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Running Head: MAKING INTERNATIONALISM WORK 1

Making Internationalism Work
Carol Brittain

MAKING INTERNATIONALISM WORK 2 Making Internationalism Work How would you define the term “leadership?” Some may define leadership as the ability to influence others. Others may define leadership as one who inspires organizational members to want to achieve. (Munley, 2011) Leadership is directing a team through communication to reach the organizational goals. Leadership communication is essential to businesses and organizations especially when companies are opening branches overseas, conducting business through conference calls or working with a manager from another country. With this new era of business relations companies are facing cultural differences, and these cultural differences need to be taken into consideration. Dutch social psychologist, Geert Hofstede, pioneered a study on cultural differences and developed the five dimensions of culture. The five dimensions are power/distance, individualism, masculinity, uncertainty/avoidance, and long term orientation. This paper will discuss the cultural dimensions of Japan and Denmark. It will be interesting to see the differences and the commonalities of Japan and Denmark of their vastly different cultures.
Power Distance Power distance, PD, looks at the degree of equality between individuals in societies. The degree of equality can also be expressed by how cultures accept inequalities and how that power is distributed unequally. A high score for PD points to strong hierarchical societies. Whereas a low PD signifies shared power where supervisors and employers are considered relatively equal. Inequality is accepted with a rigid authoritative structure in countries with a high PD.

MAKING INTERNATIONALISM WORK 3 Countries with a low PD have a more flexible collective decision making, individuality is respected, and therefore inequality is minimized. Japan with a score of 54, ranks relatively high compared with Denmark, with a score of 18. Although Japan’s PD score is lower than other Asian countries, there is still a marked difference to Denmark. Denmark is one of the countries with the lowest PD score, Austria scored 11, and New Zealand scored 22. Danish team members are experienced with a unique skill set that benefits the team as a whole. Employees gain respect with a hands on atmosphere and are on first name basis with superiors. The Danish workplace is by far quite informal when compared to Japan. The Japanese respect authority and act accordingly. Top managerial positions handle the Japanese decision-making process, whereas, Danish employees want to be included and consulted in the decision-making process.
Individualism
The second dimension refers to individualism. Individualism deals with the strength of ties people have to others within the community. A low score in this area indicates a greater loyalty and respect for team members. Japan scored 46 for individualism, and Denmark’s score was 74. The Japanese are reluctant to disrupt the harmony of the group resulting in a group-oriented work place. The Japanese has a strong sense of pride and does not want to be shamed therefore; they will put the group’s needs above their individual needs and opinions. The Danish is more direct in their communication style expressing their individual needs over and above the group as a whole. The Danes respect others privacy, keep small talk to a minimum and expect to be rewarded for work well done.

MAKING INTERNATIONALISM WORK 4
Masculinity
Masculinity is the third dimension Hofstede created. The masculinity dimension points to traditional male and female roles. This dimension offers the greatest difference between the two countries. The Japanese are highly competitive starting at a very young age with children competing in group sports. The Japanese are motivated by being on the winning team striving for excellence and perfection. Japan has a male dominated workplace where women have a difficult time in climbing the corporate ladder. The Danish, on the other hand, are considered a feminine society in which gender roles are often overlapped with emphasis on good relationships, and co-operation. Successful women are admired and respected with little discrimination.
Uncertainty/Avoidance
The fourth dimension deals with how members of society handle uncertain or unknown situations. This is another area where there is a significant difference between Japan and Denmark. The Japanese like to eliminate the risk, and have well-structured work situations. The Japanese corporate world put a lot of emphases on feasibility tests and the elimination of risks. All the facts and figures are brought before management before commencing a project. Denmark has a low uncertainty/avoidance risk and is quite comfortable with risk. Danes accept change readily and can incorporate those changes without hesitation. The Danish does not require a structured workplace and has an openness to innovation and creativity. The Japanese do require a structured workplace and this branches over to their personal life as well. Their lives
MAKING INTERNATIONALISM WORK 5 are highly ritualistic with ceremonies for every social and those events have strict formalities that must be adhered to.
Long Term Orientation The fifth dimension is long term orientation, LTO. This dimension refers to the value a country puts on traditions and values. A country with a high LTO is concerned with deliverance of social obligations and avoiding humiliation or embarrassment. Japan has a score of 70 for LTO. Japanese view their life as having a very short moment in history with a strong work ethic where perseverance, loyalty and commitment are rewarded. In the corporate world, they value a steady growth of market share over quarterly profits. They believe that companies are not here to make money every quarter for the shareholders, but to serve the stake holders and society at large for many generations to come. (Hofstede, 2014) Denmark has a low score of 35 which indicates a normative culture. The Danish is creative and individualistic people. In Denmark, they are respectful of others and their innovative ideas are accepted with eagerness and do not hinder progress.
Conclusion
There are significant cultural differences between Japan and Denmark. The major differences are noticeable in the masculinity and uncertainity/avoidance dimension. Japanese are group oriented and emphasize harmony amongst the group. Japanese lead a highly structured workplace and allow no margin for error. Those errors are viewed as disgraceful along with

MAKING INTERNATIONALISM WORK 6 humiliation whether it is in the corporate world or their personal lives. They are meticulous in that they require all the facts to be presented fully and eliminate all risks. Overall, the Japanese value traditions, honor loyalty, and authority. Reviewing Denmark, they accept changes freely, are innovative, and respect individuality. In the corporate world, team members work cohesively with superiors and come to a collaborated decision. Managing business relations across cultures is a difficult task. An effective leader will be respectful and understanding to manage business relations properly. Hofstede’s study of cultural dimensions provides a useful tool for human relations in international business. Leaders and managers can use Hofstede’s findings not only for business relations but also for personal understanding to better develop their leadership qualities.

MAKING INTERNATIONALISM WORK 7
References
Collins Cobuild English Dictionary for Advanced Learners. (2003). Dictionary. Retrieved from http://www.dictionary.reverso.net
Colorado State university-Global Campus. (2014). Module 5 – Hofstede’s five dimensions [Blackboard ecourse]. In ORG300-16 Applying Leadership Principles. Greenwood Village, CO: Author.
Frost, A. (2013) Japanese culture and Hofstede’s five dimensions. Retrieved from http://restaurantkyoto.dk
Hofstede, G. Geert Hofstede home. Retrieved from http://www.geerthofstede.com
Munley, A. E. (2011). Culture differences in leadership. IUP Journal of Soft Skills, 5(1), 16-30.
Wang, Y., Li, M., & Mobley, W.H. (2012). Advances in global leadership. Retrieved from CSUGlobal.edu.
Sauciuc, G. (2002) Denmark according to Hofstede’s cultural dimensions. Retrieved from http://www.limbistraine.com

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