ASSESSMENT TEMPLATE___________________________________________________ Page 1 of 2 Subject Title Managing in Global Context Subject Code MGT604 Lecturer / Tutor Esther Chaderopa Semester February 2019...

Challenges managers face
Topic: "Challenges managers face with various cultural business attitudes of employees"
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Introduction
Manager’s most important work is to consist of building a very effective strategy, structuring a suitable organizational design as well as managing people in the cross-cultural environment. Nowadays, managers face several challenges to manage various cultural business attitudes of employees. This report includes an Annotated bibliography of topic “Challenges managers face with various cultural business attitudes of employees”. Annotated bibliography of five peer reviewed journal articles are done in this report.
Article 1:
Mayer, C., & Louw, L. (2012). Managing cross-cultural conflict in organizations. International Journal Of Cross Cultural Management, 12(1), 3-8.
In this article author said the Because of globalization, several companies now operate in more than the one country. This company have crossed geographical boundaries and contributed to the birth of multicultural organizations, with workers from more than one country is working together. Businesses may find these expansion profitable and attractive, but operating and managing global businesses is often more difficult than managing local companies. Global business is influenced by many factors, such as differences, cultural, legal, economic, and the political environments. International business is prone to many risks, such as cu
ency risk, political risk, and cross-cultural risk. Human resources must play a role in all business aspects of all business units, both domestically and globally. In this case, the risk of cross-cultural differences is inevitable.
Some labor forces may be relatively individualistic, which means they pay more attention to individual needs and benefits. In extreme cases, individualism recommend that their actions must be guided by motto and be optimistic about themselves before caring for others. In the order to predict an amount of the adaptation an employee may need to move to other country, it’s useful to know cultural distance among two countries. It’s difference between some two social systems, which can range from the minimal to substantial. Regardless of cultural distance, it does affect everyone's reaction to business.
Employees naturally tend to be ethnically centered to some extent and judge the state of the new country based on the standards of their home country. If the cultural distance is large, these problems will be magnified. Maximizing profits and minimizing costs are essence of the productivity. In this case, the situation should be thoroughly analyzed and the co
ect conclusion should be made as to whether it is the result of inefficient or under-resourced staff. If employees are inefficient, HRM should look forward to training employees and even recruiting new ones. If resources are insufficient, alternative resources should be found to get enough input.
Article 2:
Bond, M., & Haynes, M. (2014). Workplace Diversity: A Social-Ecological Framework and Policy Implications. Social Issues And Policy Review, 8(1), 167-201.
The author’s concept of the diversity includes respect and acceptance. These mean that the understanding that everybody is different and recognize our differences of individual. These can be gender, race, sexual orientation, age, socioeconomic status, religious beliefs, physical ability, political beliefs and other ideological dimensions. It’s in the parenting, active and safe environment to explore these differences. As the importance of diversity in an organizational environment continues to increase, most organizations want to study the connections of diverse organizational cultures, their impact on diversity openness, and the link between diversity and...