Cross-Cultural Human Resource Management in Sri Lanka: With A Case Study

Abstract

Sri Lanka, with its expanding economic links and worldwide trade exchanges, attracts multinational corporations looking for investment opportunities. However, managing human resources across cultures poses major obstacles. This article examines cross-cultural human resource management (HRM) utilizing building projects in Sri Lanka as a case study. By examining intragroup conflicts, cultural characteristics, and effective methods, we hope to improve project performance and share valuable insights to other organisations.



Source - successacrosscultures.com


Introduction

Effective cross-cultural human resource management is required due to the construction industry's globalization. Sri Lanka, which relies heavily on foreign countries such as China and South Korea for commercial financing, presents unique issues in managing various project teams. This research focuses on intragroup conflicts and cultural aspects of cross-cultural teamwork.


Cultural Context in Sri Lanka

Sri Lanka's construction projects entail collaboration with foreign contractors, which leads to cultural difficulties. Understanding these variations is critical for achieving successful project outcomes.


Methodology

We take a qualitative approach and undertake many case studies. Semi-structured interviews generate data for study. Our findings validate three categories of intragroup conflict: task conflict, process conflict, and interpersonal conflict. Cross-cultural dimensions—communication, trust, management, and uncertainty—have a substantial impact on intragroup conflicts in Sri Lanka.

  • Conflict Resolution: Effective mechanisms for resolving conflicts are vital. Encouraging open dialogue and mutual understanding fosters teamwork.
  • Diversity and Inclusion: Recognizing and celebrating cultural differences at all levels enhances project performance.
  • Performance Evaluation: Developing culturally sensitive evaluation criteria ensures fairness.




Source - managementbubble.com


Key Findings

  • Cultural Awareness: Promoting cultural awareness among project team members is essential. Training programs and intercultural communication initiatives bridge gaps.
  • Adaptive Strategies: Leaders must adapt management styles to accommodate cultural nuances. Flexibility and empathy play a crucial role.
  • Conflict Resolution: Effective mechanisms for resolving conflicts are vital. Encouraging open dialogue and mutual understanding fosters teamwork.
  • Diversity and Inclusion: Recognizing and celebrating cultural differences at all levels enhances project performance.
  • Performance Evaluation: Developing culturally sensitive evaluation criteria ensures fairness.


Conclusion

Cross-cultural HRM is pivotal for successful project execution in Sri Lanka. By addressing intragroup conflicts and implementing effective strategies, organizations can thrive in diverse environments.




References


  • Rajenthiran, N., Siriwardhana, S. D., Samaraweera, A., Dissanayake, D. M. P. P., Kumarasiri, D. M. G. B. T. (2021). Managing Intragroup Conflicts in Cross-Cultural Teamwork in Construction Projects in Sri Lanka10th ICME at University of Ruhuna, Sri Lanka, ISBN: 978-624-5553-03-7 http://ir.lib.ruh.ac.lk/bitstream/handle/iruor/3705/21_121_Author%20proof_HRM.pdf  Accessed 9th April 2024
  • Ochieng, E. G., Price, A. D. F. (2010). Cross-cultural teamwork in construction projects. Engineering, Construction and Architectural Management,17(5), 475 - 488. https://www.arcom.ac.uk/docs/proceedings/ar2010-1159-1167_Ochieng_and_Price.pdf  Accessed 9th April 2024
  • Bon, R., Crosthwaite, D. (2001). World-wide construction projects executed in Sri Lanka. Journal of Construction Research, 2(1), 1-12. https://books.google.lk/books/about/The_Future_of_International_Construction.htmlid=glGJU4x907QC&redir_esc=y
  • Lanka Business Online. (2010). China emerges as major source of foreign loans for Sri Lanka. Retrieved from source. http://ir.lib.ruh.ac.lk/bitstream/handle/iruor/3705/21_121_Author%20proof_HRM.pdf

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