Cultural Differences Are Nuisance At Best And Often A...

INTRODUCTION GLOBAL DIMENSIONS OF CULTURE Culture is more often a source of conflict than of synergy. Cultural differences are nuisance at best and often a disaster. - Dr. Geert Hofstede Dr. Hofstede performed a comprehensive study of how values in the workplace are influenced by culture. In the 1970’s, as a Dutch researcher Dr. Geert Hofstede, collected and analyzed data from 116,000 surveys taken from IBM employees in forty different countries around the world. From those results, Hofstede developed a model that identifies four primary dimensions of differentiate cultures. These include: Uncertainty Avoidance (UA), Masculinity-Femininity (MAS), Individualism-Collectivism (IND), Power and Distance (PD). After a further study of the Asian culture by researcher Michael Bond in 1991, Hofstede added a fifth dimension in his theory, Long- and Short-term time orientation (LTO), also referred to as the Confucian Dynamism. His research has framed how cultural differences can be used in professional business transactions. Geert Hofstede s dimensions analysis can assist the business person in better understanding the intercultural differences within regions and be tween countries. Cultural differences between countries have strong effects on individual personality and behavior, as well as on organizational culture (Hofstede 2001). These differences can be a significant barrier for an international business leader. Failure to understand and adapt to these differences mayShow MoreRelatedCultures and People of The World Essay695 Words   |  3 Pagesreligious institutions. Therefore, culture is a learned system of shared beliefs and habits of doing activities that guide a person`s daily behavior. In this essay, I will be comparing the cultural dimensions of Japanese culture with that of the culture of my country, India. I will be comparing the four cultural dimensions of the Power Distance, Uncertainty Avoidance, Long-Term Orientation (LTO)/Short-Term Orientation (STO) and Masculinity/ Femininity between these countries. ï‚ § Power Distance Index(PDI)Read MoreManagement Plan For Risk Management810 Words   |  4 PagesRisks can come from various sources: e.g., uncertainty in financial markets, threats from project failures (at any phase in design, development, production, or sustainment life-cycles), legal liabilities, credit risk, accidents, natural causes and disasters as well as deliberate attack from an adversary, or events of uncertain or unpredictable root-cause. The risk management plan should propose applicable and effective security controls for managing the risks. A good risk management plan should containRead MoreGung Ho Analysis Essay840 Words   |  4 PagesRudy Organizations in the New Economy Section: 7 Mary E. Boone Analysis 1: Gung Ho February 21, 2010 INTRODUCTION Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster. - Dr. Geert Hofstede The movie Gung Ho (a Chinese expression for work together1), demonstrates a cross-cultural relationship between the Americans and the Japanese working together towards achieving the goal of reviving an American car manufacturingRead MoreGermany- Hofstede Analysis Essay1470 Words   |  6 Pagesthese things may be appealing to a firm, but an expanding company may discover complexities expanding into Germany, because â€Å"[w]hen you step into a foreign culture, suddenly things seem different. You don’t know what to do or say.† ( Hofstede’s Cultural Dimensions). â€Å"If your organization is planning to conduct business with [Germany], potential success depends upon a good understanding of [German] culture† (Doing Business in Switzerland, 1). This quote is a good advice for entering into any countryRead MoreAnalysis Of Brown Casual Shoes, A Second Generation Family Owned Company1602 Words   |  7 PagesManufacturing in China. There are various differen t cultural and communication issues between the two countries which are identified in this report. The Hofstede’s model is used for the literature review and recommendations are suggested to how the problems can be avoided in the future. 2.0 Identification of Problems/Issues 2.1 Intercultural Communication Issues Intercultural communication is the circumstance in which people from diverse cultural backgrounds are engaged in communication (Samovar/PorterRead MoreEvaluation of Culture Background of Germany, Japan, and Ireland1696 Words   |  7 PagesEvaluation of culture background of Germany, Japan, and Ireland through Hofstede Cultural Dimension As professor Geert Hofstede put, Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster. Therefore, understanding different cultures in different countries is a significant issue for multinational enterprises, especially for the inevitable trend of globalization. As our project aims at analyzing the international expansion ofRead MoreCultural Differences Are Different Disciplines And Cultures2125 Words   |  9 PagesCulture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often disaster. (Hofstede, 2010). 1. Theoretical Aspects We ask our self’s what is culture and were does it originate from. Cultural theories have developed into different disciplines and cultures, because it is a complex system. The terminologies and definitions of culture are so diverse. Culture is a way of life, of people’s values and what they believe in, their traditions and historicalRead MoreHow Much Sleaze Is Too Much? Putting Cultural Theory Into Practice.1852 Words   |  8 PagesPutting cultural theory into practice. Since the world entered the new century globalization of all aspects of people’s lives has increased. More and more companies have been transformed into MNEs. According to Rugman and Collinson (2009) the number of employees working across borders nearly tripled over the last 20 years, exposing managers to various socio-cultural and ethical issues. Geert Hofstede argues that â€Å"culture is more often a source of conflict than of synergy. Cultural differences areRead Moreâ€Å"from Regional Star to Global Leader†3468 Words   |  14 PagesIntroduction 3 Analysis 3 Conclusion 7 Bibliography 8 Appendix 9 Introduction â€Å"Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster.†[1] Geert Hofstede is one of the most prominent researchers in the field of cultural differences. His studies are well accepted and internationally renowned. However, even though the above mentioned quotation almost seems to be a warning regardingRead MoreGlobal Marketing: Burberry in China, PESTLE analysis Essay2633 Words   |  11 Pagesquarters. In this case, if Burberry were to expand into China they would need to be aware of the fluctuations within China over inflation rates; this has caused ripples in consumerism, as more people are saving money for necessities. In terms of socio-cultural factors, the culture is not the same throughout the whole country, the west tends to earn 2.26 times more than workers in the west of the country. Therefore locations of the company’s stores would be vital. In 2010, China’s online shopping industry

Maslows Hierarchy of Needs and Implications for Head...

MASLOW’S HIERARCHY OF NEEDS 2 Maslow’s Hierarchy of Needs and Implications for Head Start Families Introduction Abraham Maslow was a prominent theorist that played a role in the formation of humanistic psychology. Maslow worked on a theory that would accommodate human motivation. The concept that behavior is motivated primarily by a person’s desired to fulfill a specific need. He proposed that is was our inner nature that we had basic needs that we strive to meet. Then as those needs are met we move to the next level and continue to strive to â€Å"actualize,† doing what one is fitted for. I chose to research Abraham Maslow because his Hierarchy of Needs directly aligned with the challenges Head Start Families are currently†¦show more content†¦He was never enamored with laboratory psychology. He went on to Columbia University as a Carnegie fellow where he worked with Alfred Adler, one of Sigmund Freud’s colleagues. Those days were spent in testing and measuring child and adult intelligence and their ability to learn. Between 1937 and 1951, Maslow was a faculty member at Brooklyn College. During that time he published several articles, on Human Motivation, higher and lower needs, and actualizing people . In 1947, he suffered a heart attack and was forced to take medical leave. He and his family relocated to California. He headed a division of the Maslow Cooperage Corporation, supervising men repairing wine barrels for a local winery. After he recuperated, he returned to Brooklyn College. In 1951, Abraham Maslow went to Brandeis University to serve as Chairman of the psychology department. He held this position until 1969. In 1969, Maslow accepted a resident fellowship with the Laughlin Foundation and moved to Menlo Park, California. He led a life of semi-retirement allowing him to write. Ill health plagued him until he died on June 8, 1970. Theory Early in his career and while working with monkeys, Maslow noticed that some needs take precedence over others. If you are hungry and thirsty, you can go weeks without food, but MASLOW’S HIERARCHY OF NEEDS 5 you can only go withoutShow MoreRelatedBiological and Humanistic Approaches to Personality Essay1251 Words   |  6 PagesRunning head: BIOLOGICAL AND HUMANISTIC APPROACHES TO PERSONALITY Mileva Repasky PSYC 250 Jean M. Porter University of Phoenix Personality can be defined as â€Å"the complex of all the attributes-behavioral, temperamental, emotional and mental-that characterizes a unique individual.† (Princeton University, n.d.) Personality has been studied and explained for a long time and is linked directly to Maslow’s humanistic and biological theories. This paper seeks to describe the biologicalRead MoreEssay about CASE STUDY FASHION RETAIL2455 Words   |  10 Pagesdon’t like the job and the money is there motivation. I am going to be finding out why employees get disengaged and how companies try to get past this and lower the amount of disengaged employees in their company from managerial styles and theories to head office functions such as human resources. SUMMARYS OF FINDINGS PROBLEM OF THE CASE The major lesson to learn from the case study is that disengaged employees areRead MoreOb Chapter 6 Mcqs9453 Words   |  38 PagesSkills} 2. Motivation is best defined as a process that _____. a. results in a level of effort b. intensifies an individual’s efforts c. accounts for an individual’s efforts toward attaining a goal d. meets an individual’s needs e. stabilizes over time (c; Moderate; Motivation; p. 175) 3. What are the three key elements of motivation? a. reactance, congruence, and circumstance b. interest, activity, and reward c. awareness, effort, and outcomeRead MoreIntroduction to Motivation16686 Words   |  67 Pagesfor our dreams to come true, we need to have fire in our belly ,the true hunger for success. The story doesn’t end here; circumstances are rarely favourable for working on desires and then we need motivation to drive us to right path.Motivation may be explicit or may be sometimes implicit. Motivation may be internal or may be external. World is changing proportionately with rapid changing needs of individuals, Business which is very much dependent on consumer’s need, has to therefore cope up withRead MoreHrm Policies10725 Words   |  43 Pagesthe achievement of corporate objectives and strategic plans. A third guiding principle, similar in scope, holds that it is HRs responsibility to find, secure, guide, and develop employees whose talents and desires are compatible with the operating needs and future goals of the company. Other HRM factors that shape corporate culture—whether by encouraging integration and cooperation across the company, instituting quantitative performance measurements, or taking some other action—are also commonlyRead MoreAn Evalution of the Attachment Theory Essay13038 Words   |  53 Pagesoverview Conclusion 4.1 Critical overview 43 4.2 Recommendations Conclusion 45 References 48 Appendices 1. Dissertation Proposal 54 2. Ethical Check Form 63 3. Maslow’s ‘hierarchy of needs ‘ 64 Word Count – 9490 (excluding preliminary pages and references) ABSTRACT This research set out to evaluate the ‘Attachment Theory’ which is central to Child Practitioners working with Looked after Children.Read MoreEffect of Motivation on Employees9326 Words   |  38 Pagesvertebrates such as chickens to higher-level primates such as gorillas and whales (Troittier, Wart and Wang, 2008). Leaders have a great influence in the organizations as they fuel employee motivation by offering benefits and rewards that meet individual needs Kreitner and Kinicki, 2006 and Yukl, 2002). Kim (2002) suggests that a leader’s use of a more participative management style will result in higher levels of satisfaction among his or her employees. Job satisfaction is extremely important for theRead MoreInstitutes and Strategies, Formal Structures Essay2422 Words   |  10 Pagesin funding aggravate health care service problems. As a result of limited resources and transportation expenses are high, which is often an unrecognized aspect. Additional allocations used by Public Health Agency of Canada (PHAC) for Aboriginal Head Start program (AHS) tax resources results by lessening the resources for Northern Region than the provinces. The National Aboriginal Health Organization (NAHO) is a non-profit aboriginal run organization that was incorporated in 2000. NAHO seeks toRead MoreJob Satisfaction, Work Attitude and Stress Tolerance of Public Elementary School Teachers3651 Words   |  15 Pagesdislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was approached by some researchers from the perspective of need fulfilment – that is, whether or not the job met the employee’s physical and psychological needs for the things provided by work (Cote S., and Morgan LM, 2002). In a report on job satisfaction by the National Center for Education Statistics (2003) revealed many factors that contributed to higherRead MoreAre scientific management and human relations approaches still applicable to organisations of the 21st century?5670 Words   |  23 PagesDefinition 2.2 Father of human relation approach 2.3 Over view of human relation approach 2.4 Objectives 2.5 Theories of Elton Mayo 2.6 Other theorist about human relation approach 2.6.1 Maslow( Hierachy of needs) 2.6.2 Hezberg ( 2 factors) 2.6.3 Mc Clelland ( 3 needs) 2.6.4 Mc Gregor ( theory X and theory Y) 2.7 Pros and cons of human relation approach 3. Organization 3.1 Definition 3.2 Characteristics of Organization 3.3 Type of organization 3.4 Organization

Status of Leader Free Essays

Usually it is perceived that the status of leader always affect the communications within the group and people with a higher status always intimidate people with a lower status since leadership is the procedure by which a leader, by influence, persuades followers to track their objectives for the team. In simpler words, leadership is an act of influencing the activities of an organized group in its efforts toward goal setting and goal achievement or a specialized form of social interaction †¦ in which cooperating individuals are permitted to influence and motivate others to promote the attainment of group and individual goals. From each of these perceptions, leadership engages a course of influence whereby the leader has an impact on others by inducing them to behave in a certain manner. We will write a custom essay sample on Status of Leader or any similar topic only for you Order Now (Lussier, 2004) In order to influence the team members, the status of the leader plays very important role. People tend to listen and obey the people from higher status. Leadership involves the possession of qualities that lead others to want to follow the leader’s directives, either because they feel obligated to do so, or because they desire to do so In other words, leadership is a characteristic that is voluntarily conferred upon a person by others and involves the ability of a person to engage the active and willing cooperation of followers. Leaders come in each size, figure, and temperament — short, tall, neat, sloppy, young, old, male, and female. However, they all seem to have some, if not all, of the subsequent constituents: †¢ The first fundamental constituent of leadership is a guiding vision. The leader has a clear idea of what one desires to get professionally and personally and the strength to persist in the face of setbacks, even failures. If not one knows where one is going, and why, one cannot possibly get there. †¢ The second fundamental constituent of leadership is passion — the underlying passion for the promises of life, combined with a very particular passion for a vocation, a profession, a course of action. The leader loves what he does and loves doing it. Tolstoy said that hopes are the dreams of the waking man. Without hope, we cannot survive, much less progress. The leader who communicates passion gives hope and inspiration to other people. †¢ The next fundamental constituent of leadership is integrity. There are three essential parts of integrity: self-knowledge, candor, and maturity.   (Leadership Qualities, 2005) Hence it is the status of leader always affects the communications within the group and people with a higher status always intimidate people with a lower status References Leadership Qualities, What makes a good leader? Retrieved on September 30, 2006 from http://www.teamtechnology.co.uk/leadership-qualities.html Lussier, R.N., ; Achua, C.F. (2004). Leadership: Theory, Application, Skill, Development, (2nd Ed.). Eagan, MN: Thomsen Southwestern. ; How to cite Status of Leader, Essay examples