1.

Introduction Now-a-days the globalisation had changed the whole face of the international com panies and as a result of the globalisation the companies were gaining many oppo rtunities worldwide. In the globalisation process the employees are outsourced t o various countries to reduce the labour cost of their companies and even to inc rease the efficiency of the employees. Every company is having the many location s throughout the world, and it is counted as the drawback sometimes as the emplo yees are working in various cultured work locations. This type of occurrence is because of the mergers in between the different companies. Anyhow the principles of phenomenon have been intentionally raised due to the alliance and merging of the companies. Anyhow the cultures of the different work location and even simi larities should be well understood by the companies before going to the merging strategies. I appointed as one of the member of the team, the team has to be the in charge o f the managers of the both the companies United Kingdom and Africa. They are pla nning to go for the merging of the companies. I assigned to understand the vario us differences in cultures at both the stations and they asked me to design a sa mple which represents the cultural fit between the two companies. The managers w ill under my supervision and they will follow my directions formerly starting th e actual merging process. Hence, I have an opportunity to excel in understand of the cultural differences between the two work locations and even gained the ide a of similarities between those two companies. To continue the study work the ob jectives are designed below; There is a urgent need of identifying the different cultures followed by the Afr ican and United Kingdom companies. Trying to analyse the possibility of understanding the common cultures between t hese companies. To find and solve the differences and problems of the two different cultures by the companies. To suggest the best potential ways to implement the methods to overcome the cult ural indifferences to create a friendly environment in the work places. To endorse both company managers with suitable recommendations to avoid all the cultural differences and following the strategies to achieve the targets with im mediate effects. The study is more concentrated on the diversity related to the practice of work, employee relations etc., and it is explaining about the various effects of the international alliances, acquisitions and mergers. A strategic proposal will fit to reduce the cultural indifferences and therefore the relations between the ma nagers will be improved. Moreover one has to take the necessary steps to create interactions in between the managers of the both companies. The final part of th e document will provide the necessary recommendations to the managers how to red uce the cultural differences between the companies to have a better place of fri endly place to work together. 2. Diversified cultures between the firms A work culture is measures as the way of the work practices and methods which wi ll be followed by a company in order to implement the daily operations in a comp any. A typical culture will define proper methods to follow in the work and also it will show the methods to improve the performance of the work of both the com panies. Generally the work culture will be monitored by the HR persons and even by the operational personals to report the daily progress of the work done by th e companies individually. And the results of the both organisation will be discu ssed by the managers frequently to have a better idea about the processes going on the work premises and understand the working rate of the applied strategies a t each place. The strategic plans applied by the companies will purely decide th e culture of work and then if necessary the implementation plans also decided by this action of planning. In any company the culture will be identified by the d ifferent ways but the best suitable way is to interact with the officials and ma nagers who are working for the company and they will share their typical experie nces with the culture differences between the two different places. For instance , I would interact with both the managers of companies and will analyse the info

rmation obtained from them regarding the present work culture. The working culture generally varies when compared with one place to another pla ce because of the variations of the lifestyles of the public and the work has to be done according to the local government rule which is representing the nation . Though the companies are running in the same country, the culture changes from one company to another can be observed. So the managers have to understand both the cultures thoroughly and they have to provide the needful solutions to achie ve the situation in the merger process. 3. Differences and similarities between the cultures This section is purely explaining about the differences and similarities between the managers who are working in different cultured locations. It is required in order to understand the mutual aspects of the cultures between the organisation s and then it will utilised for providing of the recommendations to the mangers in both cultures. I will prefer to take various aspects proposed by the managers before merging the two cultures. Diversity will be the main aspect which has to be counted to understand the various differences between the companies cultures. T he managers are working in large scale organisations to so it is very important to understand and follow their work cultures in the work place, some aspects whi ch has to be take into account that, working place, good communication between t he employee and manager, HR practices, reward policies etc. However, some compan ies are there who are following the immoral practices while hiring the employees . This kind of practices was not allowed by the developed nations. But in develo ping countries it is daily practice. Here are the some common differences and s imilarities between the companies as follows; In Africa the culture is expanded and thus it will influence a company s work cultur e definitely. At the same time different cultured people will work for the compa ny at the same place which will difficult to employee to settle down there immed iately. The company officials should have the authority on the employee and shou ld demand the work to be done in a proper way but they couldn t ask in an aggressive way. The managers are having the right to demand the work from the employees on ly if the employee is not working up to the best. Manager can ask them to perfor m better than earlier and can give chances to prove themselves in future. At the same time manager should stand behind the employee and if employee have got any problem in the work place they have to resolve their issues. Manager has to tak e feedback from the employee on the services provided to them behalf of the comp any. In the African countries, the mangers of the companies are likely to discuss the ir personal matter in the work places with the employees, such kind of work plac es will definitely disturbed by the managers and in return there will be less pe rformance from the employees will be expected without any further doubt. For ins tance, take the situation from UK, there will not any discussion of the personal issues at the work places which is strictly monitored by all levels of employee s which will make employee to concentrate on their duties and there will be a mu ch better performance from the employee will be expected. This is the best pract ice to improve the employee efficiency. In Africa the situation in the company i s like the employee are strict to the comfort zones in the offices and wish to w ork there for longer term. Here managers and employees will become good friends and maintain certain relations apart from the office duties. And it will motivat e the employee to work for the company without any hesitation and employee will definitely stick to the company and will be very loyal to the work culture. But this kind of situations will not be seen in the United Kingdom as there will be certain limitations between the manger and employee relations. They will just co nsider as the work place is like an official meeting place to do their duties no t to discuss other than the work. Mainly contract jobs and expatriating jobs are very common in the UK and employee will not stay for long term with the company and even they prefer to stay for shorter time. It will definitely affect the wo rk culture as the companies are pouring millions of pounds for their training an d inductions processes. The African managers are working in a group so recognition will be very difficul

t to the individual person as they are working in a group of members and any app raisal will give to the group not to the person individual excellence. There is a situation where employees have to strict to the manager s word and the managers ha ve to follow what the management have ordered. But in the United Kingdom employe es are very individualistic in nature and they strive to come into the focus on their own and they have their own set of duties to perform and to develop the co mpany. People here will not be dependent on the managers for each simple task. M anagers have the authority to take the final call unless and until it is against the company s policy. The African country employees haven t got any choice of the implementation of the no vel and innovative ideas in the working place and their suggestion will not be c ounted by the management. This will reduce the motivations of the employee in pe rforming the duties and will leads reduce employee efficiencies. But in case of UK companies, they are very friendly to receive the ideas from the any level of employees and they are open to all kind of suggestion given by the employees. An d managers will encourage the people with the new ideas to improve the business and they will support the employees in working on their implementations in order to get the self-appraisal among the other employees. But sometimes mistakes wil l be happen in this process but employees are not responsible as the managers wi ll look after the situation and further actions will be taken by them to manage and control the situation immediately. In United Kingdom working hours are very important as they are monitored by a sp ecial branch of the government. It comes under the violation if anybody crossed the working hours than specified, if Employees forced to work more than stated i t will comes under the offensive act under law. If the work demands a person mor e than the specified hours then the manager has to take the consent from the emp loyee to work more hours and they have to pay extra than normal hourly pay based on the type of work. But in Africa, the company forced employees to work unlimi ted hours for the same salary. So one can describe from this situation that UK m anagers are having the well planned structure of work culture where as African m anagers do not have the structure of work The UK management of the different companies will boost the managers and even em ployees too, it will consider the opinions of managers and as well as employees in the decision making process. This will help the manager and employee to under stand the work culture and also to have through knowledge on what they are worki ng and there is a chance to think about the future implementation to increase th e business. UK managers are very much pleased to have the mass feedback from the employees in the decision making process and respect their concerns. But Africa n managers and management will not try to get the feedback from the employees; i t is because of the domination of the management and mangers in those companies. Sometimes African managers are very attached to the some sets of the employees a nd they will maintain the good associations with them. This is a positive note i n some cases but in other cases it will leads to the making employee to go jealo us of the other employee and it will leads to the mutual misunderstandings in th e work place which is not a good sign for the company. The UK manager will never ever support a single person and they never show partiality on the employees. I t enables the employee to work on their limits at the same time will try to find a good ways to improve the business. This kind of unbiased environment would be needful at both the locations especially in Africa. According to some news it is cleared that some of the African managers are very aggressive in nature and it is their daily practice to shout on the employees an d being very rude to them this will spoil and disturb relations between the mana ger and employee and leads to lose of faith of the employee towards the company. But the situation in UK is, the manager never lost their temper, and never show n their anger on employees even if they committed any mistake. And they will try to figure out the situation ASAP and motivate the employee not to repeat the sa me situation once again. And if they believe, they will give trying for one more time without any hesitation to reduce the mistakes to be happened in the future .

Apart from the above cultural differences, some other aspects are also related t o the cultural differences including the infrastructure, rewards, salaries and o ther benefits to the employees. Along these differences the companies are having subcultures due to the location of the companies in various places even they ar e managing and operating from the same country. Different cultures are working t ogether from different places together to run the business successfully under th e supervision of the managers at each location. So subculture phenomenon is take n into account rather than suppressing the difference in the cultures. A combined fit for the cultural differences will reduce the fears in the work lo cation and it will help to improve the working capacity of the company. It is co ntinuous process and not a static method necessary time targets has to be follow to reach the targets in time. There will be some cases where the managers will undergo for power fights in order to get the control on the situation between th e merger companies which will impact a non-friendly environment to the employees . So the cultural fir is necessary to find a friendly atmosphere between the two merging companies it will decrease the struggle caused by the cultural differen ces. Prior to the merging process management has to be look in to the cultural d ifferences and include the similarities between the companies if they have any s uch. So a neutral frame will be formed by the both organisations for effective d evelopment of the business. 4. Cultural Fit A design has implemented in a strategic way which will reduce the cultural diffe rences between the companies and time distance has to be followed by the manager s of the both companies. As a merging company it is important to form a common c ulture without any differences to move the organisation in a friendly manner whe re employee has the freedom to open his thoughts and do their duties without any pressure. So the effectiveness of employee will be integrated which help the co mpany to grow further. There has to be equal and similar strategies have to be i mplemented to every one of the organisation so that every person will find the o pportunity to find their tasks and to improve their duties. The main tasks are t he proper communication between the manager and the employer to reduce verbal mi stakes to be happen accidentally it is very important for the merging companies. Along with the good communication cultural fit has to be done by the managers o f the both the companies has to be treated same and they have to be undertake so me individual open tasks to participate in the merging business and consider the new organisation after merging. To add more, the African managers have to reduce the anger and temper on the emp loyees at the work place and should respect every person as he expect from other s. By this kind of strategies which will allow the merger company a friendly pos sible location to work and to submit their opinion and suggestion to the higher officials. If managers are successful in providing such environment then employe es will feel that they are treating without any bias from the managers. The word motivation carries specific role in the growth of the organisation which is ver y important to the employees in the working place to deliver the best work. UK managers are always trying for the cultural fit between the merging companies and try to reduce the mis-happenings from the other company because of the diff erences between the two companies. They will fix the proper deadlines without gi ving much pressure to the employees so that the employee can find a handful of t ime to finish the target. This will improve the work efficiency in the company. The manager has to take the control over the different teams placed in the compa ny and has to record the daily happenings of the company so that everybody will have a clear idea about what is going on within the company. The manager has to show concern about the employees if they are asking for any leave for vacation t hey has to allow them to relax as per their requirements under company rules. Th e cultural fit will help all levels of employee to mingle with each other and he lps to reduce the cultural differences between the companies. 5. Conclusion This study document mainly focussed on the implementation of the cultural fit be tween the UK and African companies which are located miles away to each other. A

nyhow, with the help of globalisation it is becoming easy for the companies to g o beyond and establish their companies anywhere in the world. In the expansion m ethod, merging will definitely help every company to develop globally in the cas e of acceptance cultural fit between the companies. Even though the cultural fit is somewhat difficult to follow by the employees but if they follow according t he managers, they will definitely see the fruits of the cultural fit strategies.