Answer exam questionA Essay Example | Topics and Well Written Essays - 1000 words

arrange exam questionA - Essay ExampleThis notion postulates that the nuances of HRM and the applicability of its associated theories vary drastically on a ethnic basis (Brewster et al. 2011 p2). Therefore, the pivotal significance of cultural observations in international management practices not only extends to the time lag of national gloss and its impact on business operations but also to the aspect of managerial behaviour (Crawley et al. 2013 p76). In assessing the impact of an understanding of culture and cultural difference on the behaviour of a western manager assuming an executive position at a non-western organization several factors mustiness be examined. The commencement of managerial authoritys in an unfamiliar national culture is welcomed by cultural dishonour which may result in a failure to meet objectives and goals that accompany the position (Crawley et al. 2013 p77). However, a thoroughgoing acquaintance of culture implies that a managers attitude towards colleagues would be marked by respect, sensitivity, comity and an understanding of critical aspects such as religion, ethnicity and race when managing a diverse workforce (Crawley et al. 2013 p77). More importantly in the context of the example under discussion, the assignment of a western manager within a non-western organisation presents the challenges of unique role demands posed by cultural factors. In this scenario, an effective understanding of role demands assists both managerial behaviour and performance (Dowling 2008 p193) given the existence of role clarity in delineate what is expected of the individual within the organization (Dowling 2008 p194). While, it is important for a western manager to recognize the significance of specific characteristics related to cultural differences when performing his duties at a non-western organization, it is the successful application of relevant lead theories that lies at the core of effective HRM. The contemporary leadership theor ies that have been applied by researchers on assessments of culture and cross-cultural examinations are that of transformational leadership and charismatic leadership. An investigation into the Global Leadership and Organizational Behaviour potence (GLOBE) proposed that the relationship between manager behaviour and cultural implications in Indian organizations was such that workers favoured charisma and activity orientation in an ideal leader (Robbins 2001 p389). This observation implies that a western manager having extensive knowledge about culture and cultural differences would adopt the characteristics of a charismatic leader, as research shows that charismatic leaders can be made (Robbins 2001 p374). Additionally, formulating a vision, a clear long-term strategy and achievable in so far inspiring goals are constituents of successful charismatic leadership. Furthermore, it is understood that characteristics of Indian culture include collectivism and the word sense of a huma ne approach. Therefore, the managerial behaviour of a western executive must integrate the attributes of transformational leadership by inspiring workers through communication of goals and the provision of personal attention, coaching and advise (Robbins 2001 p377. The latter is an version of respect, understanding, sensitivity and consideration which is much valued in non-western nations such as India. In conclusion, an extensive comprehension of culture is a factor that is highly favourable for a manager who is