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Introduction

Globalization has significantly influenced industries, economies, and cultures worldwide, driving international business expansion and integration. This project assignment explores the impact of global firms on the culture and tradition of UK organizations, examining cross-cultural challenges and adaptive strategies. For students navigating complex topics like this, assignment writing help can provide expert guidance and structured support, ensuring thorough research, coherent analysis, and high-quality presentation. Utilizing such services enables learners to effectively address research objectives, critically evaluate sources, and develop insightful conclusions within academic standards. This reflects the importance of balancing global business opportunities while respecting local cultural identities and organizational practices.

Background

Globalization refers to the integration of global industries, economies, market, policies and culture of the diverse countries (Akpa, Asikhia and Nneji, 2021). Globalization has resulted into reduction in the trade barriers which allow businesses to explore new market and thereby attracts the large number of consumers. International trade allow countries to involve in global economy and also provides opportunity for FDI. Establishment of international business drives innovation, promotes competitive edge and also contributes in the overall economic growth of the country. International business helps in overcoming the issue of lack of resources and supports in offering the numerous types of product and services within the country. It is very crucial for each country to promote the establishment of international businesses as it helps in enhancing the job opportunity, transferring managerial and technology skills, effective utilization of resources and raising living standard. Culture of the country reflects identity, belief, historical experience and practice of society within the country. Culture and tradition are indispensable part of the country which aids in preserving and connecting with the values, beliefs and history. The current research project is based on scrutinizing the influence of international companies on the culture and tradition of UK’s company. 

BMM3103 Project Assignment Sample

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Emma Johnson 5 Years | PhD

Rationale 

Present study depicts on the impact on UK’s culture and tradition due to establishment of international businesses within the country. It has been identified that there is an increasing number of MNC’s in UK which aids in enhancing overall economic position of the country. However, due to globalisation people are able to explore the culture and tradition of other countries due to which significant shift in the UK’s organizational culture has been found. Further, due to high emphasis over international culture, local culture has seemed to be lost (Spicer, 2020). Therefore, it is pivotal to study the influence of international businesses on local tradition and culture of UK. For effectively understanding consequences of global companies on UK’s tradition, thematic analysis will be used.

Aims and objective

Aims:

The aim behind initiating current study is to determine influence of international business on UK’s culture and tradition.

Objectives

• To study concept of UK’s organizational culture and theoretical underpinning.
• To analysis impact of international business on the organizational culture of UK.
• To identify challenges faced by MNCs due to culture difference within UK.
• To suggest competent strategies for managing culture differences and effective expansion of international businesses into UK.

Research question

Q1. What is meaning of organizational culture and its related theories and model?

Q2. What is the impact of MNCs on organizational tradition and culture within UK?

Q3. What are major culture challenges faced by international businesses while entering into UK market?

Literature review

Understanding UK’s Local culture and tradition

According to view point of Paais and Pattiruhu (2020) Organizational culture refers to grouping of beliefs, values and attitudes that guides behaviour of employees in a business organization. This reflects how customer, employees, vendors and stakeholders experiences regarding the organization. There are four major types of organizational culture which includes hierarchy, market, clan and adhocracy culture. For example: UK’s work culture is often emphasis on three crucial aspects that includes strong work ethics, punctuality and politeness. Moreover, UK’s organization follows top to down decision making hierarchy and but also provide an open scope for suggestion and ideas.

Paais and Pattiruhu (2020) Stated that Schein’s three level models should be used for analysing the organizational culture effectively. This theory includes three interrelated level that is Artefacts, Espoused values and fundamental assumptions which aids in identifying the culture of particular company (Schein’s culture theory, 2024). Artifacts include all the visible aspect of the corporate culture such as rituals, dress code and organizational structure. For example: organizations in UK are highly concerned over their present ability and dress code. Accordingly, males are required to wear formal suits, shirt, trousers and shoes. On the other side, women need to wear shirts, high heels, dresses, trouser and formal blouses. In support of author Khan et al, (2020) explicated that Espoused values includes mission statement of firm which depicts all the principles will be followed by company. Lastly, basis assumption includes unconscious values and beliefs that guide behaviour of employees. For example: Organization in UK focused on maintaining democracy, Tolerance, respect, liberty and rule of law. Firm focused on creating inclusive environment and emphasis on well being and safety of employees.

On the other hand Bagga, Gera and Haque (2023) explicated that Denison’s model should be used for effectively understanding corporate culture. There are four crucial aspect which should be valued that is mission, consistency, customization and participation (Denison’s organizational culture, 2024). Mission statement supports in defining purpose of the organization and the aim of their work. Further, Al-Swidi, Gelaidan and Saleh (2021) claimed that consistency reflects daily activities which are aligned with the values and principles. Participating dimension helps in identifying the employees’ freedom to be involved in the decision making process and lastly customization includes firm’s ability to adapt the changes. For example: organizations in UK have showcased the culture of adaptability which helps in introducing the latest technology within the firm prominently (Organization culture of UK. 2023). UK comes in categories of highly developed countries which enables organizations to drive innovation.

Impact of Global firm on culture and tradition of UK

Based on the view point of Sabuhari et al, (2020), it has been depicted that the introduction of international firm creates huge impact on the overall culture and tradition of the local firm. Many organizations have started observing the culture of international firm and involved in critically evaluating their culture so that necessary could be introduced accordingly. This strategy supports firm in understanding the lacking point based on which company could introduce changes in the cultural aspects which leads improvement in the overall cultural of the company.

On the other hand, Asbar et al, (2020) stated that companies are losing their local values & culture and focusing on adapting MNC’s cultural aspects with the motive of managing the overall competitiveness. For example: International firms are having effective culture which helps in managing the firm’s overall reputation and stability within the industry. However, many local firms have introduced such culture to attract employees which helps in maintaining the overall stability. This strategies has resulted into ignoring the local culture which diminishes society connection with its past. Further Lee and Jang (2020) local business has started adopting international culture while neglecting the values and ethics of local employees which develops the feeling of dissatisfaction among the existing workers. Firm’s holiday policies are also based on other’s festivals and couture which result into reduction in the satisfaction of local employees.

Various cross culture challenges face by International firm

According to the view point of Canning et al, (2020) it has been articulated that there are large number of challenges that faced by the companies to enter into the new organizational settings. Culture difference is one of the most common issues which create obstacle in entering into new market effectively. There is a difference in the beliefs, values, customs, religious and people’s perception of the diverse countries that create obstacle for the firm in managing such changes. For example: working time in UK is 9.00 am to 5.00 in which one hour is allotted for lunch. However, companies in Spain follows differential time period that includes 9:00 to 1:30 and 4:30 to 8:00 pm. Employees are provide with 3 hour lunch and rest time as to enhance their efficiency

Santi (2020) stated that language barrier is another critical issue which creates issue in adequate entering into new market. There is a differential meaning of particular word in different language which may create situation of misunderstanding and conflict in the organization. For example; Mercedes-Benz has used the word Bensi which is Mandarin Chinese name which sound similar to Benz. However, Bensi refers to rush of death which creates negative impact on the customer’s perception. Tsai et al, (2024) confessed that there is a huge difference in the communication style of the diverse country which creates issue in effectively conveying message to one another. There is a difference in the meaning of symbol and sign of different countries which create obstacle in understanding as well as carrying out the communication process effectively. For example: In UK, people have tendency to understate their sentences and usually say opposite of what they actually means. In this regard, if Britishers says that “it was an interesting idea” then probably they don’t like idea which creates confusion among the listener. Due to this communication pattern, it is very difficult for the Australian firm to enter in UK as they have tendency to give straightforward reply.

Research Methodology

Data collection

Data collection implies to the maturing and gathering information in a systematic manner hitch help in identifying answer of research question, evaluating outcome and support in testing hypothesis. There are two prominent method of collecting data that includes primary and secondary data collection. Primary data includes gathering information directly from used which aids in understanding individual experiences (Tam and Milfont, 2020). This method aids in gaining the objective specific information which helps in identifying the most optimum and accurate data related to the topic. Primary data collection method includes observation, survey, interview and experiments that aids in gaining the better insight of issue. Secondary data collection includes gaining already available information which was collected by someone else for the differential objective. This method requires comparatively fewer amounts of financial & physical resources and helps in understanding the perception of diverse authors as well as experts. Moreover, it assists in collecting data quickly which provides research within efficient time to focus on analysis and forming adequate conclusion.

Method of collecting secondary data

For determining the impact exerted by the global firms on the culture and tradition of UK’s population secondary data collection method has been used by researcher. This method aids in exploring and uncovering the diverse view point and pivotal information which could not be identified in the primary method (Nduji, 2020). Further, this method assists in gaining wider information with the fewer money, resources, time and energy leading to gaining insight of research issue. For collecting all the relevant information, Goggle scholar has been used which provide access to large number of articles, journals and books. Moreover, University has been used which provide access to valuable information. Further, various government articles, textbooks online sources, commercial data bases and websites have been analysed for better insight of the research issue.

Findings

Culture and tradition of UK’s people

On the basis of secondary study, it has identified that UK’s culture is based on strong work ethics politeness and punctuality. Firm in UK have strict regulation regarding working hours timing and includes high politeness in their communication. Work etiquettes in UK are concentrated over on some basic values such as addressing each other with Sir/ Ma’am and follow written email for conveying with each other (Charoensukmongkol, 2020). Moreover, it has been identified that Schein’s three level of culture model should be used for effectively determining the culture of business entity. Company in UK follows a decent and formal dress code and company’s emphasis over promoting inclusivity at their workplace (Organization culture of UK, 2023). Additionally, Denison’s organizational culture is the most optimum model for analysing the culture of organization. Effective adaptability has been showcased in UK’s firm as organization constantly focuses on introducing new technology and changes while managing the employees’ satisfaction.

Impact of local tradition and culture due to international firms

By doing analysis of secondary data, it has been identified that international firm are focusing more on creating awareness regarding the various changes which should be introduced with the aim of managing employees’ satisfaction. Managers are involved in identifying the culture of different organization which guides them in making necessary changes so that overall firm’s culture could be enhanced (Rezaei, Jafari-Sadeghi and Bresciani, 2020). However, it has been determined that local companies are losing their own culture and tradition which leads to reduction in the social cohesion and creates dissatisfaction among employees. With the motive to maintain competitiveness, company has adapted other’s culture which in turn creates dissatisfaction among the existing workers and places adverse impact on the overall culture.

Cross culture challenges encountered by Global firm

 It has been determined that there is a huge difference in the business etiquette, expectation and values of the diverse countries which also create issue in managing the global presence. There is a huge difference between the values, purchasing style and mindset of people across the globe which needs to understand effectively while entering into the new country (Imran et al, 2020). Tesco is the leading supermarket chain of UK but it fails in china due to incapability in aligning with the values and culture of the country. Tesco follows the strict working hour schedule in which employees are not provided with any resting time except on lunch (Tesco’s failure in china, 2023). However, In China employee’s required napping time as they believe that midday snooze is having rejuvenating power. Due to this difference there was high disaffection among employees and firm was not able to maintain stability. Moreover, it has been identified that cross cultural communication is another serious issue which creates issue in entering into the new market. Employee generally gets confused due to the diverse interpretation of similar symbol which directly impacts the overall organizational culture (Aririguzoh, 2022). Further, it has been determined that language barrier is another issue in effectively communicating with team which results into conflicts and meanwhile impacts the overall organization culture.

Recommendations

Following are the various strategies that should be used for overcoming cross cultural issue and effectively entering into new market:

• For effectively entering into new country, organization should remould its communication strategies which help in reducing confusion and aids in effective collaboration. 
• International businesses should emphasis over effectively evaluating local culture and tradition of country before establishing firm (Setti, Sommovigo and Argentero, 2022). This will help in formulating effective policies so that cross culture issue could be effectively addressed.
• Further, decentralization is another crucial method by which cross culture differences could be resolved (Lee, Lee and Gomez, 2021). International firm should hire local manager which help organization in effectively understating culture, tradition and values of local areas based on which accurate polices could be formulated.

While conducting the study, lack of time and money are major issue impacting on overall efficiency of the study. To overcome the issue, secondary study has been conducted which aids in gaining the diverse information with fewer resources.

Conclusion

By summing up the report, it has been identified that globalization had resulted into the establishment of international businesses within the country. This has also created various negative and positive impacts on UK’s organizational culture of UK. For understanding all such issue secondary study has been initiated which aids in gaining in-depth information regarding the topic. Besides this, it has been articulated that organizations in UK are very strict towards timing, dress code and work ethics. It can be inferred from the evaluation that international businesses highly influence the company to reform their culture which leads to losing local culture. It has been determined from the evaluation that local companies have started adapting international culture due to which employee are not able to effective promotes their values and ethics at workplace. Moreover, it has identified that language barriers, cultural difference, diverse communication strategies are major issue in effectively establishing new businesses in country.

Part 2:Reflection

Initial expectation

In the course of demonstrating my experience, while completing the research project, Gibbs reflective model will be utilized. This model includes six effective stages which guides individual in efficiently describing incident and sharing feeling (Gibbs reflective model, 2023). This project helps in determining various impact of Global firm on the customs and traditions of UK. Current project also helps in enhancing my researching skills and aids in exploring wider information related to the current topic. This process will also help in my future growth and success as it aids in enhancing knowledge related to the process of conducting research and aids in mitigating the error. Moreover, this project assists in enhancing my problem solving and critical thinking skills which ensures the long term growth.

Challenges

The major challenge faced while conducting research is inefficiency in determining the accuracy and reliability of available information. There are numerous amounts of books and journal related to topic but I faced issue in identifying the most valid and specific databases. With the help of critical analysis skills, I was involved in identifying the original purpose and market situation at the time of past studies which helps in understanding relevancy of articles. Moreover, lack of effective time duration was another significant issue which creates obstacle in timely completion of the assignment. There were large numbers of activities which I require to complete in the limited time that creates issue in managing efficiency throughout the study. To overcome the issue, I was involved in drafting adequate time management plan which focuses on allocating sufficient time to each activity so that research could be completed within time frame and while maintaining the overall efficiency.

Learning and achievement

While completing the project, I have developed my time management, critical thinking, and problem solving and analysis skills which in turn facilitates in professional development and growth. Moreover, this project also help in enhancing my knowledge regarding challenges faced by international firm in managing cultural differences and its various impact on country’s culture and tradition. This study also helps me in understandings the significance of in-depth analysing various available articles and books so that most accurate and reliable information could be gained (Levand, Moreno and Sitron, 2024). Further, problem solving skills helps in identifying the most optimum solution for all the issue which helps in efficiently completing project. Additionally, with the help of analysing skills I will be able to securitize crucial information effectively from raw data which contribute towards taking informed decision in the future. All the concerned skills will prominently contribute in my academic growth as I will able to maintain a time balance and coordination between extra curriculums activities & education which leads overall growth and development.

Adaptation and improvement

While conducting research, I have also emphasis over effectively undertaking tutor’s feedback which guides and support in mitigating errors and mistakes. Further, I have developed and enhanced my data collection skill by which all the relevant and crucial information have been gathered. Moreover, this project also helps in enhancing my interpretation skill which aids in gaining accurate information from the large number of datasets. This skill together supports me in adequately carrying out research in the upcoming time. 

References

Books and Journals

• Akpa, V.O., Asikhia, O.U. and Nneji, N.E., 2021. Organizational culture and organizational performance: A review of literature. International Journal of Advances in Engineering and Management, 3(1), pp.361-372.
• Al-Swidi, A. K., Gelaidan, H. M., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership and organizational culture on employees’ green behaviour and organisational environmental performance. Journal of cleaner production, 316, 128112.
• Ameen, N., Tarhini, A., Shah, M. H., Madichie, N., Paul, J., & Choudrie, J. (2021). Keeping customers' data secure: A cross-cultural study of cybersecurity compliance among the Gen-Mobile workforce. Computers in Human Behavior, 114, 106531.
• Aririguzoh, S. (2022). Communication competencies, culture and SDGs: effective processes to cross-cultural communication. Humanities and Social Sciences Communications, 9(1), 1-11.
• Asbari, M., Purwanto, A., Ong, F., Mustikasiwi, A., Maesaroh, S., Mustofa, M., ... & Andriyani, Y. (2020). Impact of hard skills, soft skills and organizational culture: lecturer innovation competencies as mediating. EduPsyCouns: Journal of Education, Psychology and Counseling, 2(1), 142-155.
• Azeem, M., Ahmed, M., Haider, S., & Sajjad, M. (2021). Expanding competitive advantage through organizational culture, knowledge sharing and organizational innovation. Technology in Society, 66, 101635.
• Bagga, S. K., Gera, S., & Haque, S. N. (2023). The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), 120-131.
• Canning, E. A., Murphy, M. C., Emerson, K. T., Chatman, J. A., Dweck, C. S., & Kray, L. J. (2020). Cultures of genius at work: Organizational mindsets predict cultural norms, trust, and commitment. Personality and Social Psychology Bulletin, 46(4), 626-642.
• Charoensukmongkol, P. (2020). The efficacy of cultural intelligence for adaptive selling behaviors in cross-cultural selling: The moderating effect of trait mindfulness. Journal of Global Marketing, 33(3), 141-157.
• Imran, A. S., Daudpota, S. M., Kastrati, Z., & Batra, R. (2020). Cross-cultural polarity and emotion detection using sentiment analysis and deep learning on COVID-19 related tweets. Ieee Access, 8, 181074-181090.
• Khan, M. A., Ismail, F. B., Hussain, A., & Alghazali, B. (2020). The interplay of leadership styles, innovative work behavior, organizational culture, and organizational citizenship behavior. Sage Open, 10(1), 2158244019898264.
• Lee, C. C., Lee, V. V., & Gomez, I. (2021). Counseling children and adolescents: A cross-cultural perspective. Child and Adolescent Counseling: An Integrated Approach, 79.
• Lee, E., & Jang, I. (2020). Nurses’ fatigue, job stress, organizational culture, and turnover intention: A culture–work–health model. Western journal of nursing research, 42(2), 108-116.
• Levand, M. A., Moreno, L. O., & Sitron, J. (2024). Cross-cultural code-switching for sexuality professionals. Journal of Language and Sexuality, 13(1), 76-97.
• Nduji, R. (2020). EFFECT OF CROSS-CULTURAL MANAGEMENT DIMENSIONS ON PERFORMANCE OF MANUFACTURING FIRMS IN THE SOUTH-EAST, NIGERIA: A STUDY OF EMENITE MANUFACTURING COMPANY LTD. IGWEBUIKE: African Journal of Arts and Humanities, 6(6).
• Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The journal of asian finance, economics and business, 7(8), 577-588.
• Rezaei, M., Jafari-Sadeghi, V., & Bresciani, S. (2020). What drives the process of knowledge management in a cross-cultural setting: The impact of social capital. European Business Review, 32(3), 485-511.
• Sabuhari, R., Sudiro, A., Irawanto, D., & Rahayu, M. (2020). The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10(8), 1775-1786.
• Santi, D. E. (2020, August). Cross-Cultural Conflict in A Multinational Company (Case of Japanese Company in Indonesia). In 2nd Jogjakarta Communication Conference (JCC 2020) (pp. 77-79). Atlantis Press.
• Setti, I., Sommovigo, V., & Argentero, P. (2022). Enhancing expatriates’ assignments success: the relationships between cultural intelligence, cross-cultural adaptation and performance. Current Psychology, 41(7), 4291-4311.
• Spicer, A. (2020). Organizational culture and COVID-19. Journal of management studies, 57(8), 1737-1740.
• Tam, K. P., & Milfont, T. L. (2020). Towards cross-cultural environmental psychology: A state-of-the-art review and recommendations. Journal of Environmental Psychology, 71, 101474.
• Tsai, T. I., Luck, L., Jefferies, D., & Wilkes, L. (2024). Challenges in adapting a survey: ensuring cross-cultural equivalence. Nurse researcher, 32(2).

Online

• Denison’s organizational culture. 2024. Online. Available through: < http://denisonconsulting.com/wp-content/uploads/2019/08/introduction-to-the-denison-model.pdf >
• Gibbs reflective model. 2023. Online. Available through: < https://reflection.ed.ac.uk/reflectors-toolkit/reflecting-on-experience/gibbs-reflective-cycle>
• Organization culture of UK. 2023. Online. Available through: < https://stribehq.com/resources/company-culture-statistics-uk/#:~:text=Diversity%20and%20inclusion,them%20when%20searching%20for%20jobs.>
• Schein’s culture theory. 2024. Online. Available through: < https://thinkinsights.net/consulting/schein-organizational-culture/>
• Tesco’s failure in china. 2023. Online. Available through: < https://bcpublication.org/index.php/BM/article/download/3823/3730/3699#:~:text=The%20fact%20that%20Tesco%20does,not%20fit%20the%20Chinese%20market>