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cultural management theories for helping managers in Hospatility and touirism - page 1
Keywords: Analyse how cultural management theories for helping managers deals the challenges of global expansion within the Hospitality and Tourism industry.
By artclub on 28/08/2010
Level: Postgraduate Diploma
Page Number: 1 of 12 pages: 1 2 3 4 5 6 7 8 9 10 11 12
Analyse how cultural management theories for helping managers deals the
challenges of global expansion within the Hospitality and Tourism industry.
Preface
The hospitality and the tourism industries are inter-related. Neither industry is limited to
country boundaries. They are growing very rapidly. In a world which has become
globalized, international trade barriers are becoming less and funds can be more easily
obtained at present than in the past which boost the development of these industries
throughout the world. More and more multinational organisations have emerged in these
fields. These organisations are working in different countries in different cultural
environments. This cultural difference in different countries introduces to the managers
with the classical problem of cross cultural management which involves problems
regarding understanding, interacting and communicating with individuals from different
cultures (Ayoun and Moreo, 2008).
Organisations in hospitality and tourism industries, especially hotels, are being more
widely spread across the globe. As such, all managers have to think about culture. There
may be two types of manager in this scenario. One is a global manager, actually the best
person available for the job from any culture, who is responsible for coordinating business
in more than one country. The other one is an expatriate manager, a person from any
culture, who is assigned to control the business of one country and who thus becomes an
expert of that culture (Capellen and Leuven, 2006. p. 1-4). The global manager’s competency
and success depend more on his or her knowledge about cross cultural management and his
or her adaptability towards different cultures. Usually, global managers have to formulate
overall company strategy. This may be identical for all subsidiaries or it may differ
according to the country. In contrast, expatriate managers only have to develop a strategy
for the country in which s/he is working or to simply apply the company strategy which is
set by higher level of management. Managers from different cultures may view the
company’s prospects from different point of view and as a result different managers may
use different strategies to deal with estimated future conditions. To deal with these
differences therefore companies need to focus on a cultural management framework
(Ayoun and Moreo, 2008). Additionally, learning about cultural intelligence, which is also
a part of cultural management, will enable the managers to deal more effectively with
employees, customers and other different players in industries with diverse cultures.
In this paper management implication
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