and build on each other thoughts and ideas (Chell, 2001). (To change, Sian Taylors course). Cultural differences in the same organisation can also a great opportunity. (too extend)(source) Define culture is necessary to well understand what are the cultural diversities and which impacts they have on performance. For Hofstede (1980), culture is the interactive aggregate of common characteristics that influence a groups response to its environment. Cultural differences change the way people solve problems. In fact, Trompenaars and Hampden-Turner (1997) say that we can differentiate every culture individually by the way they solve problems. The cultures distinguish from each other by the specific solutions they use when there is an issue. For instance, two groups of students have an essay to hand in for a due date. The first group is French and the other one is American. Both groups are late but they react differently because they are culturally different: the American group will reach the deadline and scarify the quality whereas the French group will go over the deadline and try to improvise. According to Chell (2001), the synergy in a multicultural team can improve significantly the performance and increase benefits. A multicultural team in which members live well together will be more productive and effective. Indeed, the cultural differences can create potential competitive advantages such as a better productivity, innovation, learning or ambience. It may also increase the productivity. Indeed, in a same situation, employees culturally different can have different way of thinking and therefore bring several solutions and improve the performance (Adler and Gundersen, 2008, p.134). In fact, multicultural team means wider range of opinions, ideas and consequently encourage the innovation. According to Adler and Gundersen (2008), this creativity enables to find better solutions to problems, take better decisions. Moreover, Chell (2001) think intercultural team is strength for a team. In fact, different nationalities enable to master different languages and consequently a bigger flexibility geographically and linguistically. Moreover, being cultural different may also enable to learn new things such as another way of managements or another ways of getting the work done. A multicultural team were the members understand each other enable to have a better ambience in the firm. The role of the manager has a strong impact on the ambience which is an essential feature to reach the synergy (Adler and Gundersen, 2008). If Tata wants to succeed in a MA with cultural differences, they should consider how to organize and manage an intercultural team. Managing and working with multicultural teams requires an understanding of cultural diversity to create an effective team. A multicultural team needs some features essential to be successful for example: the motivation to communicate, a good relationship between each members and a reciprocal respect. (To change Sian Taylors courses) Additionally, Tata must be aware of the role of the manager: it has changed due to the new cultural diversity in a same team (Harris and Moran, 2000). Nowadays, he must be skilful, master several languages and know the cultural features of his employees and the shareholders. The role of the manager is also to avoid the cultures shock and cultures clashes between the employees. According to Ruben (1983), the multinational manager should have seven skills to gather the employees strengths and bring them to the performance: tolerant, respectful, have good interpersonal skills, not to be prejudiced against people, feel empathy, observant and persevering. For Trompenaars and Asser (2010), the managers have a tendency to focus on the results of deal rather than the way the people reach together these objectives. The human dimension and the cultural differences are unfortunately used to be underestimated in a merger or acquisition. They are in particular ignored by the managers who prefer f ocus on results and performance rather than the way the job is done. Moreover, the notion of feedback (between manager and employees) is essential to fix the differing and underline the good things. Indeed, their first objective of the manager is to reach the synergy: to gather all the shareholders and bring them to an only and same goal with this kind of tools. Furthermore, the cultural differences strongly affect the way of managing people. Indeed, MA often involve the mix of firms and consequently, the mix of employees who are sometimes culturally different. Especially because culture is not something we cannot figure out at the first sight; it is something inside us. Trompenaards and Hampden-Turner states, it is not on surface but deep in every person. (Too change p.3). According to Tylor (1924), culture is not something simple or limited to one dimension in one field, it is the entire contrary. Indeed, he states that the culture is composed by numerous components such as: habits, language, religion, belief and morals. To create an effective team, the team have to understand the culture of each member and learn cross cultural knowledge (Harris and Moran, 2000). The creation of a multicultural effective team takes time because the manager must make aware each members of his own culture (Chell, 2001). One of the essential points is to resp ect the others cultures and the fact to be different because the culture takes an important place in peoples lives. Understand another culture also means be respectful about these differences. In fact, Chell (2001) say that the members have to have in mind that there is no dominant culture and everybody is equal whatever his origin. Indeed, according to them; we have to master early our culture before learning to know all the features of another one. Schein (1993) said We have to learn to listen to ourselves before we can really understand others. It is called the polycentrism: attempt to overcome your own cultural assumptions and to develop openness towards other cultures (To change course Sian Taylor). At the contrary the worst behaviour to adapt is to be ethnocentric: to look the word only through my own culture. (To change) Moreover in multicultural team, some cultures are more likely to fit with one than another. In a globalized world, the cross-cultural relationship has change d the way of managing a team. To conclude, Tata must be conscious that intercultural issues not well mastered may lead to poor productivity and performance. The cultural differences can affect negatively the business aspects and the performance. However, an effective multicultural team can have a positive impact on the performance. Indeed, if the cross-cultural differences are considerate and if the members collaborate, the cultural differences may become a great opportunity for the Indian group. Moreover, the future of a MA depends on the ability of a multicultural team to gather their strengths in the same project even if they are culturally different. That is why the role of the manager is crucial. Indeed, bring a multicultural team to the synergy is the main aim and role of the management team. Tata has to focus on the fact that diversity can lead to higher performance only when members of the group understand each other and work together.

School Lunch

Dear Mr. I have coming to this school since 7th grade and has seen no progress at all, with the lunch. I’m sorry for saying this but this food is NASTY! It seems like its been frozen for 300 years, then cooked. Seriously, are you guys trying to kill us? Since we’re not use to this cooking, we’re not eating it as much. So try thinking of adding a couple of new foods while you read this letter. Some students at EMS has financial issues that they are dealing with at home. As a result no student would be buying school lunch. Also they may have not gotten accepted to have free lunch like I do.Another reason is the student may think the lunch the lunch look or taste disgusting. So you would expect the student to not even bother with the school lunch. Others say that the reason why they don’t eat the lunch is they’re not hungry once lunch time comes. Either it was because they ate a big breakfast or they just don’t eat as much. Now think about it wh en they eat breakfast its probably around 7:00 or 7:30. That’s 5 hours until the next meal is offered to them, if they can do that then they must be a superhero or something.Another huge problem is that the nutritional part about the food. I don’t know if you have heard about this statistic. In order to have as many chicken, beef, and pork. Chemical labs clone the meat in order for us to have as much as we do now. Basically when we are eating meats at school that is cloned. The chemicals may have all different types of unhealthy stuff in it. That makes it taste like the real thing. Now who would like to eat chemicals? Not me, because I thought chemicals were dangerous for you.Alright this topic is something I can relate to, because of being a certain amount of pounds overweight. And the way these ladies cook that pizza has death written all over it. Only because it s just so greasy, usually some of us we take a napkin and wipe the grease of the pizza. And when weâ€⠄¢re done the whole napkin is damp with grease. As a result of that is being diagnose with diabetes, high blood pressure, or high cholesterol. Living with a person that’s a diabetic and has high blood pressure and high cholesterol also.Cannot be fun because, you have to watch what you eat or else you will go into a diabetic coma. I’ve witnessed a person in a diabetic coma and it is scary because they just drop whatever they’re doing and fall. For the students that likes more of a variety to their meals. You could add a salad bar, fruit bar, alternate lunches, different types of the same food. So they wouldn’t have to just choose one thing and move on. Who wants to do that every single day NOBODY! Then the thing that we hate is that we have the same lunch choice almost every tow weeks in a row.Come on we are children we like to try new things not just the same old things. Another solution is that you can bring some of the kids background culture to the lun ch. But not no lasagna or Italian chicken feast because of some kids having Italian ancestors. Also to could just bring foods from around the world to just let us experience the world just by eating lunch at a middle school. At the beginning of the paragraph I was talking about adding a salad bar. Me personally I love salad to death. I mostly eat a salad with all of my meals that I eat. But sometimes it doesn’t happen.To me its just nothing but a blend of vegetables with some salad dressing. You could also serve different fruits because I know that many people eat fruit and loves it. Or you could just hand out surveys to see what we like to eat the most or the least. So it just wouldn’t be just this one big hassle, for only one choice of meal. As a result of you reading this letter. I hope you had at least a thought about making changes to the school lunch menu. If you do that, then I guarantee you that these changes will have students ‘wanting’ to go to l unch, with a smile on their faces. To EAT!

Reaction paper of the film Take the Lead Essay

Take the lead is based on a true story, the movie tells us of the struggle of a dance teacher, Pierre Dulain. It is the real story of a dance teacher who believed in the talent of a group of problem kids. This film not only gives us a fun and relaxation but it also gives us knowledge about modern dancing and model dancing. Not only that, the film gives us the morality as teacher. How relationship between teacher and student should be in school as well as in their personal encounter. One day In New York, the polite dance instructor Pierre Dulaine sees a black teenager vandalizing the car of the director of a public school and on the next day he volunteers to teach dance to students to give respect, dignity, self-confidence, trust and teamwork. The reluctant director Augustine James offers the troublemakers that are in detention expecting Pierre to give-up of his intentions. Initially, the delinquents did not care about ballroom dancing, but after Pierre gives them a demonstration with his top dance student Morgan, the kids grew interested into the idea of ballroom dancing. He enters the kids in a city wide dance competition and by the end of the day, succeeds in turning the delinquents into respectful and well-mannered, young ladies and gentlemen. Yes as a dance teacher Pierre Dulaine bring the children in a new state of life. He teaches them how to appreciate a dance. There are so many dances that they studied: Salsa, Waltz, Foxtrot, Quickstep, Cha Cha, Rumba, Samba, Wedding Dance, Viennese Waltz, danceTONE Warmup, Jive, Swing , Paso Doble, Tango, Merengue, Bachata and other dance music genres!. He himself also learns to appreciate their model dance. In this great world consist thousand of people each of them have difference way to appreciate an art as well as made an art. An art work might valuable to this person but reject by the other. The importance is to understand, to appreciate, to enjoy an art as well as the one create it. We all know that treat a person like trash and he will become trash. When the school delinquent were treated like incorrigible criminals, they chose to act as obnoxious and as rude as possible. But when they were trusted and respected and shown the dignity of being creative, they learned to reciprocate with the kindness and gentleness. Even the most notorious and delinquent persons can metamorphose into productive and decent members of society if we show them respect, give them value, appreciate their talents and teach them to contribute towards the betterment of themselves and other people around them. Pierre Dulaine is an excellent archetype of a mentor for character transformation; unconventional enough to allow flexibility, firm enough to command respect, patient enough to extend sympathy, talented enough to demand excellence and human enough to connect with those who refuse to listen. For people trying to form values and personhood, much can be learned from Dulaine’s approach – which basically is to treat a person as a person, notwithstanding his faults and flaws. However, the film is better watched with a mature adult because of the nonchalant rudeness demonstrated by the story’s teenage protagonists which might negatively influence young audiences. As a teacher Pierre Dulaine not only teach them how to dance but also help them to have a confidence in life. A teacher concern what student is needs, a take a have responsibilities toward their children. Look for way how to give them an environment to grow their personality, their knowledge. Give hem an opportunity to express their problems and need. Give them an advisable that will help them develop their attitude. To became good value of life. To guide them become good citizens, Christian, to built the healthy good relationship with the other. They should be the second parents to them. Pierre struggles against the prejudice and ignorance of the students, parents and other teachers, but wins his battle when the group accepts to compete in a ballroom dance contest. He teach with love and hope. What you sow you reap. Pierre Dulaine: A renowned ballroom dance instructor who gets a job as a teacher for the delinquents in detention. A gentleman who treats everyone, especially the ladies, with respect and to teach the delinquents about respect, manners and dealing with personal issues through dancing. Director: Antonio Banderas – Pierre Dulaine: A renowned ballroom dance instructor who gets a job as a teacher for the delinquents in detention. A gentleman who treats everyone, especially the ladies, with respect and to teach the delinquents about respect, manners and dealing with personal issues through dancing. Initially, the delinquents did not care about ballroom dancing, but after Pierre gives them a demonstration with his top dance student Morgan, the kids grew interested into the idea of ballroom dancing. He enters the kids in a city wide dance competition and by the end of the day, succeeds in turning the delinquents into respectful and well-mannered, young ladies and gentlemen. n a public school of lower middle class neighborhood of New York, high school kids are having an organized party and Rock (Rob Brown) is refused admission. In a spit of rage, he wrecks the car of their school principal. Suave and well-mannered ballroom dance instructor Pierre Dulaine (Antonio Banderas) w itnesses this on his way home and decides he needs to help trouble kids like him. The next morning, he finds his way to the principal’s schools and presents himself as a volunteer dance teacher for the school’s most notorious students. Day after day, he confronts the school â€Å"rejects† during their daily detention time and gently infuses into them manners, teamwork, respect and self-confidence through the routines of Salsa, Waltz and Tango as he slowly transforms the delinquent students into ballroom champions. For a film that is supposedly based on a true to life story, the plot is full of unbelievable twists and implausible scenes. The scripting is a bit shallow and fails to delve into the character’s motivations and emotions. Characters are too caricaturish to be believable. The idea of the fusion of ballroom with street dancing could have been better developed and the resulting dances better choreographed. Cinematography and editing are choppy and rough. The choreographies were not exciting enough and the camera angles fail to capture the exquisiteness of some dancers. Only the charm of ballroom and Banderas save the film from being a bore. Over-all, the movie entertains to some extent with its dance routines. Treat a person like trash and he will become trash. When the school delinquent were treated like incorrigible criminals, they chose to act as obnoxious and as rude as possible. But when they were trusted and respected and shown the dignity of being creative, they learned to reciprocate with the kindness and gentleness. Even the most notorious and delinquent persons can metamorphose into productive and decent members of society if we show them respect, give them value, appreciate their talents and teach them to contribute towards the betterment of themselves and other people around them. Pierre Dulaine is an excellent archetype of a mentor for character transformation; unconventional enough to allow flexibility, firm enough to command respect, patient enough to extend sympathy, talented enough to demand excellence and human enough to connect with those who refuse to listen. For people trying to form values and personhood, much can be learned from Dulaine’s approach – which basically is to treat a person as a person, notwithstanding his faults and flaws. However, the film is better watched with a mature adult because of the nonchalant rudeness demonstrated by the story’s teenage protagonists which might negatively influence young audiences.

Essay on Effects of Divorce Larger Than They Seem

Effects of Divorce: Larger Than They Seem Introduction Imagine a teenage boy, completely happy with a good life and a family that he is close to. He has his own place in the family and a set daily routine that has been in place for over a decade. Now imagine something ripping that family apart. His daily life became anything but routine. Everything changed: his living arrangements, his family’s financial situation, and his security. In America, we call that divorce. According to the American Academy of Child Adolescent Psychiatry, â€Å"One out of every two marriages today ends in divorce and many divorcing families include children.† â€Å"Only 42 percent of children aged 14 to 18 live in a â€Å"first marriage† family and intact two-parent married†¦show more content†¦The only real physical effects that an infant may show are loss of appetite or an upset stomach, which could include spitting up. Toddlers to the age of three may react with temper-tantrums if they feel any kind of change in their childcare arrangements or their visitation time is conflicted by the other spouse. Preschool children between the ages of three and five are affected more than most people would think. They sometimes feel they are to blame. For instance, they may think, â€Å"If I would have listened to Mommy when she told me to pick up my toys, Daddy wouldn’t have moved out.† Often times children in this age group may seem to â€Å"back-slide† or show baby-like behavior such as wanting old toys, a bottle, or returning to bed-wetting. Children at this age have the ability to become combative or angry. They can also show signs of depression despite their young age. Elementary school age children are old enough to feel the pain of divorce; however, they may be too young to be able to control their negative feelings or reactions to the pain that they are experiencing. 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