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Faculty of Business and Law UWE Student Id:
18045075
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Award name: BBA
Module code: UMCDMW-15-1
Module name: Introduction to Business and Management
Module run: September 2018
Coursework title: Personal Development Portfolio summary essay
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Due Date: 13 Nov, 2018
Module leader: (In UWE): _Dr Paul Bennett and Dr Selen Kars
________________________________________________________
Module leader: (In TBC): Nistha Rajbhandari
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Submission date & time: Date: 11 DEC, 2018________________________ Time: 2 P.M
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STUDENT ID: 18045075

MODULE CODE: UMCDMW-15-1
COMPONENT A: MANAGEMENT CHALLENGES
Management is making things done by planning, organizing, leading and controlling the organization
under the supervision of the mangers. In the process of managing the organization managers face
innumerable challenges. Some of the management challenges encountered by the managers are sort listed
as diversity, managing internationally, ethics, managing individual different, managing skills, managing
technology. From the following challenges mentioned, this easy explains about the challenges of the
leaders in managing internationally and managing diversity and critical analysis on understanding the
management in self- decision making about a career, choices and future professional development and
solution to overcome the obstacles.
Managing diversity is the strategy of providing the employees the best practices to create a diverse and
providing employees with background, needs and skills. Diversity in an organization not only provides an
organization with the enhanced ability to identify opportunities but also provide organization with
competitive advantages like increase in profitability and prestige. Managers should have the skills to
communicate clearly, accept feedback, and treat people as individual for management diversity. Despite,
managing diversity is challenging to the managers because of the language issues, fairness, inclusion, and
etc. When some of the staff hail from various region of the world there is likely to be some difficulties in
communication. Also Dealing with diversity, manager should ensure each worker are treated equally
(Mooney 2014).
In managing diversity, I found myself as non-prejudice and non-discriminator. I identified myself as a
more emotional thinker considering the phycology of the employees that may be my weakness as well as
strength as a manager. I focus more on diversity and equality. In any organization with the radical view
being non discriminator and non-prejudice benefits me as it is more employee oriented because radical
view mostly consider the employees’ rights and the decision I make may affect the staffs and there will
be no discrimination among the religion, gender, nationality, rather be focused on their skills and
knowledge. But the decision made by the top management may be biased with employees and I may not
support their decision so being non prejudice and non-discriminator may lead to a problem causing a
negative relationship and conflict with the top management. Being non prejudice is not good because
making a decision without thinking may go in the wrong direction. Talking about my own experiences in
managing diversity, from the activity I have done in my class. Module leader had given certain situations
and according to the situation I had to distinguish what type of nature do I have in managing diversity.
For example, I had given a situation of being in a teacher selection panel in a primary school and one of
my candidate was gay. I made a decision to choose him as a teacher because his gender does not reflect
his capability and skills. So from the decision made I was more of non-prejudice and non-discriminator
because the decision was without considering gender, languages, culture, and religion and so on.
In the future, if I work as a manager, being non prejudice and non-discriminator will be my strength as
this may impact in the decisions I make in an organization. Hiring people focusing on skills as required in
the organization rather than their religion or nationality will improve the performance of the organization
as more skilled manpower are hired.
To overcome the challenges in managing diversity, managers should spot be able to spot the problem and
overcome them. Managers should treat staff as individuals without treating staff as representatives of their
culture or nation. Managers should communicate clearly so that every staff of different culture can
understand the policies made. When working in the diverse crew is a new experiences than mangers
should listen and accept the feedback (Sherman 2018).
 International management is conducting the business operation in more than one country with the
knowledge and skills above ordinary business. To manage an organization in the international level
managers should be good communicator and negotiator, have a oversea experiences, sensitivity to cultural
diversity, patiently impatience, deep self-awareness, humility and so on (Clawson 2014). Regardless
managers may front on to different challenges in managing the organization globally, like difficulties in
adopting the foreign culture, language difference in technical development.
In managing the organization globally, having a good communicating skill and being patience, having
collectivism and short term oriented culture is one of my strength. Besides, my weakness in international
management is finding hard to adopt the culture of other countries. About self-experience in an
international management, from the activity conducted in our regular class we had given a situation where
students were divided into 4 members in each group. In each group of two students were American and
two Sharahads. We were assigned to make deal with the Sharahads as we were American. We had a
business meeting between two countries. At the end we came to a conclusion not to make deal with
Sharahads as they could not meet our demand and also we didn’t fit into their culture. Sharahad were of
loud nature and aggressive. From the discussion I noticed they had a masculinity culture as they
emphasized in earnings and success rather than maintaining friendly environment and Culture
Corporation as we had femininity culture. Also our culture was low context, clear and explicit where
Sharahads were not explicit. And from the activity of self-assessment questionnaire, I fit into the short
term oriented, collectivism culture where I tend to focus on the overall group of people, also I place a
higher value on immediate rewards.
In future, being patient and a good communicator can help me in managing the organization globally
because having the knowledge of language and skills to interact or communicate with the foreign dealer is
one of the most important skills a managers should have. Also the collectivism and femininity cultural
nature helps me to make a good relationship with my fellow members and maintain a friendly
environment in the organization. Though my defect of adopting the foreign culture can give me the
disadvantage in the coming future.
Managers should have the strength to overcome the challenges they tackle when managing the
organization globally. Managers should prioritize communicating quickly, learning local languages and
transparently via different channels and methods to interact with different other people for improving the
communication skills. Training workshop and intercultural training should be provided to the mangers as
it helps to agree and share the best practices in integration of organizational cultures (Maclachlan 2017).

The Hofstede’s cultural framework has divided the culture into two different groups as masculinity and
femininity. Masculinity culture focus on the high work pressure, earnings, economic growth and
materialism whereas femininity culture emphasize on the friendly atmosphere, security, a cultural
corporation. This indicates that men are more onto the earning and responsibilities and have the tough
nature whereas women are soft and are suitable with low job stress. I would not agree to the statement of
the Hofstede’s cultural framework because it’s representing men as more powerful. In past years, men
were the head of the house with many responsibility but in the present context men and women are
holding equal responsibility and are as tough as man so categorizing masculinity emphasizing high stress
workplace and femininity as low job stress may not be favorable.
CONCLUSION.
Ultimately we can conclude that for successful organization, leaders should be able to face the
management challenges and come up with the best way to overcome the obstacles and lead the
organization. In the long term business, they faces numerous management challenges. From the above
evidence we can illustrate that leader come up with different challenges in managing diversity and
internationally.in general languages, adopting the culture, business attitude, political risk, combating
discrimination, understanding the value in difference can be seen as the major challenges in managing
diversity and internationally. In order to overcome the difficulties any organization should hire skilled
manpower making a right hiring decision and serving with the best training to the managers.
REFERENCE
Fraser Sherman. 2018. How to manage diversity in work place. [ONLINE] Available
at: https://smallbusiness.chron.com/manage-diversity-workplace-3038.html. [Accessed 11 December
2018].
James G. Clawson. 2014. 11 KEY CHARACTERISTICS OF A GLOBAL BUSINESS LEADER. [ONLINE]
Available at: https://ideas.darden.virginia.edu/2014/01/11-key-characteristics-of-a-global-business-
leader/. [Accessed 11 December 2018].
Lisa Mooney. 2014. Challenges of diversity management. [ONLINE] Available
at: https://yourbusiness.azcentral.com/challenges-diversity-management-11138.html. [Accessed 11
December 2018].
Matthew Maclachan. 2017. 5 TIPS TO OVERCOME CROSS-BORDER M&A FAILURE. [ONLINE]
Available at: https://www.communicaid.com/cross-cultural-training/blog/intercultural-challenges-
managing-international-mergers-acquisitions/. [Accessed 11 December 2018].