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Cross Cultural Management: Values And Norms

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Question:

Discuss about the Cross Cultural Management for Values and Norms.

 

Answer:

Introduction

Culture refers to the way of life of a given group of people that relates to their beliefs, values, and norms. This is symbolic and helps to enhance communication among the people within a group following a certain culture. The common behavior that is followed by the different people within the same origin consist of particular patterns and may either be explicit or implicit. Culture is very important to every person as it gives a sense of identification. While work diversity refers to the number of various differences incurred by people in a given organization. The level at which diversity is experienced in the workplace varies from one firm to the other depending on various social factors. Some of these factors include; gender, race, education level and background, age, personality among others. This form of diversity is very important at workplace and level of success of an organization depends on its ability to work on and embrace diversity. Among the many benefits, some include; enhanced service range increased rate of adaptability among others.

Background History, Geography, and National Culture

Denmark

Denmark is a unified Kingdom where the first humans arrived in 10,000 BC after the last Ice Age. In the 20th century, the country did not act as it remained neutral in the time where First World War was on. In the year 1915, Denmark’s constitution was changed making it more democratic as the country has ever granted women the right to vote (BERTELSEN, KOFMANN & MUNK , 2011). During the second world, the country remained neutral still but faced a bomb threat from the Germans. In the 1960s, the country’s economy grew and employment opportunities were increased. Unfortunately, in the 1970s the economy deteriorated to a level where the unemployment rate raised to a situation where it was threatening resulting to inflation. In the 21st century, the Danish economy improved and the rate of unemployment reduced to a manageable level, though suffered a recession in 2009, it later recovered. Denmark in modern today has prospered with a population of 5.6 million who have a high living standard. It’s located in the northern Europe with several Islands in the Baltic Sea (HOPKINS, 2013). Denmark’s national culture has a rich and intellectual covered by artistic themes.

 

Malaysia

Among the first groups to settle in Malaysia and are still there in present today are the Orang easily and the Penan of Sarawak among others. The first settlers were in about a 100 BC. It consists of a total of 13 states with its largest city in Kuala Lumpur also its capital. The country has a monarchy system of governance that helps to maintain order in the country but not lead by a coalition party (MILNER, ABDUL & THAM, 2014). The increased effect of the economy resulted in the formation of new economic policy that enhanced economic revolution till the early 1970s.  Administration of the present leader Dr. Mahathir Mohamad enhanced support to help acquire resources. With increased number of growing industries, the country has grown its economy. The country is located in the Southeast Asia with numerous small islands. The country’s national culture was a policy developed in 1970 and emphasizes the need for assimilation of all non-citizens into the country to be among the citizens and follow Malaysia culture.

Cross-Cultural Dimensions

The cultural dimensions between the two countries are similar as they are meant to help improve the nature of the society. These dimensions are power distance, individualism, uncertainty avoidance and masculinity. Leadership styles in both countries vary in that, leadership in Denmark is hierarchical but at a low level and everybody is favored with the ability to participate in the employment sector. While in Malaysia, leaders are to be respected ultimately with no question as they make the rules and are believed to be the best and so cannot be questioned and if so there are consequences to following. In communication, Danes people restrict the use of body language as it can be misinterpreted and advocate for use of humor in business, while the Malaysia people advocate for both verbal and non-verbal means of communication (GILL, 2013). Decision making in Denmark is made by leaders but inconsiderate of the citizen’s wishes (HASSELBALCH, 2010), while in Malaysia, a decision made by the leader is final and the citizen has to follow without questioning. In both countries, managing teams are strong and lead by their specific systems of governance. In both countries, decision making is by the elected leaders who are also the main overseers of the countries developments. The value system in the two countries vary as the cultures exhibited are different (ABU, 2014). Malaysia allows advent assimilation of non-citizens while Denmark does not. In Denmark, the employees have a right to contribute to decision making by giving their views while in Malaysia only the leaders are the sole makers of the rules and the citizens should solely follow the rules without deviating. 

 

References

HOPKINS, D. P. (2013). Peter Thonning and Denmark's Guinea Commission: a study in nineteenth-century African colonial geography. Leiden, Brill.

GILL, S. K. (2013). Language policy challenges in multi-ethnic Malaysia. https://public.eblib.com/choice/publicfullrecord.aspx?p=1593339.

MILNER, A. C., ABDUL RAHMAN EMBONG, & THAM, S. Y. (2014). Transforming Malaysia: dominant and competing paradigms.

BERTELSEN, E., KOFMANN, M., & MUNK PLUM, J. (2011). Competition law in Denmark.  Alphen aan den Rijn, Kluwer Law International.

HASSELBALCH, O. (2010). Labour law in Denmark. [Copenhagen?], Austin, Tex.                    

ABU TALIB AHMAD. (2014). Museums, history, and culture in Malaysia. 

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