MUST BE ALL ORIGINAL!! 100 Words each. Please label each on as I have listed.
Give some examples of cultures which are high and low in one of Hofstedes's dimensions and discuss why.
Under the section of Chapter 6 that is labeled Hofstede's study, we again revisit the idea of Masculinity vs. Femininity in different countries and cultures. This dimension refers to the extent to which a culture will encourage difference between men and women. A culture is either rated as high or low on Masculinity vs. Femininity. The higher they are on the scale, the more that they encourage there to be set differences between men and women. Our textbook states that, “Japan, Austria, Venezuela, and Italy had the highest Masculinity vs. Femininity scores, while Denmark, the Netherlands, Norway, and Sweden had the lowest scores.” Cultures that are very high on Masculinity vs. Femininity tend to have very moralistic views about sex, and double-standards. They believe that women should do one thing, and men should do another. Women are often seen as inferior in these cultures, or as ones who need to be protected. Cultures that are very low on Masculinity vs. Femininity tend to see men and women as being more equal. They have vey matter-of-fact attitudes, and do not necessarily have set roles for women in society. Women are allowed to be active members in the workplace and the community. The culture in America is very low on the Masculinity vs. Femininity scale.
Give some examples of how leadership and managerial styles differ across cultures.
This chapter discussed 2 important concepts that we should all make sure that we know the difference between. Those terms are Organizational Culture and Organizational Climate. Each organization and company is completely unique and different. The people within each one have a culture. We call this either organizational culture or corporate culture. This chapter define Organizational Culture as: “a meaning and information system shared within an organization and transmitted across successive generations of members, that allow the organization to survive and thrive.” I think that we can all see that the definition of Organizational Culture is very similar to the definition of culture in a lot of ways. Organizational Climate refers to the way things are around the company. It involves perceptions and the general work environment. It is a “shared perception of organizational policies, practices, and procedures.” It also involves how people feel on a daily basis within their work environment. The idea of Organizational Climate goes as far back as 1939, but Organizational Culture is a relatively new concept. The idea of Organizational Culture came about in 1979. Most of the cross-cultural research that is done on various organizations focuses more on organizational culture rather than organizational climate.
This chapter is all about culture and organizations. I think that this chapter is a very interesting one, because there are organizations everywhere, and we are all apart of at least one. It is important that we know how people from different cultures interact within organizations. For example, imagine that you are a businessman/businesswoman. You travel a great deal for work, because there are branches of your company all over the world. Your boss asks you to go to Japan to discuss business matters with that branch of the company. Knowing the cultural differences between how people conduct business in America and how they conduct them in Japan may benefit you when you get there, especially if you are making a deal with a completely different company in another culture. Organizations are created by people in order to meet a certain goal. Everyone in the company is trying to reach that goal whether they are aware of it or not. Some people in certain companies say that they are just there to get their paycheck, but they are also there to make sure that food gets sold and people get good service, because if people do not want to come back, there will be no paycheck for them to get.
Need by 6pm PST