User:Sarova2030

Disneyland Resort Paris With the globalization, today, the study of culture and the effect of culture to the success of the business is an essential and significant aspect in the performance of the enterprise. Cultural diversity and difference in the world is a very significant factor affecting all the businesses returns. Multinational firms and organization, therefore, need to study the foreign cultures, understand them and more so devise ways and strategies with which they can conform to these cultures. For any firm or organization to achieve ultimate success, it has to respect the cultural diversity in the world and more so the cultural dynamics which explains the continuous changes in culture. This essay analyzes the need for cultural concern and the implications to Disneyland Resort Paris. It also pays attention to the actions taken by the firm in response to culture. Lastly, it will analyze the differences in response to the firm between the firm and Wal-Mart Inc. Values and lifestyles are essential components/characteristics of the culture of a particular region. In our case, we have several cultural differences between United States and Europe. It is important to appreciate the home country of the firm in our case is United States and sought to go global through establishing itself in Europe (France, Paris). The company faced some of the cultural differences which will be discussed below. Firstly, the foods taste and preferences between the two culture various significantly. The American foods that the firm introduced in Europe were not attractive to the European culture and lifestyles. Secondly, Europeans usually take few but long holidays as opposed to the United States culture and lifestyle of taking many short breaks. This shows that the workplace values and time for moving out differ between the two cultures. Third, the design styles between the two regions are defined by culture and particular preferences. Disneyland Resort Paris was designed in an American style which was rather not attractive to the Europeans. Fourthly, Europeans has monochromic time system for their meals where they take lunch breaks at 12:30. This is opposed to the American lifestyle where the workers and others do not have any fixed time. Out of the above, Disneyland Resort Paris overlooked some of the difference and hence its initial failure. Firstly, the firm did not appreciate the masses that would flock the premises during the lunch break and hence slower services. Secondly, the firm did not appreciate the different tastes and preferences with food and hence failed to provide customers with their desired meals. Third, the company failed to give attention to the European designs and the attractiveness to the people of France and other European countries. Moreover, the firm failed the various holidays and off work periods which the Europeans would use to travel. The firm also failed to appreciate the multicultural component of Europe and hence did not provide the varieties needed for these cultures. As pointed earlier, multinational organization managers cannot afford to overlook the cultural differences. The process of acculturation is crucial where the firm/individuals learn the lifestyle and the values of another culture encompass the intercultural interactions and adapt. Disneyland Resort Paris managed to turn around the bad and diminishing brand name through encompassing the cultural differences in its operations. The organization was able to turn around from the various losses it had incurred, and bad reputation/ brand name through the approaches discussed below. Firstly, Disneyland Resort Paris changed the meals t incorporate the various cultures while eliminating the various American tastes. More so, the firm did away with the non-alcoholic policy to incorporate the high demand and preference for wine during and after the meal with the European culture. Secondly, the firm introduces various attractive designs by capturing some of the historically appealing events and personalities to grace the various outing sites of specific cultures/ countries. Third, in the market of the firm products, it hired or rather partnered with advertising firms which would advice on the attractiveness of the advertisements to the European culture. Through this many got informed about the products and hence high customer loyalty. More significantly, the firm realized the value of giving high regards to the cultural differences and went in the study the global culture through placing its representatives in various parts of the world to study culture. They would identify the differences in culture where they would then design the product and the packages attractive to the different cultures. They would also design the different marketing strategies and campaign to win back the customers. Comparing the case of Disneyland Resort Paris in France, Europe and the case of Wal-Mart Retail Giant in Germany, Europe, I would say that Disneyland Resort Paris made an excellent decision. Having been faced with virtually the same challenge of the cultural differences in business, Disney succeeded and was able to continue reigning competitively in the market while Wal-Mart was kicked out of the market in 2006. The aspect of Disney survival in the market is as a result of well analyzed and complex decisions which focused on ensuring continuous performance in the market. Having been faced with same challenges which involved the change cultural differences in the legal field, Wal-Mart was not able to make informed decisions and hence the culture could not incorporate the firm. Some of the aspects that Wal-Mart Inc. overlooked and which lead to its failures are discussed below. Firstly, the managers insisted on the use of English in the culture that did not use the language for communication. This created resistance and unattractiveness of the firm. Secondly, there was power distance where the Wal-Mart was managed from United States and hence there was no time for learning and adopting the European culture. More so, the company was not able to conform to rules and regulations of the government including the operation time regulations and the employees' payment rules. The firm failed to attend the national wage negotiation programs and at times clashed with the Germany's service workers' union. These among other factors led to the failure of Wal-Mart.

References Koenig, D. (2005). Mouse Tales: A behind-the-ears look at Disneyland. Irvine, CA: Bonaventure Press. Maturi, R. J. (1993). Stocks' picking: The 11 best tactic for beating markets. New York: McGraw-Hill. Ton, Z. (2014). The good job strategies: How the smartest companies/firms investing in employees' to lower costs and boost profits