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Aspects of forwarding the cross cultural requirements in the company looking for expansion is the major focus of report.

Home, - Advancing Cultural Mindset and Integration

Introduction

Today, with increased globalization, it is found that majority of the organizations are looking for expansion so that they can improve their profitability margins, increase their presence in other parts of the world, and thereby also improve bottom-lines of the organization. However, before expanding in the new locations, the top-level management of the organization needs to understand the work culture, adhere to the cultural norms of the new nation, and also train the employees on the new work culture so that they can perform as per the expectations of the organization (Curtis, 2014). 

The role of the Human Resources (HR) department will be vital as they will be unifying the two different work cultures and will motivate the employees to perform as per the requirements of the organization. 

Also, the leaders and the senior management of the organization need to communicate the objectives of the organization, provide employees with required resources and accordingly make them perform to achieve desired objectives in a given challenging work environment(Curtis, 2014). This report will thus highlight the ways and approaches through which two different cultures can be integrated in a given diversified environment.

How to integrate varied perspectives in dynamic environment to lead successfully in a culturally diverse society

It is noticed that when any organization merges with another organization or forms a joint venture, the HR department will first face major challenges of cultural integration. The newly appointed board members will not be attending to the needs and requirements of the employees, there will be no process developed at the workplace to leverage the culture, the employees will feel demotivate to work in a given newly formed organization, lack of communication between the employees and the senior management will further increase the gap, lack of working collaboration between the teams, and also lack of HR support will create more issues within the organization (Muthukrishna et al., 2014). 

There will be also resistance found from other groups that will create further hurdles for the organization. It will subsequently increase conflict that will add further operational barriers to the HR team and to the Operations team in the organization. Hence, to integrate two different cultures, it is first important to overcome conflicts through conflict resolution approach. 

The HR team can implement competing, collaborating, avoiding, and accommodating conflict resolution styles so that the conflicts can be resolved and the employees will start working in a given environment(Muthukrishna et al., 2014). Further, the leaders of the organization need to bridge the gap by incorporating values that will be adhered by all the employees of the organization. The top-level management needs to respect diversity and the cultural values and also improve communication with the staff. 

They need to motivate them on the different motivation factors and also provide them with new working opportunities in the organization(Muthukrishna et al., 2014). The top-level management will be required to focus on their listening abilities so that they can listen to the issues of the employees faced by them at the workplace. 

The HR team thereby needs to work on these issues and develop a better working place in a given environment. The top-level management also needs to focus on changing the attitudes, behaviors, actions, and working values of the employees so that they can perform as per the needs of the organization in a given dynamic environment (Miles, 2014).

Negotiation Strategies to craft a Common Cultural Mindset

To develop a common cultural mindset, the role of the leaders is important as they will be formulating the key working strategies in theorganization. However, before formulating the roadmap they need to discuss the current work tasks and also seek opinions of the ground-level staff to improve the future performance(Miles, 2014). 

Second, they need to negotiate with the concerned stakeholders that are facing issues within the organization. These could include - suppliers, shareholders, or any other external entities that are connected with the organization(Miles, 2014). It is thereby recommended to overcome these challenges and develop a strategic road map to achieve desired objectives in a given environment. 

The leaders need to deploy transformation leadership style to improve - communication, apply conflict resolution techniques, carry out negotiation, address the cultural needs of the organization, motivate the staff, empower them to perform, bridge the gaps in the current working practices, and also overcome the different barriers in the daily work practices in a given environment.

Communication Methods for Cross-cultural Mergers, Joint Ventures, and Acquisitions

The role of communication is important during the time of cross-cultural mergers or joint ventures or even during acquisitions. It will bring employees from two different work cultures at a given workplace. Hence, the role of the HR department will be vital as they will need to overcome the challenges at the workplace and improve working efficiency in a given environment. 

There are different communication channels and methods through which the top-level management of the organization needs to communicate about the new objectives, new framework and new working approaches, new methods of performing the tasks, and new performance appraisal. It will thereby allow the top-level management to remain clear, concise, accountable, and also follow ethical principles while formulating the strategic road map in the organization (Sudarshan, 2013). 

The communication methods that can be implemented can include - meetings with the staff, through internal conference channel, and also through sending direct mails to all the members of the organization (Libecap, 2014). It will thereby provide them with a better overview on how employees need to perform to achieve desired objectives of expansion in a given challenging work environment.

Conclusion

This report focuses on the aspects of addressing the cross-cultural needs in the organization. With the recent globalization, it is noticed that the organizations are looking for expansion. They can thereby choose the option of mergers and acquaints or through joint ventures in the new geographical locations (Heath& Heath, 2014). 

However, in this process, the HR depart will be facing the major challenges of cultural differences and hence they need to address them as per the recommendations provided in this report. They need to bridge the gaps between the staff and the senior management in the organization. 

Also, they need to follow the principles of accountability, openness, ethics, transparency, and honesty in the daily working practices in the organization(Heath& Heath, 2014). They also need to focus on improving the working morale of the employees so that they can perform as per the expectations of the organization. 

For this purpose, the HR department is also recommended to deploy the principle of change management in a given newly formed organization(Heath& Heath, 2014). It will not only address the issues of employees but will also make them complete the assigned tasks with the given time frame and as per the needs of the organization. It will subsequently assist the organization in achieving required objectives in a given dynamic environment.

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