Concept of Crossvergence
The various forms of interactions between the West and the East are of importance. Currently, China is at the pinnacle of the global economic stage and ardent knowledge of that region proves to be of importance to managers. Although old cultural studies have made hypothetical contributions they do not qualify to give a precise recent ranking of competent cultural stance. The concept of crossvergence plays an important role in the depiction of cultural evolution and heightened socio-economic connections (Advances in International Management, 159).
Alternatively, the term culture can be coined as the act of an individual partaking in the same set of norms and customs as other people. Concurrently, other scholars believe that culture is an individual’s reaction to the social background. Although the term culture has varying definitions; all the definitions share a number of analogous rudiments (Mead & Richard, 254). The first element is that they all possess the characteristic of being man-made which is then transferred from one individual to the next by means of communication. Due to the aforementioned facts, culture is perceived to be interminable since it is passed from one generation to the next. Finally, the definition portrays a picture of gratification for the society (Vance et al, 40).
It is worth noting that convergence falls within the confines of cultural evolution since it is a result of the heightened exchange of cross-cultural philosophies. The process of convergence has been rapid since the adoption of improved communication and technology. Most certainly a nation’s spot on the cultural magnitude is heavily impacted by the system of economic progress and education. However, the nation’s spot (cultural) on the globe is not permanent (Brislin & Richard, 50). It may be affected by non-uniform educational and economic growth.
Even though peripheral aspects such as education impacts a country’s cultural position, its historical culture is so deeply rooted that it cannot affect it in the short term. However, a nation’s change in culture may not necessarily be exhibited through an actual shift in conjoint status. With regard to a country’s longitudinal mark on cultural aspects, one would note a mammoth transformation on cultural aspects but not necessarily a paradigm shift in its ranking (Harding et al, 49).
The study conducted under the journal reveals a number of conclusions with regard to an organization’s management structure. The first conclusion is that cultural limits are indeed not static as they are perceived to be. It is important to note that with regard to commercial undertakings which require an organization’s bid to improve on competition a cultural change has to take place (Binder & Jean, 870. Under such circumstances, the cultural dimension is considered to be dynamic. The concept of crossvergence has been sufficiently illustrated through the longitudinal methodology (McFarlin et al, 169).
Furthermore, the management structure may have an added advantage if it has extensive knowledge of the cultural miscellany exhibited by the nations. The management examination under this journal directed their focus towards Eastern nations such as Taiwan and Hong Kong. The research revealed that the two Eastern nations had quite significant distinctions. Alternatively, Hong Kong had more similarities to the United States than Taiwan. The theory of crossvergence plays an important role in the above parallels between the US and Taiwan. Greater China should always be considered when carrying out management research on crossvergence. In nations where there are diverse cultures, crossvergence research should be carried out as recommended by Kelley et al (2004). The structure of political systems and political system influences should always be considered in crossvergence.
Advances in International Management. Amsterdam: JAI, 2002. Print.
Binder, Jean. Global Project Management: Communication, Collaboration and Management Across Borders. Aldershot: Gower, 2007. Print.
Brislin, Richard W. Understanding Culture’s Influence on Behavior. Fort Worth [u.a.: Harcourt College Publ, 2000. Print.
Harzing, Anne-Wil, and Ashly Pinnington. International Human Resource Management. London: SAGE, 2010. Print.
McFarlin, Dean B, and Paul D. Sweeney. International Management: Strategic Opportunities and Cultural Challenges. New York: Routledge, 2011. Print.
Mead, Richard. International Management: Cross-cultural Dimensions. Malden, MA [u.a.: Blackwell, 2005. Print.
Vance, Charles, and Yongsun Paik. Managing a Global Workforce: Challenges and Opportunities in International Human Resource Management. Armonk, N.Y: M.E. Sharpe, 2011. Print.
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