Managing Indian Cultural Differences - Essay Example

It is mentioned that most of the companies doing business in India face the major problem regarding communication as the national language is Hindi and different states in India have their official language.As far as LSR plans to open up its base in India, the major problem for the management will be to deal with English in the Indian accent. Because the LSR Insurance company decided to depute UK managers in the India branch, there will be conflict in decisions between Indian and UK managers. The actual difference that may occur at the workplace is time, and the employees will have to work during odd hours to answer the calls of UK customers.

There is a considerable difference in the work attitude between the local employees and UK managers which is primarily related to driving motivation. Further, it has observed that Indian employees are very difficult to work in teams alongside UK employees. Further certain policies which UK employees are used to may give rise to conflicts among Indian employees.LSR Insurance is experiencing difficulties in finding three managers to depute to India because there have been no previous appointments to India and a lack of overseas experiences among the managers.

Additionally, potential applicants may be reluctant to go outside the UK citing career development reason which might get affected once they leave the country. Given the above circumstances, the LSR Insurance must offer lucrative pay packages to potential applicants so that they can be sent to India to manage the proceedings of the company. But the lack of clear policy about the pay and benefits for the employees while they are working in India is taking the potential managers on the back foot to apply for positions in India.

Therefore all the multinational companies must formulate policies to lure the employees to take overseas assignments offering lucrative pay benefits and other promotional packages which is opined by (Brewster et al 2003) wherein it is stated that when the managers are expatriated to different nations, the organizations have to pay more in addition to normal salaries that were paid when in the parent unit.