Intercultural management: definition
A growing number of companies, motivated by the need to conquer new markets or optimize their costs, are taking the plunge into internationalization. These companies are often faced with the challenge of managing people with philosophies of life and worldviews that are sometimes the antithesis of those adopted in the West.
Intercultural management is a cross-disciplinary field of HR management. It covers all actions aimed at facilitating communication, management and interaction between companies and their employees, as well as other players from different cultures. It takes into account all the differences induced by employees' cultures. This includes ways of thinking, knowledge, languages spoken and understood, behaviors, ways of seeing the world, ways of operating...
In addition to transferring a company's head office to another country, this method can be used in a number of other contexts , such as :
- employee mobility,
- the confrontation of professional "micro-cultures" following a merger or takeover,
- the creation of foreign subsidiaries,
- the multiplication of cross-border partnerships and bilateral agreements,
- offshoring...
Intercultural management can bring significant benefits. The company gains in responsiveness, enabling it to solve complex business problems more effectively. It enables employees to develop an open-mindedness and adaptability greater than that of monocultural teams.
The objectives and challenges of intercultural management
With its many objectives, intercultural management also faces certain challenges. This method of managing a company has many aims.
Reducing the risk of conflict
Operating in a multicultural environment without an appropriate management strategy can lead to misunderstandings, miscommunication and conflict. Intercultural management aims to considerably reduce these risks, thanks in part to actions based on consideration, respect and listening.
Successfully integrating foreign employees
Done correctly, the integration of new employees significantly improves retention rates, motivation and productivity. Thanks to intercultural management, the partnership, the team leader and the employees are already prepared for the arrival of a foreign employee. This enables them to better anticipate future working relationships.
Creating a climate of trust
Adopting an intercultural management approach means constantly listening to your teams, their questions and their needs. It also means maintaining a positive and respectful attitude towards your employees. This recognition and consideration will establish, over the long term, a genuine relationship of trust with your employees, foreign or otherwise.
The challenges of intercultural management
One of the many challenges facing this management method is cultural awareness. This involves knowing and understanding the different cultures present within the company. It also fosters an inclusive environment that recognizes and values cultural differences.
Intercultural management must also deal with prejudices and stereotypes within the company. These elements can create conflicts that would not have existed if the company had not encouraged this openness. The company can deal effectively with these different issues by establishing a genuine corporate culture that is open to the world.
Here are a few intercultural management strategies to help organizations achieve their international objectives.
Highlighting cultural differences
Today, the concept of " culture blindness " is very much in vogue in the corporate world. This concept, which consists in ignoring differences between employees, is the subject of much debate. Should we adapt our management style or behave in the same way with all employees?
Numerous renowned studies, including those by Thomas Inkson and Early Peterson, have shown that cultural diversity is even more important to the success of different projects than monocultural teams. Valuing differences provides an ideal framework for foreign employees and new talent to be exploited efficiently and effectively.
Fostering social ties within the team
Collaboration between the different members of your multicultural team is essential if you are to achieve your international objectives. Behavior, knowledge and language should not be barriers to teamwork. Establish common goals to help your employees bond.
Think about organizing events between team members to create links. For example, this could involve :
- team buildings,
- escape games,
- company parties,
- group activities (sports sessions)...
Whatever strategy you adopt, make sure you do it in a respectful, friendly and good-humored way.
Adapting to the culture of your host country
Managing cultural diversity and developing social ties within your teams is essential for international business. Your company also needs to adapt its approach to business practices and cultural differences in the countries where it operates. Adaptability is a key skill in intercultural management.
It can include adjustments to sales methods, marketing strategies, business practices and human resources policies. Companies that succeed on the international stage are often those that have the skills, but also the ability, to adapt quickly and effectively to local cultures.
How is intercultural management evolving?
The future of intercultural management lies in the training of managers, who must integrate this value into their teams. This will be followed by employee training, which will be essential to fostering a clear understanding of the company's cultural challenges.
This training will also improve your team's communication skills. The more effective communication is within a company, the more likely it is to maximize its performance, develop its attractiveness and enhance its employer brand.
Intercultural management can thus provide a definite competitive advantage, provided it is implemented consistently by the company. When mastered and applied properly, this management method can be a differentiating factor, and an argument for attracting and making the most of international talent.
Written by our expert Editorial staff
January 19, 2024
