...TITLE: Managing cultural differences By Name Course Professor University City/State Date Contents Introduction 3 Discussion of cultural frameworks 3 My cultural background and discussion of my cultural scores 6 Recommendation on cross cultural management 7 Conclusion 8 References list 9 Introduction Cultural practices in different regions of the world are different. In managing a firm in a particular region, a manager should thus understand the effective cultural practices in the region so as to conduct management in an effective manner (Joint, 2013). The cultural practices determine the expectations of the workforce from the manager and the conditions required by the workforce in a firm so as to yield an optimal output. The knowledge on cultural diversity is greatly applicable in the advertising and branding activities of the firm. It enables one to understand the consumer behavior and thus make informed decisions on the strategies to be undertaken (Verhoest et al., 2010). From the concept and impact of the difference in the cultural practices, then it is crucial for all managers to understand the cultural differences in the regions they conduct their management. In an aim to analyze the cultural frameworks, various cultural frameworks have been generated. The most preferred cultural framework for analysis is the Hofstede’s cultural framework (Dong et al., 2010). Discussion of cultural frameworks In this essay, one analyzes the nature and dimensions of the Hofstede’s...
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...Cultures: a comparison of Chinese and Australia national cultures Introduction Nowadays, people are facing increasingly international trade and they also work within a cross-culture environment. Even a pure domestic company need to face the competitor from worldwide level. It is important for a company to use the national culture efficient. International companies develop management and other practices in accordance with national culture they are operating in (Kogut, Singh, 1988). The effect which caused by the national culture on people's values and behaviours is the essential part of the multinational corporations' success within the global competition. With a good use of national culture, the company can have a better and deeper understanding of the local circumstances which is a critical ability for a managers who want to enter into the international markets (Esterby-Smith,1997). This report will compare three core cultural dimensions between Chinese and Australia national cultures. It will focus on how the national culture influence the corporations in the two country and the difference between the two cultures. one two three four seven six five chart talk The second part of this report will introduce the concept of culture which include the typically aspect of culture, values and behaviours. It will also discuss the theoretical frameworks of national cultures which can be used to analysed the difference between China and Australia. The main body of this report is the three...
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...particular social group or organization. According to (Immigration and Multiculturalism, n.d.), Australia is a country of migrants, originally from United Kingdom, which more than the path of two hundred years, displaced an original inhabitant and founded a liberal-democratic state. In the early days, Australians were disturbed by the subject of 'ethnicity'. For over fifty years, part of Australia ‘cultural issue' has been solved by implementing a rule of elimination. Australia changes their approach and at last discarded it in the late 1960s to enlarge its people after World War 2. From this environment, acceptance of a 'cultural diversity' guiding principle in 1970s was a past removal of the preceding procedure. Within the fundamental nature, cultural diversity not only evidenced and showed the growing multiculturalism of the country but as well as to hold and form it. Therefore, definition of “Multiculturalism promotes the integration of ethnic acceptance and respect for cultural diversity, community harmony and inclusion.” is true. Skilled labour is any worker who has acquired certain skill in their job or may have attended a college or technical school. An example of a skilled labour job is carpenters. Unskilled worker is a worker who has not acquired special skill or proficiency. If there is a shortage of migrant skills, the immigration restores the difference among labour supply and demand with no affect on local pay (Shah & Burke, 2005). The purpose of this...
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...Abstract It’s not only Western enterprises that expand globally, enterprises from emerging countries are doing the same more and more organizations are expanding from a local to a global market space. Especially India is establishing itself as economic center and is rapidly becoming the new global economic superpowers. An understanding of local culture and how it affect Western leadership practices and behavior is key in order to become a successful leader, as Western enterprises continues to establish themselves into these emerging markets. In the very same way as enterprises from emerging markets need to understand the local culture when they establish themselves in Western countries. The aim of this report is to investigate what cultural factors/dimension that affect leadership in the context of multi countries as well as to investigate behavioral styles and practices leaders operating in India and see how Western leadership theories are relevant to these set up. Introduction In today’s world we have emerged from the industrial age, into the information age where knowledge is our most valuable assets. The rapid technological development that have enabled this information age is also affecting the pace at which change is happening in the world. The pace of change is rapidly increasing and in order for organizations to be successful they need to keep up with this pace (Schwarz & Brock, 1998). In a recent business leader review with more than 400 senior executives...
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... Marcos Vinicius Steluti Gulin PROCEDURE 1.a The country that I chose to import products into Australia was Brazil. The area field was food and the product is the acai berry. PRODUCT The fruit, commonly known as açaí berry, is a small, round, black-purple drupe about 1 inch (25 mm) in circumference, similar in appearance to a grape, but smaller and with less pulp and produced in branched panicles of 500 to 900 fruits. In the general Brazilian consumer market, açaí is sold as frozen pulp, juice, or an ingredient in various products from beverages, including grain alcohol, smoothies, foods, cosmetics and supplements. In Brazil, it is commonly eaten as Açaí na tigela (acai in the bowl). Information taken from: http://en.wikipedia.org/wiki/A%C3%A7a%C3%AD_palm DRIVERS OF CHOICE The reason for choosing the acai product for import into the Australian market, are: 1- Australians generally care about health and has an interest in natural products. 2- The climate of Australia is hot, making the product suitable for the Australian market. 3- Acai is an original product of Brazil, which makes it interesting and new to the Australian public. The purpose of business is to buy fruit and turn it into finished product, packaged and prepared for consumption in Brazil. And soon after that industrialization, sends him to Australia by refrigerated containers. The great strength of the business is the low cost of fruit, labor and product...
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...Cross Cultural Awareness and Communication INTRODUCTION Communicating across cultures can be a difficult experience. All successful communication results from one person understanding the meaning and intention of what another person has said. The skills associated with effective and rewarding cross-cultural communication can seem elusive to many people who lack experience of this form of interaction. The information contained in this fact sheet is designed to initiate and/or guide your cross-cultural experiences. The resources and contacts listed are intended as a starting point for further learning. WHO ARE CALD STUDENTS? Culturally and Linguistically Diverse (CALD) students are not international students – they are citizens or permanent residents of Australia. Some are voluntary migrants, while others have entered Australia on a Humanitarian Visa after being a refugee. CALD students come from many countries and represent many cultures and languages. The University of Tasmania currently has significant numbers of students enrolled who come from Chile, China, Korea, Iraq, India, Sierra Leone, Liberia, Sudan, Ethiopia, the Democratic Republic of the Congo, Iran, Burma, Bhutan, Nepal, Zimbabwe as well as small numbers of students from other countries. These students bring with them a vast array of life experiences and useful perspectives on the world around us. Many have fled violent civil wars, religious or political persecution or natural disasters like famine and drought. Many...
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...Hofstede’s Six Cultural Dimensions Princess Smith BUS 600 Management Communications with Technology Tools Instructor: Brian Shaw March 10, 2013 Hofstede’s Six Cultural Dimensions “Hofstede’s research has been instrumental in furthering an understanding of cross-cultural management theory and practice, revealing that members of different societies hold divergent values concerning the nature of organizations and interpersonal relationship within them.” (Fernandez, Carlson, Stepina, & Nicholson, 1997). His work involves the identification of key work-related dimensions of national culture and six cultural dimensions such as power distance, uncertainty avoidance, individualism, masculinity, pragmatism, and indulgence. “Conducting business in today's modern business environment presents exciting opportunities for businesses and individuals.” (Baack, 2012). These dimensions, when considered together, were viewed as providing a framework for understanding how a culture resolves some of their most basic problems of life within organizations. Using the Hofstede Center, I did a cultural survey report on Australia and China which happens to be two of my favorite countries; one of which I have visited in the past. This type of report can be helpful in comparing the U.S.’s culture to others as well and how the U.S.’s culture can influence the way I understand the world around me. Culture has a very significant influence of people, especially managers and executives in...
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...How are these differences manifested, and responded to, in your own workplace? The workplace experiences of employees from Non–English Speaking Backgrounds (NESB) differ from other workers for a number of reasons. Employment opportunity is a primary reason why individuals emigrate to other countries (de Castro et al. 2006). While employment in a host country has benefits, immigrants often face considerable challenges as they learn and adjust to the norms and values of the host culture. In particular, immigrant workers may face the ‘‘double jeopardy’’ of dealing with stressors related to both working in a new country as well as to living in a new society (de Castro, Gilbert & Takeuchi 2008). Like other European countries, Australia is also a very attractive destination for migrant workers. Migrants have been part of Australian society and the Australian workforce since colonisation began in 1788. However the migrant population at the time was of a predominantly European background. It was from the mid-nineteen century when Chinese, Pacific Islander, Lebanese, Afghan, Indian and European migrants arrived and settled in Australia. Due to the gradual liberalisation of Australian immigration policies, the ethnic composition of Australian migrants has shifted significantly, bringing in migrants from Southern Europe, Middle East, Asia and South America. Today well over 20% of Australians were born in another country, out of whom more than half came to Australia from non-English...
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...the winter university break of 2011, Mark decided it was crucial to gain some experience relevant to his field of studies to help boost his chances of obtaining a graduate position the following year. Knowing that marketing internship positions in Australia were relatively more saturated and competitive than previous years, Mark decided to apply for positions overseas as an alternative however, he expected to complete an internship within Australia. After his last internship application in Australia was rejected, Mark felt incredibly deflated and was now worried he would not even land an internship position at all. Two days later, he received the following email: “Congratulations Mark, we are delighted to inform you that you have been accepted into JDH’s marketing summer internship program in Hong Kong…” After receiving this offer, Mark soon realised he was about to leave Australia for the first time in his life. He was incredibly anxious; knowing little of what lies for him on the other side of the world. Although Mark had been working part-time at a large department store for the past year, he never experienced work life in a corporate setting, let alone a different country, and was unaware but curious about potential differences in ethics and culture. On the 3rd of December 2011 at 8:20am, Mark set off on a grueling eight hour plane trip to Hong Kong. When arriving at Hong Kong International Airport, Mark noticed a lot of immigration and customs staff had a very limited grasp...
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...Introduction The purpose of this report is to analyse an article regarding a Starbuck’s failure in Australia. The main idea of the article is about Starbuck’s upcoming expansion opening about 1200 stores around the world in 2013. According to the article, Starbuck’s global strategies to international market seems going well considering the fact that it has the biggest coffee-chain in the world over many years. However, the article also points out a retreat of the company in Australia with the number of the stores dropping from 84 to 22 in 2008 (기사). The decreasing popularity of the company in Australia appears to be quite surprising compared to its significant success in the U.S and many other countries such as Canada, Japan and China and so on. In this manner, examining Starbuck’s failure in cross cultural factors rather than identifying reasons of prosperity in other countries can be critical for the company. Moreover, finding out the fundamental reasons of its regressive business in Australian market might lead to developing solutions for cultural markets as well. Surely, the Starbuck’s failure in Australian market can be explained by various cultural factors. In this report, however, global strategy will be discussed as a major theoretical principle and finally there will be recommended solutions for the problems. Starbucks Struggling In Australia With the growing trend of globalisation, many companies has been trying to expand their business globally for past...
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...John Bull, which are sold only in New Zealand. Up until now Blundstone has maintained modern facilities in both Australia and New Zealand, which make it one of the most recognizable boots brands in the world. The report’s purpose is to determine whether Blundstone should expand their manufacturing production to Indonesia or not, based on PESTL and SWOT analysis. 2.0 Political Environment 2.1 Government Stability The political environment in Indonesia during the last decade was unstable, the performance of the government was rated unsatisfactory and they could not bring welfare to Indonesian citizen (Okezone 2014). SBY (Susilo Bambang Yudhoyono) as the former president of Indonesia himself admitted that SBY and his cabinet have not succeeded in clearing the corruption problems in Indonesia during his leading period (The Jakarta Post 2014). However, the new president of Indonesia, Joko Widodo, has applied some new changes in the government affairs in order to improve efficiency and effectiveness of government performance and to reduce the number of corruption problem in Indonesia (Kompas 2014). Therefore the new government are hoped to bring welfare to the Indonesian citizen. 2.2 Government Relations The relationship between Indonesia and Australia in the past seems to be unstable. Both countries started the diplomatic relation since 1947 when Australia took part as Indonesia’s representative for UNGOC (United Nations Good Offices Committee). A big conflict happened...
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...The Hofstede model can help the company find suitable countries having similar dimensions as the United States (The Hofstede Centre, n.d). This is important because the company has plans to maintain its culture in the new office. The Hofstede Model gives national cultural scores for dimensions such as power distance, individualism, uncertainty avoidance, and masculinity (The Hofstede Centre, n.d). High power distance implies acceptance of power differences between members of society. Low power distance implies intolerance to uneven distribution of power and therefore there is need for sharing of power among different people (The Hofstede Centre, n.d). The power distance scores of Great Britain and Australia are 35 and 36 respectively. These scores are closest to United States score of 40. With respect to individualism, Great Britain, Australia, and United States have scores of 89, 90, and 91 respectively (The Hofstede Centre, n.d). These close scores imply Azure Company can operate without much challenges in the two countries. Therefore, Great Britain and Australia have similar qualities to the United States and therefore are potential locations for the company’s international offices. Similar cultural qualities for potential international offices are important because it will enable the company roll out its operations easily (Wiklund, 1987). However, potential risks Azure must expect include political,...
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...the lives of large numbers of people. Their earlier perceptions about such a loss of saliency coincides with the 19th century emergence of modern-industrial states, where social theorists such as Durkheim, Weber and Marx, theorised that status based social differentiation was replaced by the social class as the driving force in society. Ethnicity and racial differences were viewed as surviving anachronisms, dating from pre-modern, traditional societies. This analysis was shared by social commentators and policy-makers who operated with an often implicit view that assimilation of minority groups had either occurred, or was in progress. The trend towards global cultural homogenisation, typified by the metaphor of the "global village ", presaged a quickening of this type of development. Even in those industrial nations such as Australia, Canada or the USA which continued to receive large numbers of immigrants, assimilation was viewed as the inevitable process. By the 1960s, the ethnic rights movement and unrest in a number of the Western industrial countries led to increased questioning of assumptions that ethnic differences were of declining significance. The re-emergence of major ethnic divisions within the former USSR and Eastern Europe has coincided with a major growth of international population movements as a response to economic changes as much as political unrest or demographic pressures (Castles & Miller 1993;Kritz et al 1992; Stahl et al 1993). Together these changes...
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...1. Using this case and the cultural dimensions explored in this chapter, discuss some of the ways in which citizens of Australia and New Zealand are members of cultures very different from any other in Asia. - Australia and New Zealand cultures are drastically different from the culture of those who live in most Asian countries. No matter where you live, religion plays a large role in everyday life. Australia and New Zealand’s most practiced form of religion is Catholicism while the most practiced religion in Asia is Hinduism. The two different religions definitely play a role in how the countries cultures are and how they operate in business. The different religions can have an effect on work breaks, holidays, or ‘blessing’ of office locations. All of these things can have an effect on profit for your company. Another cultural difference is that Asia signifies the importance of developing long-term relationships to make a profit which is different from Australia and New Zealand. This does not mean that Australia and New Zealand do not aim for long-lasting relationships to help in their business practices; they just do not put as much stress on that as other Asian cultures. Strong relationships are vital to the cultural success of other Asian civilizations. The keys to Australian businesses being successful in Asia are perseverance, patience and building relationships. For successful engagement in business in the region, don’t just focus on understanding the culture of ‘the...
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...significant when it is seen as an expression of inequality meaning that wider social issues are at play that effect indigenous people specifically. The two major reasons or drivers of this over-representation stem from this inequality; the first is an element of institutional discrimination found in both the courts and the police services in Australia which tend to target indigenous people disproportionately with the facilitation of legislation and practices which indigenous people have little to no involvement in formulating. The second is a set of cultural and social norms that exist amongst indigenous people which clash with the norms of the dominant white culture who are responsible for the laws and regulations that all groups in society are meant to abide by. Furthermore social conflict theories on crime such as those formulated by Turk and Sellin provide a rich theoretical support for the reasons behind the over-representation of indigenous people in the criminal justice system. The over-representation of aboriginal people in Australia is a perfect example of the effects of inequality in modern society, arising from clashing cultural norms and institutional discrimination found within the criminal justice system caused by said inequality social conflict theories are...
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