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Cultural and Managerial Implications in International Business Environment


The focus of this assignment is to draw upon your analysis and understanding of cultural differences and discuss how these differences may manifest in the workplace.


The task involves developing an assessment of similarities and differences in managerial processes and organisational culture which an international manager can expect to encounter when working cross culturally.

Issues that might be examined could include how culture affects individualism versus group orientation, communications, decisionmaking, autocratic versus delegated leadership, superiorsubordinate relationships and managing teams.



Escalation of the developmental standards can be defined as a synchronized event relating to active participation of the workforce, which may be achieved through a normal alignment of the organizational objectives to the workforce requirements. Achievement of an equilibrium relating to sustainability projects the need of a critical skill set with eloquent interpretative credentials disposed by the designated individual (managers). Increasing influence of globalization and integration of global consumer base has brought the requirement of cross-cultural trade and developing a suitable blend of stakeholder operations. The theme of the report lies in projecting an overview on the differential paradigms of international management concerning the contrastive styles as depicted in USA and Malaysia. As opined by Adler (2003), the integration of the desired abilities for an international manager along with a projection of the cultural roadblocks in deriving productive outcomes will be discussed in this report. The elimination of the irrelevant components can be related to the filtration techniques that have been adapted with an alignment to theories and modules of managerial implications in cultural domains.  

Cultural Backdrop

Organizational culture, structure and management process is immensely influenced by the culture in which the organization operates or aspires to operate. For an international company which is attempting to expand in a regional or a local market, understanding the specificity of the demographic and culture is essentially important in order to decide a particular managerial framework for the organization that caters the culture needs of the employees and the customers. The moot perspective of Cross cultural management is to adapt inclusive management method that is associated with the culture (Arditi, Nayak & Damci, 2017). The management method is adopted by the international enterprises in order to embrace the local culture and to cater the cultural needs that are associated with the market. 

Based on the cultural differences the organizational and the management system of the chosen countries that are U.S and Malaysia are different. The major reason of the difference lies in the cultural differences of the two countries. The market needs of U.S is different from that of Malaysia. However, there are also certain similarities which are not influenced by the specific cultural bias of the selected countries (Vaiman & Brewster, 2015). As it is evident from the Hofstede’s Cross-Cultural management theory the goals and objective of an international company that is expanding in U.S and Malaysia needs to different for both the countries. Apart from the vision and the mission of the company, it is important for the enterprise to develop several culture specific objectives that are practical for each scenario. The six aspects that are proposed by Hofstede are distinctively different for both the countries. Therefore, the management process and organizational structure and culture of the two subsequent countries demand specificity based on the difference the PDI and UAI of the two countries. 


Paradigms of Cross-Cultural Management       

Cross-cultural management as proposed by Hofstede have six paradigms that are individualism Vs. Collectivism, Power Index or PDI, Masculinity Vs. Femininity, Uncertainty Avoidance Index, Indulgence Vs. Restraint and long term orientation Vs Short term orientation. In both Malaysia and U.S.A, these dimensions vary largely due to the cultural differences (Meschi, 2011). It is important to compare both in order to identify appropriate management process and organizational structure that an international company can adopt. 

Individualism Vs Collectivism 

  • The organizations are mostly follows individualistic approach
  • Employees are self motivated 
  • Employees have equal rights in the organization 
  • The Individualism Vs Collectivism rate is 91

  • Competition among the ethnic groups are evident in the Malaysian   companies 
  • They promote collective effort
  • Organization culture is more influenced by the Western   organization culture of Britain 
  • The Individualism Vs Collectivism rate is 26

Power- Distance index

  • Well organized hierarchy that defines the delegation of the   employees clearly along with a particular authoritarian power is allotted to   them.
  • In USA the organizations have apex body approach
  • There are regulatory authority to monitor that organizational equity   is maintained which aligned with the strict legislation of the country   (Browaeys, 2012)
  • The PDI of USA is comparatively low. The power distance index of   USA is 40

  • Because of the ethnic diversification allocating a particular   amount of authoritative power does not have parity as compared to USA
  • Malaysian organizations have top down approach
  • The power is not equally distributed among the subordinates and   the authority rather the higher authority reflects bureaucratic features   
  • The PDA of Malaysia is 104 

Masculinity Vs Femininity

  • Masculinity dominates in their organizational approach
  • The organization is more focussed on the materialistic   achievement of priority
  • The index is 62

  • It is more feminine in nature 
  • It promotes cooperation among the employees
  • They are not focused on applying masculine parameters 
  • The index is 50

Uncertainty avoidance index

  • It has a strict regulatory system
  • The index is 46
  • The index denotes a medium uncertainty avoidance 

  • The uncertainty index is lower in this country
  • The rules and regulations are linear
  • The government is trying to bring the uncertainty avoidance   index to be on the higher side

Indulgence Vs Restraint

  • in USA there is more indulgence 
  • The organizations focus on keeping a balance between the   professional and the personal life of the employees 
  • Several organizations restricts working hours 

  • There is more restraint than indulgence in the organizations 
  • They are focussed more on the productivity therefore do not   promte work and personal life balance

Long term orientation Vs short term orientation 

  • The orientation index in the country is lower
  • The orientation index is 29
  • The organization constantly focuses on meeting the market needs 

  • They are more focussed on the long term orientation
  • The philosophy, past tradition and ideologies are considered by   the organizations and it is associated with the decision making process 

Comparison on Cultural implications in organizations 

An evaluation of the contrastive standards of managing business activities in USA and Malaysia can be justified through emphasize on their resource potential and capabilities of GDP contribution. The achievement of the sustainable standards of management along with a demonstration of the intercepts acquired in an effective disbursement of the managerial abilities has been reflected through a specific focus on the nominated coordinates of management. 

Individualism vs. Group orientation

The individualistic styles of international management can be defined as the expanded profiles that are used in USA. It can be justified through its resemblance to the developed standpoints defined through the axial coordination of resource development and viability of the functional skill set within the workforce (Tran & Tran, 2016). The demonstration of the contradictory statements of emphasize on group performance has been found in case of Malaysia. The collective goal of acquiring developed standards can be projected as a catalyst for enhancing active participation and depiction of the simultaneous credibility’s for a sustainable development of society. The elementary styles through an integration of the combined intercepts have been hindered by the individualistic attitude along with a saturation of the productivity outcomes. It can be indicated that the combination of a team’s effort with an active contribution for the same can be promoted as a catalyst in enhancing the effortless flow in the business operations (Putnik, Houkes, Jansen, Nijhuis & Kant, 2018). The nomination of the simultaneous credibility along with a justified calibration of the functional profiles of a workflow. 

Emphasize on the synchronized credibility of workforce along with a critical coordinates can be related to an escalation complimentary staunches of an autocratic individual. The nomination of the substantial profiles along with complimentary standpoints has been developed through a synchronized alteration of the charismatic capabilities. The promotion of the evaluative through a divergence of the functional procedures can be nominated as a strategic component resembling to the functional capabilities of the stakeholders. The viability of the resource components along with an overview on the complimentary standpoints has been elevated through a segmentation of coordinates and the effective contribution of the team. The integration of the respective capabilities of n effective team member along with a contrastive elimination of the subsequent standards can be promoted as an effective differentiation of the managerial styles implemented in USA and Malaysia. As suggested by Chhokar (2009), the contribution of the definite propagandas related to the quality of the deliverables in a productivity procedure can be utilized through a differential accessibility on the viability coordinates of market management. The complimentary coordinates and a simultaneous evaluation of the alternatives can be posed through a defined overview on the ethical standards of operation involved in either styles of management. The intercepts of a functional vertebrae can be denoted through a strategic accumulation of the viability coordinates along with a differentiation of the substantial propagandas adapted in the styles of operation. The nomination of the leadership styles along with an overview on the perceptions of strategic development can be elevated in course of a strategic interface. 


The communication analogue involved in the development of a defined protocol for business organization can be projected as a determinant of the strategic inclusion of the sustainability objectives. It can be indicated that the nomination of the projected credentials along with a simultaneous evaluation of the alternatives can be defined through a strategic operation and the procedure implemented in the achievement of sustainable goals for the organization. It projects a lucid interface on the managerial role, which lies in coordinating the operation activities along with a depiction of the simultaneous trends related to the virtual coordinates of a management procedure (Jiang, Flores, Leelawong & Manz, 2016). The implications of the managerial responsibilities in an international forum lies in specifically relating to the appreciated evaluative along with a justified escalation of the alternative profiles which can be aligned in the strategic alternatives related to a synchronized depiction of the operational strategies particularly to the employees. A resemblance in the communication styles of the nomination nations can be justified through a particular delegation of an individual for projecting the functional coordinates in a strategic performance. The evaluation of the complimentary standpoints through an active participation of the justified interface can be denoted through the perpetual styles of management. It can be indicated that the combination of the managerial credentials utilized in evaluation of the nominated profiles along with a perpetual integration of the complimentary components along with a demonstration of the viability relatives of the adapted procedure. 

The nomination of the propagandas concerning an active demonstration of the active participation coordinates can be treated through a diversified agenda concerning the adaptation of the nominated profiles. The capabilities of asserting a theme through a similar styles relating to adaptability of the audience has been appreciated in the evolution of the business communication strategies (Cascio, 2018). The development of synchronized profiles along with an elimination of the strategic credentials can be defined through an engagement of the complimentary coordinates and evaluation of the sustainable standards of operation. The viability of the operation profiles can be related to the employee performance capabilities, which can be aligned to the guidelines that are reflected to the communicational styles of a manger. A priority to the native managers can be demonstrated in the case of Malaysia, which may be justified through their linguistic capabilities and viability of semi skilled workforce in the country (Pugh, 2015). On the contrary, USA can be promoted for evaluating managerial delegations concerning the requirements of the nominated scenario.    

Decision Making Styles

In course of evolution of the decision making capabilities the adaptation of a periodic evaluation of the outcomes has been escalated and discussed. It can be indicated for the nominated case of USA, the conceptual styles of decision making has been appreciated which can be justified through an involvement of the highly skilled workforce in a major segment of business operation. An alternative attraction concerning a demonstration of the substantial credentials can be nominated through a strategic interface related to the functional coordinates of management. A precision on the elementary styles of operation along with the nomination of the credibility can be related to the adapted styles of decision making in USA (Fehrenbacher, Schneider & Weber, 2014). The capability of disposal along with an elimination of the substantial credentials can be promoted through an alternative credibility evaluation and a strategic implication of the functional standards. The combination of the correlatives utilized in the decision making styles can be combined through an assessment of the complimentary projections relating to escalated abilities of workforce and a simultaneous coordination of the business profiles along with a demonstration of the alternatives and strategic amendments to the functional coordinates. As opined by Redding (2002), the development of an overview along with a nomination of the eloquent credentials can be justified through a relative escalation of the contradictory coordinates and simultaneous viability of the decision making styles. 

On the contrary, in the nominated case of Malaysia the decision making styles can be defined as directive along with a subsequent elimination of the coordinates along with an overview on the nominated intercepts and a strategic coordination related to the viability of resources and projection of economic capabilities. The demonstration of the strategic styles with a simultaneous overview on the illusion can be defined through its relation to the strategic styles of management. 

The elimination of the irrelevant aspects related to the acquisition of a strategic interface can be elevated through diversified credentials of managerial abilities operating also an expatriate. The denotation of the abilities through a constructive determination of the credibility’s can be nominated through an overview on the diversified intends and contrastive elements in the strategic styles (Robertson, 2003). The elimination of the hindrances can be promoted as an effective alternative related to a rational penetration through the coordinates related to the axial coordination of a simultaneous profile. As suggested by Wubbels (2015), the nomination of the strategic alternatives along with a exceptional justification of the managerial credentials has been diversified through an alignment to the resource capabilities and viabilities of an effective communication in the production procedure. 

Autocratic vs. Delegated leadership

The term autocratic symbolizes an implication of an authoritative attitude along with a nomination of the subsequent credentials and demonstration of the implacable relating to the adaptability of a conceptual approach, which promotes a self-biasness. The viability of the autocratic styles lies in a single-handed control over the modular intercepts and the workforce which is bound to perform within a structured framework as directed by the superior in the organizational hierarchy (Rufín, Bélanger, Molina, Carter & Figueroa, 2018). The elimination of the intercepts with an acute resemblance to the strategic procedure can be combined through an elementary coordination of the adaptive strategy that are related to the functional credibility of an operational procedure. The combination of the elementary propositions along with a demonstration of subsequent overview on the characteristics of baseline operations for international manager can be promoted as a divergent of the behavioral traits. The elimination of a coordinated approach with an adaptive liability on the functional standpoints can be elevated through a strategic interface of a functional procedure (Bond, 1989). The liability of the operational procedure along with a strategic elimination of the irrelevant coordinates can be demonstrated through a demonstration of the functional profiles along with a combination of the acceptable elements. The diversification of a functional procedure and a relative overview on the complimentary standpoints can be defined through an attenuation of the conceptual profiles and simultaneous profiles of resource development. 

The resemblance of the autocratic leadership styles can be justified in the nominated case of USA and Malaysia through a conceptual diversification relating to the functional business standards of an organization. The coordination of the delegated leadership styles in USA has been found in the utility projections of the critical industrial operations that denotes an achievement of long-term goals. The coordinated intercepts of the viability standards can be promoted as a divergent of the functional standards along with a defined escalation of the operational objectives relating to a demonstration of the subsequent procedures involved in the operation techniques. The nomination of the coordinates of operation along with a critical overview on the relative standards can be defined through an adaptation of strategic interface that can be treated as a divergent of a functional procedure. The elimination of the strategic standpoints along with a diversified interjection of the credentials can be combined through a additional emphasize on the relative coordinates of business development.   

Superior-subordinate relationship

A hierarchical structure has been depicted in most of the utilized profiles in the business organizations. A contradictory standpoint has been defined as a reflection on active participation along with an evaluation of the strategic credentials developed through an ambiguous overview on the nominated accountabilities for an effortless operational system. The elimination of the substantial credibility along with an active participation of the functional states can be defined through an evaluation of the strategic procedures a diversification of the operational elements. The determination of the functional alternatives along with a divergence of the complimentary consideration can be denoted through a strategic evaluation of the functional elements and a diversification of the coordinated liabilities related to the denoted strategies of an effective leadership operation. The combination of the prevailing relationship can be projected as a magnitude of an effective communication protocol implemented in the adaptation of the sustainable strategies for management (Rao Vajjhala & David Strang, 2014). The elementary standards of management along with an indication to the projected elements of resource management can be escalated as a divergence of an operational procedure along with a critical interception on the adaptive role-play. 

The nomination of the strategic credentials along with an evaluation of the functional standards can be demonstrated through an evaluation of the viability implications and simultaneous interpretation of the utilized skill set. The nomination of the workforce capabilities along with a segmentation of the resources can be developed through a critical emphasize on the operational abilities along with a coordinated attitude of sustainability development. The combination of the alternative profiles along with a demonstration of the oblivious strategies can be promoted through an inclusion of the simultaneous profiles in the conceptual elements of resource identification and business modification. The elimination of the components can be nominated as a strategic procedure dispatched through the performance evaluation analogues as implemented in USA and Malaysia. 

Critical Analysis 

The nomination of the Hofstede’s cross-culture management theory has aided in the achievement of a precision on the virtual paradigms of cultural opportunity through a contrastive elimination of the credentials of management. The achievement of the simultaneous standards through an integration of the identified coordinates can be justified through a resemblance of the profiles elevated as the functional coordinates of an effective managerial performance. The divergence of the prevailing management analogues in USA and Malaysia can be aligned to the simultaneous projection related to growth capabilities and potential. The need of a structured framework along with an adaptation of the strategic framework can be promoted through an evaluation of the operational coordinates and their respective relationship to the sustainable standards of management (Ronen, 2006). Critical analysis of the functional coordinates can be treated as a diversified accumulation of the resource management strategies along with an overview on the functional systems and strategic denotations of a management profiles. The elimination of the contradictory standpoints along with a rationale distribution of the strategic alternatives can be combined through an active participation of the operational intercepts through a strategically amendment of the functional profiles. The combination of the coordinates can be synchronized evaluation can be related to an evaluation of the effective profiles and a coordinated demonstration of the organizational abilities. A combined overview on the management standards along with a diversification of the elementary coordinates can be nominated through an adaptation of the combined effort and a synchronized demonstration of the productivity procedure. The achievement of the sustainable standards along with an inclusion of the nominated paradigms of management can be denoted through a relative projection on the desired abilities of an international management concerning equilibrium in organization-stakeholder relationship. 


Management of organizations is highly influenced by the cultural aspects and variations of different countries. Therefore, for an international enterprise it is important to consider the dimensions before applying a particular framework in an organization that is operating in a country other than its parent country (Beugelsdijk Kostova & Roth, 2017). As per the proposed framework of Hofstede various cultural differences can be located in the organizations that are working in different countries. The organization culture of a developed country is different from that of a developing country. Therefore, the managerial framework that is appropriate for USA can be futile in Malaysian organizations. In order to operate in a particular culture it is important for the organizational culture and structure to compliment the demographic and cultural aspects of that country. Keeping in mind both, the similarities and dissimilarities it is significant for an international enterprise to select an appropriate framework that can facilitate the process of increasing organizational productivity.

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