Intercultural management is the field of science that most generally deals with the study of the relationship between management and culture. We can call them a process that seeks to build a unified organizational culture. It is used in organizations where there are people from different ethnic groups with other roots but living in the same society.
It is also necessary to analyze the behavior of the community before entering the new market in order to avoid rejection due to cultural tolerance. For a long time, managers have been wondering how to combine the customs and habits prevailing in many regions and choose the right management strategies for them. An international manager should, as the needs arise, consult problems that relate to cultural differences. Currently, many international corporations operate on the market, which have a problem with that.
Intercultural management is often made up of negotiations and international contacts. They help to understand the cultural differences that appear in interpersonal communication. It is also worth establishing new acquaintances, because you can always learn something that is not as widely used as in our cultural circles. Not only can we take an example from other traditions or customs but, of course, they can also serve as a warning or what should not be used.
Considering gaining experience and valuable knowledge, we can treat intercultural management as an educational sphere. All changes that occur in organizations due to adaptation to other cultures are designed to increase efficiency in the functioning of the company. The task of intercultural management is also to find new countries due to foreign investors.
According to Bartlett and Ghoshal, there are two models of intercultural management:
- a global model in which the most important is the presence of as many places as possible. We try to adapt to any news appearing on the market
- about decreasing patterns, where we try to make the most popular products not take into account local adjustments
Each manager and not only depends on the company in which he works could operate on an international scale. The following principles of intercultural management should be taken into account:
- all management patterns should be based on already tested standards
- Unified beliefs and values are the strength that leads to the unification of corporations
- one of the key success factors in an organization is having a diverse pool of talents that we can not replace through any knowledge building systems
- Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human resource development quarterly, 15(3), 279-301.
- Ghoshal, S., & Bartlett, C. A. (1990). The multinational corporation as an interorganizational network. Academy of management review, 15(4), 603-626.