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COMMGMT7001 Business Communication

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COMMGMT7001 Business Communication

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Course Code: COMMGMT7001
University: The University Of Adelaide

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Country: Australia

Question:

You are in the role of project manager for a coffee franchise global expansion project. You plan to expand into two different countries. The magnitude of the project requires you to prepare for the project kickoff meeting and business negotiations with the project team who are potential partners from Mexico and China. You understand that these cultures are vastly different. They have different business customs, social protocols, and languages, so conducting business with each country requires a customized approach.To prepare for your first outreach effort with each country, analyze the cultural similarities and differences that exist between the countries and the United States using Geert Hofstede’s Six Cultural Dimensions (link here and below) as discussed in the assignment notes, chats, etc. Note that the two countries are characterized by collectivism while the United States has an individualist culture.Once you have done your research, compare and contrast each country according to your findings. Discuss the implications of the relative cultural dimensions based on what you read related to Hofsteds from the web site. How might they impact managing the global expansion project? Remember that you are adapting your approach from a United States point of view.This assignment lays the foundation for IP4, where you will apply your findings to forming an effective global team.

Answer:

Introduction:
The Hofstede Model developed by Geert Hofstede is one of the globally accepted models for analysing and developing intercultural business communication effectively. The Hofstede model uses a 6 dimensional analysis to understand the cultural differences of the different countries to understand them effectively (Minkov, Blagoev & Hofstede, 2013).
Discussion:
United States and Mexico have many differences in the cultural aspects and also share certain similarities. When the American business needs to expand in Mexico, it has to keep in mind that Mexico has a higher score in the power distance index, which means that it has a hierarchical society, which is not similar to the equal society of America (Leach-López, 2013). Moreover, United States has an individualistic society compared to that of the collective society of Mexico, which means the Mexican believe in the success of group work and not on individuals. However, both USA and Mexico has a masculine society, which is more focused on work oriented success. This similarity helps the business to grow with stability. On the contrary, Mexico has a high score on the uncertainty avoidance index, which makes it possess rigid laws unlike to that of the American Society (Leach-López, 2013). Both the Mexican and American societies are focused on the short term planning, which can help them to focus on the immediate planning of the business effectively.
Considering the Hofstede model, China and USA also have different cultural aspects, which is essential for determining the business communication among these two countries. China has a high score on the power distance index compared to the USA, which establishes it as a hierarchical society where the relation between the subordinate and the superiors are polarized (Wang, Hinrichs, Prieto & Howell, 2013). China is a highly collective society compared to that of the USA, and focus is always on the teamwork. Success of the team is considered primary in China. Similar to the USA, China also has a relatively high masculine society, where the primary focus of the society is upon the work culture. The Chinese like the Americans are also focused on the adaptability with regards to the success of the entrepreneurial ventures (Dartey-Baah, 2013). The laws are kept flexible so that they can be modified properly. However, China believes in long term orientation programmes, which are more focused on the future development of the society.
Conclusion:
Hence, from the above discussion it can be concluded that the three societies share many cultural dissimilarities and similarities, which allow the business executives to develop the communicative strategies accordingly to gain success in the respective countries.
References:
Dartey-Baah, K. (2013). The cultural approach to the management of the international human resource: An analysis of Hofstede’s cultural dimensions. International Journal of Business Administration, 4(2), 39.
Leach-López, M. A. (2013). Moderating Effect of Hofstede’s Cultural Values on the Locus of Control/Job Performance Relationship of Managers in USA, Mexico, South Korea and Hong Kong. Journal of Business Strategies, 30(1).
Minkov, M., Blagoev, V., & Hofstede, G. (2013). The boundaries of culture: do questions about societal norms reveal cultural differences?. Journal of Cross-Cultural Psychology, 44(7), 1094-1106.
Wang, L., Hinrichs, K. T., Prieto, L., & Howell, J. P. (2013). Five dimensions of organizational citizenship behavior: Comparing antecedents and levels of engagement in China and the US. Asia Pacific Journal of Management, 30(1), 115-147.

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