DATA ANALYSIS & INTERPRETATION

Organization and teamwork

Regression

Variables Entered/Removedb

Model Variables Entered

Variables

Removed Method

1 VAR00001a . Enter

a. All requested variables entered.

b. Dependent Variable: VAR00002

Model Summary

Model R R Square Adjusted R Square

Std. Error of the

Estimate

1 .498a .248 .244 .49561

a. Predictors: (Constant), VAR00001

ANOVAb

Model Sum of Squares Df Mean Square F Sig.

1 Regression 14.438 1 14.438 58.781 .000a

Residual 43.721 178 .246

Total 58.159 179

a. Predictors: (Constant), VAR00001

b. Dependent Variable: VAR00002

Coefficientsa

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 1.019 .132 7.747 .000

VAR00001 .481 .063 .498 7.667 .000

a. Dependent Variable: VAR00002

Correlation between Organization and Teamwork is .498 which shows significant results.

Teamwork between the employees in an organization affects the working in an organization.

Hence, organization is dependent on teamwork spirit between the employees.

Organization and individual

Variables Entered/Removedb

Model

Variables

Entered

Variables

Removed Method

1 VAR00001a . Enter

a. All requested variables entered.

b. Dependent Variable: VAR00003

Model Summary

Model R R Square

Adjusted R

Square

Std. Error of the

Estimate

1 .586a .343 .340 .44037

a. Predictors: (Constant), VAR00001

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 18.055 1 18.055 93.103 .000a

Residual 34.520 178 .194

Total 52.575 179

a. Predictors: (Constant), VAR00001

b. Dependent Variable: VAR00003

Coefficientsa

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) .934 .117 7.988 .000

VAR00001 .538 .056 .586 9.649 .000

a. Dependent Variable: VAR00003

Correlation between organization and individual is .586 which shows significant result.

Organizational success depends on the individual’s abilities and skills and attributes.

FINDINGS

1. Team members are held accountable for the decisions they make.

Team members are held accountable for the decisions they make.

disagreemoderateagreestrongly agree

Co

un

t

80

60

40

20

0

2. Your department encourages teamwork.

Your department encourages teamwork.

moderateagreestrongly agree

Co

un

t

90

80

70

60

50

40

30

3. The alignment good between different departments needs to be coordinated.

The alignment good between different departments needs to be coordinated

strongly disagree

disagree

moderate

agree

strongly agree

Co

un

t

100

80

60

40

20

0

4. You are satisfied with the spirit of teamwork within your company.

You are satisfied with the spirit of teamwork within your company

strongly disagreedisagreemoderatestrongly agree

Co

un

t

120

100

80

60

40

20

0

5. Company policies and procedures make sense to you.

Company policies and procedures make sense to you

moderateagreestrongly agree

Co

un

t

100

80

60

40

20

6. Individual differences respected in your organization (e.g.,gender,race educational

background, etc.)

Individual differences respected in your organization

disagreemoderateagreestrongly agree

Co

un

t70

60

50

40

30

20

10

0

7. Is there any discrimination or harassment in the company.

.Is there any discrimination or harassment in the company.

disagreemoderateagreestrongly agree

Co

un

t

80

60

40

20

0

8. The company is flexible with respect to your family responsibilities?

The company is flexible with respect to your family responsibilities?

strongly disagree

disagree

moderate

agree

strongly agree

Co

un

t100

80

60

40

20

0

9. You receive enough opportunity to interact with other employees on a formal level.

You receive enough opportunity to interact with other employees on a for

strongly disagree

disagree

moderate

agree

strongly agree

Co

un

t

70

60

50

40

30

20

10

0

10. You feel secure about your jobs at this company.

You feel secure about your jobs at this company.

disagreemoderateagreestrongly agree

Co

un

t

100

80

60

40

20

0

11. You would recommend this company as a career to your friends.

You would recommend this company as a career to your friends

disagreemoderateagreestrongly agree

Co

un

t

100

80

60

40

20

0

12. Is there any better system prevailing in some other organization?

Is there any better system prevailing in some other organization

disagreemoderateagreestrongly agreeMissing

Co

un

t

80

70

60

50

40

30

20

10

0

The business objective of any company is to manufacture and market products that would sustain

and create value for the consumers, stockholders, employees, business partners, and the economy

of India over a long and significant period of time. In this regard, any company in India is

conscious of the fact that its success is the reflection of the professionalism, conduct and ethical

values of the entire management and employees of the company. The company aims to make

sure that the company’s operations and processes would be characterized with the highest

standards of ethical and responsible conduct. In addition to this, the significant and distinct

characteristic of a company can be observed through its Corporate Business Principles and

Management and Leadership Principles (2007). Based on Nestle’ India’s Business Principles, it

can be perceived that the business practices of the company, particularly in terms of their

respective decisions are characterized by the typical Asian traditions, beliefs, and practices.

Being typically Asian, Indian workers in the company work altogether and collectively. Indians,

like the rest of the other Asian nations tend to increase their interactions with one another, as

with any other Asians, collectivism and group participation is an important aspect of work

and interaction. On the other hand, being Western, the culture in UK and US may not be as

similar as the culture in India. This is because British and American employees, in general, are

individualistic, independent, frank, and very open-minded individuals. Unlike the Indian

employees, British and American employees may be somewhat more individual and more

independent, thus, require less interaction from coworkers and other colleagues. British and

American employees are performance-driven and goal-oriented, thus, chatting during working

hours are not their required form of interaction in the working environment.

             Another distinct data or characteristics that can be seen in a company are the differences

between employee’s languages, religions, cultural beliefs, economy, politics, and social status.

The major religion of India is Hindu, while majority of the British citizens are Christians. In

terms of cultural beliefs, Indian beliefs are rooted from their religion, Hindu, thus, their practices

and values as well. This is also similar with the British, whose beliefs and cultural practices stem

from Celtic and Christian beliefs. In terms of social, economic, and political status, India is

considered a developing country, given its population and way of life, while the United Kingdom

is regarded as one of the most powerful developed countries in the world. As such, in incidence

of cross-cultural communication, discrimination, conflict, misunderstanding, and cultural

ethnocentrism may exist.

              In the event that a British national works in the Indian branch manufacturing plant, and

vice versa, it can be assumed that problems and issues can be encountered, due to differences of

approaches, culture, and language involved. In this regard, it can be assumed that changes in

cross cultures may entirely affect business practices of an organization, even despite the

influence and guidance of its mother company. This is because the approach of each company is

customer-oriented, and based on the needs, preferences, and tastes of its consumers. In this

regard, the tastes, needs & wants significantly different in India & United Kingdom. In addition,

some products in the United Kingdom may not be present or available in India.

CONCLUSION

            Based on the findings, it can be perceived that cross-cultural communication in the

Companies is little challenging. A number of problems can be encountered in terms of cross-

cultural communication in the company. Primarily, challenges in terms of language barrier and

culture shock can be encountered. Language barrier and culture shock can be regarded as serious

problems in terms of cross-cultural communication, as both problems leads to other serious

complications in the organization, such as having no improvements in terms of team

development and organizational interaction. In this regard, teamwork gets threatened, thus,

affecting the tendency for the members of the organization to bond and coexist peacefully.

Another impact of cross-cultures in international business is diversity. It has been reported that

many are experiencing diversity but failing to really manage it. Managing diversity by

developing reasonable perspectives and plans on how to attract, retain, and fully utilize a new

and diverse workforce is the critical challenge faced by the organizational leaders. Indeed, there

is a dramatic difference between understanding the foundations and dynamics that drive such a

movement (such as workforce diversity) and engaging in the difficult activities that must be

promoted to respond to and deal with the effects of that movement. Working in a different

country for someone who is foreign is easier said than done. Although the managers undergo

international training in the company’s home country and are equipped with the skills needed to

manage a diverse and culturally diverse workforce, the real thing would still be slightly different

in reality. There are just some things that could not be learned in trainings and in books; these

things are learned only through experience.

            Another impact of cross-culture in an international business organization is the increased

incidence of discrimination, inequality and racial maltreatment. One possible issue related to this

is the unequal payment between men and women. Due to this, working families lose about

$4,000 annually, according to a research performed by an institute for women. In addition to this,

an average woman loses over $455,000 of her income over her lifetime, only because of this

wage gap. This issue on pay inequality really hurts the working families the most. According to a

survey by the AFL-CIO, 62 percent of the working women earn half or more than half of their

family’s income. Thus, due to the wage gap, the economic stability of their families, as well as

their children’s health, is now being threatened. Only if they were being paid equally will their

financial situation improved. Nevertheless, unequal pay does not just hurt women. It also pushes

the wages throughout the economy down, as women are becoming a bigger part of the workforce

nowadays. It is also a broad issue about the economic justice for working families and the basic

freedom from want or poverty. Therefore, this is a serious issue, which needs to be properly

addressed.

 However, despite the different negative impacts of cross-culture in international business

organizations, it can be perceived that several advantages can also be listed. Among the

advantages include:

Exposure to new languages, cultures, beliefs, and practices,

Acquisition of a new language, becoming more open-minded with the culture of other

individuals,

Becoming more understanding and patient, having more friends and teammates,

possible incidence for intermarriages, peaceful coexistence with one another, and

many others.

In this regard, it can be concluded that the performance of a particular branch of Nestle’ depends

on the type of culture it practices. As such, the type of language, interaction, practices, religious

beliefs, and value systems play a crucial role in the improvement of performance of the whole

organization. In addition, it can also be perceived that communication must be placed with high

and important regard, being one of the major means of interacting and relating with one another.

 Globalization of business has come to stay. It is essential for any manager to understand the

dynamics of cross-cultural issues and needs. Cross-cultural impact on an organization includes

such aspects as (a) individual behavior, (b) group dynamics, (c) leadership, (d) environment, (e)

technology and organization structure. Culture differences influence perception of people about

work, group harmony, discipline, and other aspects of life, Ample evidence points to how

cultural differences in values, beliefs, traits, and decision styles influence different management

practices. For instance, the individualistic performance appraisal, compensation and reward

practices characteristic of the U.S. human resource system are not the norm in more

collectiveness Asian cultures.

It is imperative that employees who are to be expatriated are well informed regarding the

challenges they might face in a foreign land. Coping with a foreign culture both organizational

and national needs well-planned preparation. A well structured cross-cultural training will help

the employees to prepare for coping with the changes in the working styles, beliefs and values

they are expected to face. A large degree of uncertainty which an employee might face while

moving to a foreign land and culture can be reduced through organizational support in terms of

training. The huge cost that an organization might face due to expatriate failure is of high

concern. Preparing the employees for a foreign assignment is mutually beneficial to the

organization and the employee. For the employees, a well delivered training can help in

managing with the new situations, while for the organization this helps in getting the best of the

employee in terms of work output through maintaining the employee morale and motivation.

With the growing influence of foreign markets and increasing growth prospects for multinational

business models, it is of high importance that companies prepare their employees to be fit for

global assignments.

RECOMMENDATIONS

            Given the many issues that can be encountered due to the presence of cross-cultures in an

international business organization, it can be suggested that certain solutions must be proposed

and implemented. Suggestions to improve the efficiency of operations of the company include

Giving additional seminars and trainings to the personnel

Creating safety measures, strengthening processes, learning new techniques

Keeping the working environment safe

Solving problems among employees, and

Finding useful means to counter financial problems.

To improve its employees, the company can provide trainings and seminars that would further

widen the knowledge of its employees, thus, giving them sufficient information useful for

improving the operations of the company. The personnel is the main function in business

operations and would be the ones achieving the company’s long-term goals. This also involves

solving their problems that would lessen dissension and conflicts. Safety measures should also be

taken to prevent worries on the part of the employees in performing business operations. Fear

hampers efficiency, thus, crippling and slowing their productivity. Strengthening the operations

process could also be helpful, to achieve lesser mistakes and minimize operational costs. Another

helpful recommendation is finding useful means to counter financial problems, such as building

good relationships with shareholders and suppliers, revolutionizing its supply chain management,

lessening costs, and guaranteeing the availability of products, which would contribute to the

improvement of the quality of service of its employees.

       Diversity management deals with the process of creating an organizational culture in which

workforce differences are understood and valued, and each individual has the opportunity to be

fully utilized. Although straightforward and seemingly simple, this definition signals some

powerful considerations and a necessary reorientation for many contemporary organizations.

Initially, managers must realize that diversity management does not compromise the

organization's focus on meeting its fundamental competitive goals. Customers must be served,

product quality must be ensured, and financial success must be achieved. However, because of

the range of needs associated with an increasingly heterogeneous workforce, the firm may have

to be quite creative and flexible in the policies and approaches it uses and the actions it tolerates

in meeting its competitive demands. Narrow bands of acceptable behavior may be expanded.

Limited, unnecessary zones of conformity may no longer be demanded or reinforced. In such a

case, differences are viewed not as obstacles to goal attainment, but as a mechanism that, when

properly energized, can enhance the organization's competitive presence. In short, diversity

management is concerned with establishing a new framework and approach, in which a new set

of core values governing the role of individual differences can be developed. This scenario may

demand a refocused or reoriented organizational culture. To be effective, this culture must enable

the full utilization of the talent that exists in the organization.

           Lastly, it can be suggested that different activities for cultural, individual, group and

team building must be proposed and implemented in all the branches for better

communication and interaction. In this regard, all employees of the company will have the

chance to get to know themselves and their colleagues better, in order to further improve and

develop their communication and teamwork skills in the organization. As such, this will

contribute to the overall improvement of the organization’s performance in the market.

BIBLIOGRAPHY

Aswathappa, K., Organisational Behaviour - Text and Cases, Himalaya

Publishing House, 1997.

Baron, Robert A., and Greenberg, Jerald. Behavior in organizations – 9th

edition.

Cross Cultural Psychology, Volume No.41, Page No.4, July 2010

Fredric M. Jablin, Linda Putnam (2000). The new handbook of organizational

communication: advances in theory. p.146.

Hatch, M. & Cunliffe, A., 2006

Joseph Trimmer and Tilly Warnock, Understanding Others: Cultural and Cross-

Cultural Studies and the Teaching of Literature Urbana, IL: National Council of

Teachers of English, 1992.

Lillian Margaret Simms, Sylvia Anderson Price, Naomi E. Ervin (1994). The

professional practice of nursing administration. p.121.

Michael I. Reed (1985). Redirections in organizational analysis. p.108.

Nelson, L.D., Quick, C.J., Organizational Behaviour-Foundations, Realities and

Challenge, South-Western College Publishing, Cincinnati, Ohio, 2000.

Pearson Education Inc., New Jersey: 2008. p.248

Wilson Harris, The Womb of Space (Westport: Greenwood, 1983): xviii.

Understanding Others: Cultural and Cross-Cultural Studies and the Teaching

of Literature by Joseph F. Trimmer and Tilly Warnock (Paperback - Nov 1992)

http://www.samsung.com/in

http://www.matrix.in/

http://www.ceasefire.in/

ANNEXURE

QUESTIONNAIRE

1. Team members are held accountable for the decisions they make.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

2. Your department encourages teamwork.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

3. The alignment good between different departments needs to be coordinated.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

4. You are satisfied with the spirit of teamwork within your company.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

5. Company policies and procedures make sense to you.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

6. Individual differences respected in your organization (e.g.,gender,race educational

background, etc.)

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

7. Is there any discrimination or harassment in the company.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

8. The company is flexible with respect to your family responsibilities?

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

9. You receive enough opportunity to interact with other employees on a formal level.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

10. You feel secure about your jobs at this company.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

11. You would recommend this company as a career to your friends.

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

12. Is there any better system prevailing in some other organization?

Strongly agree

Agree

Moderate

Disagree

Strongly disagree

1. Any suggestions

_____________________________________________________________