...3) Critically discuss how knowledge of process theories of motivation should influence managing the performance of diverse teams within global organisations. Introduction Employee performance has commonly been shown as the function of ability, motivation and situational circumstances, with this one equation it can now be seen that although having talent within an organisation is important, without motivation employee performance can never be optimised. Motivation is considered the be the driving force behind the behaviours we carry out to achieve a goal, finding and creating the right motivational triggers for an employee can prove troublesome, but it is of the upmost importance if a business wants to become successful (Burford et al 1995; Nhat et al 2013). Theories surrounding the mechanism as to how motivation is precipitated within an individual or group are known as process theories of motivation (Ashleigh and Mansi, 2012). Process theories have been largely influential for organisations who are considering how they can optimise motivation; however with the growth and development of multinational organisations can they still be effectively applied? Hofstede’s (1980) work surrounding the pertinence of American motivational theories in different cultural settings identified several key cultural dimensions which should be taken into account. Of this the Individualism Dimension (IDV) was highlighted as having a prominent effect on how motivational theories could be applied...
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...Market Segmentation: An Application Using Consumers’ Perceived Service Quality James Agarwal, Naresh K. Malhotra, and Ruth N. Bolton ABSTRACT The spread of global culture is being facilitated by the proliferation of transnational corporations, the rise of global capitalism, widespread aspiration for material possessions, and the homogenization of global consumption. The extent of convergence of cultural values across nations has been debated by international marketing researchers. However, from a practical standpoint, transnational firms require a cross-national, cross-cultural approach to market segmentation that can be used to guide the development of global marketing strategies. In this study, the authors investigate the application of cross-national versus cross-cultural approaches to market segmentation through a rigorous empirical investigation in the context of banking services. Although services constitute the fastest growing sector of the world economy, few studies have examined global market segmentation strategies for them. The authors develop theory-based crossnational hypotheses and test them by estimating a structural model of consumers’ perceived service quality using survey data from two countries: the United States and India. They test cross-cultural hypotheses by estimating the same model on culture-based clusters. They demonstrate that there are distinctive differences between cross-national and crosscultural models of perceived service quality and highlight...
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...behavior. In an organization context motivation is defined as the use of rewards and compensation to boost employee’s morale and satisfaction (Long, 2005). This action in the end increases performance and productivity of workers. Motivation can either be intrinsic or extrinsic. Extrinsic motivation or external motivation involves the use of tangible rewards to boost employee’s performance. Tangible rewards include pay and other salary benefits. Intrinsic motivation or internal motivation involves the use of intangible rewards to increase employee’s performance. Intangible rewards include safe working conditions, promotion, job titles, incentives and good working policies (Hiam, 2003). In this paper, therefore, my objective is to discuss how culture affects Herzberg’s theory of motivation the two-factor theory. In his 1959 motivation book, Fredrick Herzberg discusses the factors that lead to satisfaction and dissatisfaction in the workplaces. Herzberg was interested in knowing what pleases employees and what displeases them in their work environment. To conclude his study, Herzberg found that opposite of satisfaction is not dissatisfaction but demotivation (Sansone, 2000). He came up with a theory that he labeled two-factor theory that is the motivation- hygiene theory. He differentiated elements as either motivators or satisfiers. Motivating factors improve job satisfaction and employee’s morale. Satisfying factors act to prevent dissatisfaction or simply demotivation (Tracy,...
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...An Analysis of the Culture of an Organization Student’s Name University Contents 1.0 Background to the Organization...........................................................................................3 2.0 Theoretical Framework.........................................................................................................4 3.0 Discussion of Central Topic..................................................................................................6 4.0 Conclusions..........................................................................................................................13 References..................................................................................................................................15 An Analysis of the Culture of an Organization 1.0 Background to the Organization Every organization has a personality that is unique, that individual character in the society is its culture (Barker, 2010). My company of choice for analysis is The Hongkong and Shanghai Banking Corporation (HSBC). I have used this bank to discuss the central topic in my report.As I have found it to have a strong corporate culture that has continued to improve its efficiency, value, performance and ratings over the years. HSBBC is a privately based organization; it was incorporated in 1865 with a primary objective of increasing trade and commerce between Europe and China. The headquarters of HSBC are located in London...
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...The goal of this essay is to discuss the importance of culture, the job, and organisational context in determining whether wage compression and symbolic egalitarianism are best. Pfeffer (2005) argues for wage compression and symbolic egalitarianism as two of thirteen management practices that lead to superior organisational performance, and the rationale and validity of his argument will be assessed in line with the work of Hofstede as applied to studies of multinational corporations. Pfeiffer’s arguments will be shown to be of limited application contingent on the context they are being applied to. Symbolic egalitarianism is a conscious strategic decision within the organisation to remove symbols of hierarchy and the differential valuing of employees. This can include decisions such as moving managers from their offices to open plan areas, reducing or removing tiers of titular status, or status symbols attached to seniority or role. Pfeffer argues symbolic egalitarianism signals equality and improves communications, it “diminishes ‘us’ versus ‘them’ thinking” [ (Pfeffer, 2005, p. 101) ] which he believes creates a more collaborative environment with better information flow and cooperation due to the hierarchical barriers between employees and managers being removed. Organisations make a strategic choice in their remuneration and reward programs to enforce either hierarchical or egalitarian culture. Egalitarian systems allow earnings to increase without employees having...
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...Culturing the Culture: Gate Safe Inc. Renato K. Santos Embry-Riddle Aeronautical University Abstract Cultural differences were examined within Gate Safe Inc, elaborating the effects it has on the culture of the organization. The performances of the employees due to these differences were analyzed and solutions were made available to solve some of these issues. The theories of leadership and how managers are able to impact the culture in a successful way avoiding these cultural clashes were also analyzed. Employees from collectivist cultures were evaluated to solve these issues. In contrast, employees raised in an individualist culture were also evaluated. In conclusion, it was determined that in the environment of Gate Safe Inc, the collectivist culture has been shown more effective. Introduction Gate Safe Incorporated is an airline security services company, which provides catering inspections, access control, baggage handling, aircraft monitoring, and cargo screening for major domestic and international carriers around the United States (Gate Safe, n.d.). Gate Safe prides itself in complying with all TSA regulations to provide a safe environment for the flying public. Gate Safe was established after the horrific attacks on 9/11 in a measure to safeguard the flying public and avoid another terrorist attack through the sky. The organization believes that all people shall be treated equally and under its corporate values, it states “Respect – which celebrates the diversity...
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...International Human Resource Management Term Paper 1st Submission Dated: 20/09/2011 Submitted To: Submitted By: Prof. Sukhjinder Baring Sahil Goyal Course Instructor MBA-2B IHRM Contents * About LG * Global Presence * HR policies of Different Countries * PCN Strategies * Studies About LG: LG Electronics was founded in 1958 at Seoul, South Korea. This multinational company is the 2nd largest electronic products maker of South Korea and third largest appliance maker in the world. Yong Nam is the CEO & Vice Chairman of the company who is making it possible to spread the network of LG throughout the world. Headquarter of LG Electronics is in LG Twin Towers at Seoul, South Korea. LG Electronics is the owner of Zenith Electronics and has a joint venture with Philips Electronics under the name of LG Display. Both the companies are putting their effort in manufacturing and developing the quality of their products. Some important subsidiaries of LG Group are LG Electronics, LG Telecom, LG Chem. and Zenith Electronics in more than 80 countries. LG Electronics was established in 1958 as GoldStar. LG Group is the merger of Lucky and GoldStar, two...
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...Greet Hofstede`s cultural dimensions Hello everybody. My name is Elchin. Today I will talk about Greet Hofstede`s cultural dimensions. Every manager should have deep knowledge about culture because we live in globalization time. What is culture? Culture is a system of values, beliefs, and norms shared among a group of people. People`s culture affect the values in the workplace. That’s why management processes should be different according to cultures and according to the people from different cultures in the workplace. The most famous study about how culture relates to values in the workplace was conducted by Geert Hofstede. From 1967 to 1973 he did a long research among more than 1 million employees in IBM company. He identified 5 dimensions. These dimension are 1) power distance, 2) individualism versus collectivism, 3) uncertainty avoidance, 4) masculinity versus femininity 5) Confucian dynamism or long term orientation. Let`s briefly review all these dimensions. Power distance. Power distance is about how much a culture accepts or doesn’t accept authority. If people in high positions or in high status show his or her power, rank or status and other people from lower levels accept this behavior; it means there is a high power distance. For example my country Azerbaijan is high power distance country. You cannot joke with your boss; you have to be careful while talking with people from high status etc. And the boss working room is separated from others. But it is not...
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... | |Dimensions of Culture | |MGT 4330-201 | |Spring 2013 | |Yundong Huang | |Texas A&M International University | |Gwennie Bee Potzka | |Due 3/15/2013 | Dimensions of Culture The five dimensions of culture are individualism, masculinity, power distance, uncertainty avoidance, and long-term orientation. Individualism versus collectivism refers to how people see themselves and their relationships. Individualists say that individual interests dominate over group interests. Traits are that ties between people are loose, people only...
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...India In today’s global market, external environment is a large influence on HRM activities. One of the factors that contribute significantly to this external environment is culture. Hofstede’s five dimensions can be used as the indices to compare and contrast the HR issues faced in United States and India. 1. Individualism versus collectivism : The typical traits of individualism include individualists viewing themselves as independent of the group that they are a part of. Goals and objectives to individualists involve prioritizing their own objective over group objective. Outlook and behavior includes placing one’s own personal attitude over social outlook. Individualists look after themselves and their direct families only. Collectivists on the other hand, identify themselves as a part of a group and are dependent on the group. Goals and objectives are group oriented. Outlook and behavior are driven by social norms. (Kulkarni, Hudson, Ramamoorthy, Marchev, Georgieva-Kondakova, Gorskov, 2010) When we identify this dimension to United States and India, United States is considered highly individualistic in culture. They are independent; individual rights take priority over obligations to others. They stay true to their own values and beliefs and pursue individual goals and interests. Indian culture on the other hand, is interdependent, collectivistic, where people are emotionally, economically and ecologically reliant on one another and take responsibility as a group....
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...the dimensions. Individualism and Collectivism Individualistic cultures “offer their members a great deal of freedom, the belief being that this freedom makes it possible for each person to achieve personal success” . Members tend to “put their own interests and those of their immediate family ahead of social concerns” In contrast, members of collectivist cultures “have tight social frameworks in which members of a group . . . feel primary loyalty toward one another and the group to which they belong” . · Todd has his own apartment in Seattle, he lives alone, and he is ambitious and consumption-oriented. As he explains to Puro: “In my world, it just makes sense to work your ass off and go into credit card debt just so you can have that 50-inch plasma.” · Todd also does not see his parents often, even though they live only two hours away from him. This news stuns Puro, who also cannot understand why Todd continues to work for a company and a boss he dislikes. Todd and Puro are at opposite ends of the individualism-collectivism continuum. A series of events at the beginning of the film also highlight the contrast between individualist and collectivist cultures: · When Todd sits down on a crowded train after a boy has given him his seat, the boy unabashedly sits on Todd’s lap, much to the surprise of Todd, who is used to the private personal space of a person from an individualist culture. · When Puro is taking Todd to his accommodations, Puro...
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...Fons Trompenaars. I - Introduction Different national cultures comprise different cultural value systems. The value systems are generated from a conception, or as noted previous beliefs, of existing means or resources, and necessities. Cultures have various standards and some factors such as behaviors, traditions or communication of one culture can be observed as irrelevant or sometimes even threatening by other cultures. These uncertainties can bring into being cultural gaps between people within a workforce. Not only do the variety of cultural structure interacting together increase the potential for conflict or disagreement, but also methods of control disputation among the cultures. The project manager must be able to handleconfrontation using different styles, depending on the circumstances, in order to effectively manage a diverse team. This paper discusses the most well-known and accepted theories of cultural differences and illustrates them with cases from international project management. Two leading studies of cross-cultural management have been conducted by Geert Hofstede and FonsTrompenaars. Both frameworksoffer a set of cultural dimensions along which core values can be obtained. These structures influence on human thinking, feeling, performance, and the behavior of organizations and institutions in predictable practice. The two sets of measurements indicate basic difficulties that any culture has to deal with but for which solutions are in dispute...
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...COGNITIVE ORGANIZATION AND IDENTITY MAINTENANCE IN MULTICULTURAL TEAMS A Discourse Analysis of Decision-Making Meetings Jolanta Aritz Robyn C. Walker University of Southern California Measuring culture is a central issue in international management research and has been traditionally accomplished using indices of cultural values. Although a number of researchers have attempted to identify measures to account for the core elements of culture, there is no consensus on those measures. This article uses an alternative method—discourse analysis—to observe what actually occurs in terms of communication practices in intercultural decision-making meetings, specifically those involving U.S.-born native English speakers and participants from East Asian countries. Previous discourse studies in this area suggest that differences in communication practices may be attributed to power differentials or language competence. Our findings suggest that the conversation style differences we observed might be attributed to intergroup identity issues instead. Keywords: intercultural communication; intercultural communication; group communication; discourse analysis; intercultural management; group decision making; communication accommodation theory In an increasingly global economy, multicultural work teams are becoming more commonplace, and fostering teamwork in multicultural teams is a growing challenge. The growing body of intercultural research suggests important Jolanta Aritz is an Associate...
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...2 LEARNING OBJECTIVES After reading this chapter you should be able to •• describe the basic characteristics of culture and explain how cultural dimensions can be used in global HRM, •• describe how the institutions of society can shape HRM policies and procedures, •• discuss the possibility of the convergence of HRM across countries, •• explain how the heritage of state socialism continues to influence the context of HRM in transition economies, and •• discuss the effects of cultural and institutional context on the HRM role and on employee expectations. 23 24 ESSENTIALS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT Springtime in Paris As she savored the last bite of her croissant, Martha Pereaux, HR director for C3 Technologies, thought about how she would approach her latest “cross-cultural collision,” as she had come to think of them. In the year since she had moved to Paris from Houston, there had been many, but none quite as bizarre as this one. Martha had taken the big promotion to head up the HR division of the joint venture between Houston-based SuperChem and the French company. C3 developed technology for the oil industry, primarily new types of concrete that formed the barrier wall for offshore oil and gas wells. The joint venture was meant to take on the likes of the giant Schlumberger on its own turf and compete with them for valuable technical staff. Everyone said she was the perfect choice, having grown up in a bilingual family in Canada...
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...The Theory of Individualism and collectivism in the Translation of Address Terms 1. Introduction In 1980, Hofstede made his original study on cultural dimension of individualism and collectivism. Since then, many researchers have focused their attention on this field. Individualism versus collectivism has been established “as one of the basic pattern variables that determine human action” and “Individualistic and collectivistic value tendencies are manifested in everyday family, school, and workplace interaction” (Samovar, Porter and McDaniel, 2010). Since culture and translation enjoys a close relationship, individualism versus collectivism, as one of the theory in cross-cultural communication, plays a significant role in Chinese-English translation. When focusing on the translation of address terms, we can easily find the changes in the rendition of them which are due to the difference of value tendencies between Chinese collectivism and western individualism. And many scholars believe that the theory of individualism and collectivism functions in the translation of address terms. Therefore, the aim of this paper is to make a further discussion on the Chinese-English translation of address terms under the guidance theory of individualism and collectivism. Individualism and collectivism The concept of individualism and collectivism has been widely discussed in the field of cross-cultural communication and many scholars have given their own definitions. In this part, we will...
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