The communication has four components, that without one of them there will not be possible a good communication, this components are:
–The communicator
–The receiver
–Perceptual screens
–The message
In the organizations communication is very important to achieve goals, and managers must have skills to communicate, express their ideas, listen and have a good relation in a proper way to their employees. There can be 5 types of effective managers:
Expressive speakers:
•Openly express thoughts, opinions, ideas and feelings.
•Talk to employees as friends
• the result is that employees know where they stand
Persuasive leaders:
•Rather than directive and autocratic
•They encourage others to achieve results instead to giving orders.
Sensitivity to feelings:
• Is capable of adopting a critical perspective and provide negative feedback, is confidential and in a constructive manner.
•Works to enhance employee self-esteem.
Informative managers:
• Uses dissemination of information.
Keep employees well informed.
Avoid overload information.
Reference:
Class Presentation- Organisations and Cultures, Lecturer: Cristina Robledo A. -2010 - 02
Question:
1. Communication is a process that allows organizations to send/receive messages within their own boundaries but also to interact with outside entities (customers, suppliers, the media, etc.). Messages are send/received not only through oral and written statements, there are many channels and ways that need to be considered when discussing effective organizational communication. In that sense, the use of sounds has become increasingly important.
Based on the article “If Intercontinental were a sound…what would it be?”*, Please discuss the implications (potential advantages, disadvantages, challenges, etc.) of using sounds to send strategic messages. You need to integrate the use of key concepts relating to the topic of communication to support your answer.
*Michael Spencer, "If InterContinental were a sound … what would it be?", Journal of Business Strategy, Vol. 31 Iss: 4, pp.39 - 46
Answer:
An organization must be aware of the implications of communicating using sounds and accents have when this organization is trying to achieve an specific result.
Good communications are basic to successful relations in Business, I think that using sounds to communicate and communicating with some despite to obtain a result can be beneficial for a short term result, but can be bad for a long term relation with customers, suppliers and the media.
In the article: Why Good Communication Is Good Business - By Marty Blalock, the author explains: ” Flatter organizations mean managers must communicate with many people over whom they may have no formal control. Even with their own employees, the days when a manager can just order people around are finished. The autocratic management model of past generations is increasingly being replaced by participatory management in which communication is the key to build trust, promote understanding and empower and motivate others”.
The past article show us how now days the complexity of the organizations is making that communication must be simple, it isn’t always easy to send a clear message for example messages send through a melody not always is perceived clearly en the receiver doesn’t receive a clear goal, it can be ambiguous, this is one of the problems of communicating through sounds, the communication ambiguous and the receiver wont get the organization propose.
Reference:
http://www.bus.wisc.edu/update/winter05/business_communication.asp
6.9.10
East Asia
If we analyze the Korean and Japanese culture we can see that this culture converge and diverge in many case Appling the theory, in the Japanese culture there are what they call “the zabatsu” this are groups of companies that are own by some families that have the power of manage them since their pasts from years before, this group have the government backup and have especial preferences about taxes and regulations.
Japan have specially care for business relations and they extremely protect the organization values, for example relations between suppliers and clients are treated with especially care because they think that the whole chain in the production is the one that manage the information, and the information is very important for a long life relation.
Korea have similar management styles like Japan, they have a similar conglomerate of companies with family origins called “Chaebol” This families also have a lot of power in their media but not the governments complete support like in Japanese culture, for example they are not allow to have or manage banks corporations.
This two cultures converge a diverge with the other countries cultures around the world and in some specific spects they change and adapt to need way in favor of entering to the global market, but they also have traditions that make them like they are and characterize them so diverging is also apply when globalization hits.
References:
http://www.us.emb-japan.go.jp/english/html/index.html
http://www.koreaembassyusa.org/
http://www.analytictech.com/mb021/cultural.htm
Questions
5.What is isomorphism? Do you think organizations change management styles to adapt to the environment? Which environment is stronger: national environment or international environment?
Answer:
Isomorphism is the ability of a organization to change and adapt to a different environment in were it is situated different than the original one.
When a organization open a new division in a different region it has to be aware of how different is the new location in terms of traditions, culture, people, laws, rules, protocol, etc, and it must change the critical managerial styles that can crash with the local traditions, so yes an organization must change its managerial style if the managerial style isn’t compatible with the external environment in which the organization is located.
Local and international environments represent taking good decisions for a organization, I think that if the company grew up in a local environment this environment will be known by the organization and it will be easier to handle an to take decisions, instead of the international environment that for a local organization if is trying to open new divisions or is opening market, the international environments will be more difficult and it will take to make investigations and analysis in order to take less risk and good decisions.
1. List the main similarities and differences of Japanese and Korean management styles.
Answer:
Firstly we have a lot of similarities just to mention some of the most important are: this two countries have a close culture between theme and have similar managerial styles, they are both in the same continent so they sale their products to a common market. This two countries by culture both are very committed to their job a and always look for a long term relation between clients a suppliers, both countries are always thinking in globalization and in international business.
The differences between them is their principal motivations for production an the different sectors, for example Korea is more emphasized in technological sector and the government protect with especial care this industries. In Japan the government protect the agricultural and manufacturing sectors.
This two economies are growing economies that are nowadays improving their market share and acquiring global participation and power.
References:
http://www.us.emb-japan.go.jp/english/html/index.html
http://www.koreaembassyusa.org/
http://www.analytictech.com/mb021/cultural.htm
Japan have specially care for business relations and they extremely protect the organization values, for example relations between suppliers and clients are treated with especially care because they think that the whole chain in the production is the one that manage the information, and the information is very important for a long life relation.
Korea have similar management styles like Japan, they have a similar conglomerate of companies with family origins called “Chaebol” This families also have a lot of power in their media but not the governments complete support like in Japanese culture, for example they are not allow to have or manage banks corporations.
This two cultures converge a diverge with the other countries cultures around the world and in some specific spects they change and adapt to need way in favor of entering to the global market, but they also have traditions that make them like they are and characterize them so diverging is also apply when globalization hits.
References:
http://www.us.emb-japan.go.jp/english/html/index.html
http://www.koreaembassyusa.org/
http://www.analytictech.com/mb021/cultural.htm
Questions
5.What is isomorphism? Do you think organizations change management styles to adapt to the environment? Which environment is stronger: national environment or international environment?
Answer:
Isomorphism is the ability of a organization to change and adapt to a different environment in were it is situated different than the original one.
When a organization open a new division in a different region it has to be aware of how different is the new location in terms of traditions, culture, people, laws, rules, protocol, etc, and it must change the critical managerial styles that can crash with the local traditions, so yes an organization must change its managerial style if the managerial style isn’t compatible with the external environment in which the organization is located.
Local and international environments represent taking good decisions for a organization, I think that if the company grew up in a local environment this environment will be known by the organization and it will be easier to handle an to take decisions, instead of the international environment that for a local organization if is trying to open new divisions or is opening market, the international environments will be more difficult and it will take to make investigations and analysis in order to take less risk and good decisions.
1. List the main similarities and differences of Japanese and Korean management styles.
Answer:
Firstly we have a lot of similarities just to mention some of the most important are: this two countries have a close culture between theme and have similar managerial styles, they are both in the same continent so they sale their products to a common market. This two countries by culture both are very committed to their job a and always look for a long term relation between clients a suppliers, both countries are always thinking in globalization and in international business.
The differences between them is their principal motivations for production an the different sectors, for example Korea is more emphasized in technological sector and the government protect with especial care this industries. In Japan the government protect the agricultural and manufacturing sectors.
This two economies are growing economies that are nowadays improving their market share and acquiring global participation and power.
References:
http://www.us.emb-japan.go.jp/english/html/index.html
http://www.koreaembassyusa.org/
http://www.analytictech.com/mb021/cultural.htm
Motivation
Motivation as the oxford sociology dictionary define it: “as the need to perform well or the striving for success, and evidenced by persistence and effort in the face of difficulties, achievement motivation is regarded as a central human motivation”.
There are 5 important theories of motivation that are:
1.Maslow's: This theory proposes 5 levels of needs, starting from a base of biological needs and ending in self actualization, this theory says that is people is motivated is when they feel their needs.
2. McGregor’s: says there is two types of motivation, Theory X refers to people that feel motivated for satisfying their lower order needs, they Only like to work because they need or want the Money. And Theory Y, which says that individuals seek to satisfy the higher order of needs; so they are responsible, committed to their jobs, and contribute to the goals of the organization.
3. Herzberg’s: this theory talks about satisfaction and dissatisfaction in the workplace depending in two different factors:
1. Motivation factors
2. Hygiene factors
4. Alderfer's ERG: Is the evolution of Maslow´s theory, this theory says that, needs can be satisfied simultaneously and doesn’t have an order.
5. McClelland's: this theory says that people have 3 needs that motivate independently the individuals, that are :
1. Achievement,
2. Power
3. Affiliation.
References:
http://www.enotes.com/oxsoc-encyclopedia/achievement-motivation
Questions:
1. What are the Hawthorne Studies? explain its importance for studying motivation at the workplace and its influence over diverse motivation theories. (include key findings and limitations)
Answer:
The Hawthorne Studies is an experiment that was created to analyze if the lightening in a the workplace influenced the productivity of the employees, this experiment show as result that the employees have a better result and work better if when they were working the think that they were observed.
With this studies then it start making experiments and analyzing the different factors that influenced employees at the moment of working and achieving results in a period of time, the results show that things like as lighting, moments of rest, water breaks, give comfort to the individual in his work area and stimulate work but weren’t the best alternative to improve productivity.
These studies show also that the best motivators for stimulating jobs to employees are the recognition of their work, the communication between the chain of command, the feeling of belonging to the organization and incentives that make them improve their motivation.
The Hawthorne studies can be analyzed with the Macgregor’s theory that tells that there are two types of motivation, the motivation X that is that the employees are motivated by money and the Motivation Y that is that the employee need to feel that he belong to the organization and participate in its goals in order to assume more responsibilities.
References:
http://www.envisionsoftware.com/articles/Hawthorne_Effect.html
2. Based on the class activity about "Flight 001: Motivating Employees", please answer the following question: ¿Which motivation theory do you think has the most relevance for understanding the behavior of Griffin and fostering her motivation at work?
Answer:
According to the Flight 001, Motivating Employees the theory that is more relevant to motivate employees in the organization is the McGregor's Theory Y beacause is the most relevant for understanding and describing Emily Griffin’s behavior in her workplace.
The example for this theory that propose that the main source of motivation is that employees can contribute to organizations goals by applying their knowledge and increase the participation in the organization, in the case of me Griffin she is working in the lower order needs in flight 001 and she wants to work in the is the higher order needs, she want to have more responsibility, and have more decision power and improve her knowledge.
There are 5 important theories of motivation that are:
1.Maslow's: This theory proposes 5 levels of needs, starting from a base of biological needs and ending in self actualization, this theory says that is people is motivated is when they feel their needs.
2. McGregor’s: says there is two types of motivation, Theory X refers to people that feel motivated for satisfying their lower order needs, they Only like to work because they need or want the Money. And Theory Y, which says that individuals seek to satisfy the higher order of needs; so they are responsible, committed to their jobs, and contribute to the goals of the organization.
3. Herzberg’s: this theory talks about satisfaction and dissatisfaction in the workplace depending in two different factors:
1. Motivation factors
2. Hygiene factors
4. Alderfer's ERG: Is the evolution of Maslow´s theory, this theory says that, needs can be satisfied simultaneously and doesn’t have an order.
5. McClelland's: this theory says that people have 3 needs that motivate independently the individuals, that are :
1. Achievement,
2. Power
3. Affiliation.
References:
http://www.enotes.com/oxsoc-encyclopedia/achievement-motivation
Questions:
1. What are the Hawthorne Studies? explain its importance for studying motivation at the workplace and its influence over diverse motivation theories. (include key findings and limitations)
Answer:
The Hawthorne Studies is an experiment that was created to analyze if the lightening in a the workplace influenced the productivity of the employees, this experiment show as result that the employees have a better result and work better if when they were working the think that they were observed.
With this studies then it start making experiments and analyzing the different factors that influenced employees at the moment of working and achieving results in a period of time, the results show that things like as lighting, moments of rest, water breaks, give comfort to the individual in his work area and stimulate work but weren’t the best alternative to improve productivity.
These studies show also that the best motivators for stimulating jobs to employees are the recognition of their work, the communication between the chain of command, the feeling of belonging to the organization and incentives that make them improve their motivation.
The Hawthorne studies can be analyzed with the Macgregor’s theory that tells that there are two types of motivation, the motivation X that is that the employees are motivated by money and the Motivation Y that is that the employee need to feel that he belong to the organization and participate in its goals in order to assume more responsibilities.
References:
http://www.envisionsoftware.com/articles/Hawthorne_Effect.html
2. Based on the class activity about "Flight 001: Motivating Employees", please answer the following question: ¿Which motivation theory do you think has the most relevance for understanding the behavior of Griffin and fostering her motivation at work?
Answer:
According to the Flight 001, Motivating Employees the theory that is more relevant to motivate employees in the organization is the McGregor's Theory Y beacause is the most relevant for understanding and describing Emily Griffin’s behavior in her workplace.
The example for this theory that propose that the main source of motivation is that employees can contribute to organizations goals by applying their knowledge and increase the participation in the organization, in the case of me Griffin she is working in the lower order needs in flight 001 and she wants to work in the is the higher order needs, she want to have more responsibility, and have more decision power and improve her knowledge.
References:
• Article "Flight 001: Motivating Employees", class activity.
• Article "Flight 001: Motivating Employees", class activity.
4.9.10
Decision Making and Ethical Behavior
Question:
An international negotiator must take into account when interacting with persons form different cultures in an international business the different aspects that influence that person when he is going to make a decision.
Cultures influence people in many significant ways especially in ways of thinking and reactions to common situations in a organization and in life.
For example a contract in a business negotiation between in a international organizations can have many interpretations by the different cultures involved in the negotiation agreement or in a job interview in a organization that belongs to a different county with a different culture, lets see some examples:
To a Swiss, Scandinavian, American or British person a contract is a formal document that has to be signed after a deal or a business agreement and the parts involved should be adhered to it. The approval if formalized by the signatures of the parts involved and gives it a sense of finality.
A Japanese businessperson regards a contract as a starting document to be rewritten and modified, as circumstances require.
The German think that truth will allow parties to achieve a successful outcome of a business meeting.
South Americans sees contacts as an ideal that is unlikely to be achieved but that is signed to avoid argument.
Persons of most cultures see aspects of life by the way they have been teach and different ethical behaviors influenced people take different positions of same situations.
This simple example shows as how difficult could be to reach to a successful negotiation when ethical behaviors influence in different ways a decision process in a common document in business like a contract. The decision process harder and complicated when different ethical behaviors interact
References:
Book: “When Cultures Collide”. Third Edition. Publisher: Nicholas Brealey International--- By Lewis, Richard D – Chapter: “Concepts and Notions”
An international negotiator must take into account when interacting with persons form different cultures in an international business the different aspects that influence that person when he is going to make a decision.
Cultures influence people in many significant ways especially in ways of thinking and reactions to common situations in a organization and in life.
For example a contract in a business negotiation between in a international organizations can have many interpretations by the different cultures involved in the negotiation agreement or in a job interview in a organization that belongs to a different county with a different culture, lets see some examples:
To a Swiss, Scandinavian, American or British person a contract is a formal document that has to be signed after a deal or a business agreement and the parts involved should be adhered to it. The approval if formalized by the signatures of the parts involved and gives it a sense of finality.
A Japanese businessperson regards a contract as a starting document to be rewritten and modified, as circumstances require.
The German think that truth will allow parties to achieve a successful outcome of a business meeting.
South Americans sees contacts as an ideal that is unlikely to be achieved but that is signed to avoid argument.
Persons of most cultures see aspects of life by the way they have been teach and different ethical behaviors influenced people take different positions of same situations.
This simple example shows as how difficult could be to reach to a successful negotiation when ethical behaviors influence in different ways a decision process in a common document in business like a contract. The decision process harder and complicated when different ethical behaviors interact
References:
Book: “When Cultures Collide”. Third Edition. Publisher: Nicholas Brealey International--- By Lewis, Richard D – Chapter: “Concepts and Notions”
Personality, Perception and Attribution And Attitudes and Values
Summary:
The personality is what makes each person unique and different from the others human being, the personality is the way of thinking, behaving and reacting of every human to the world.
People personality influence in organizations, and define some of the characteristics that the organization have, some of the most influential’s personality characteristics that affect a organization are:
1. Locus of control: This is the ability that you have to control what happens to you in the internal and external environment.
2. Self-esteem: Is how you self- worth, in other words is what you think about yourself and how you think the people think about you. This Personality characteristic in one of the most relevant because influence your result and the relations with people in the workplace.
3.Self-efficacy: Are the beliefs of the own ability to accomplish a specific task. If a employee have own self efficacy he won’t get good results and will not be able to accomplished daily labor activities.
4.Self-monitoring: is the ability to control yourself and regulate your attitudes in base of what you think is good or wrong.
According to Oxford English Dictionary the perception is: “the process of becoming aware or conscious of a thing or things in general; the state of being aware; consciousness; understanding.”
Analyzing this definition with the previous description of what personality is, we can connect and say that that perception is the way we see and interpret the world analyzing it with our personality.
Perception in organizations have the same importance than personality to achieve a goal, a bad perception in a business relation or in a communication process can be fatal for a good comprehension, mostly when the communication is between different cultures. For example:
Stereotypes: that culture imposes us, when having a interaction with another person having a stereotype will not help to manage a good relation.
First-impression error: – Having opinions based on initial experiences.
Reference:
http://oxforddictionaries.com
Question:
1. Please explain, using your own words, the concept of Pygmalion Effect.
What are the potential implications, uses, or challenges that this effect may pose for organisations engaging into international operations that require the understanding of diverse cultural contexts? Can you use this concept to explain the relationship between national and organisational cultures?
Answer:
The uses of this effect are useful in any situation because the human work for something or for stimulus and the grater the motivation for something the grater is the result. For example: in an organization when you know what is the finality of your job, and know that your work is relevant for the general result of the organization you feel that you are important and the organization need you, this is a motivation that every organization have to transmit to their employees, but it also need to be related to a good boos-employee relation and guidenes from the boss to the employee by trying to make the employee understand an motivated him to feel part of the result that he must do with his job. This example show us that if the boss follow the employee guide him and is able to answers questions that may result in the work, the employee will give the best of himself and the result will be better than if the boss is an untouchable person for the employee and is the person how will fired him if the result aren’t good.
This effect is applicable in most cultures but you must take into account that not all cultures respond to stimulus in the same way, and in some cultures the result may be the opposite than the previous examples, for example there are cultures that are use to work by goals and need to feel pressure inside to complete and to work in a good way without wasting time, they need a person to tell them and to impose fear to make people work efficiently, for example China’s working model based on results and productions lines.
This to examples above show us how an organization especially an international organization must consider what values and rules must introduce and how is going to be the relation between the chain of command will be, they must be aware of the culture that influence their employees and which strategy will be the best to apply for the organizational purpose.
The Pygmalion Effect is the result of an effective form that an organization is motivating their human force in a good way by making the fell important and necessary for the result, by making the working environment a place for to express themselves and having inside the organization low power distance between the chain of command.
This video is a clear example of how can motivation give better results:
http://www.youtube.com/watch?v=9Wl_MZc1cTU
Reference:
Video Attached: 04-September 2010. www.youtube.com
The personality is what makes each person unique and different from the others human being, the personality is the way of thinking, behaving and reacting of every human to the world.
People personality influence in organizations, and define some of the characteristics that the organization have, some of the most influential’s personality characteristics that affect a organization are:
1. Locus of control: This is the ability that you have to control what happens to you in the internal and external environment.
2. Self-esteem: Is how you self- worth, in other words is what you think about yourself and how you think the people think about you. This Personality characteristic in one of the most relevant because influence your result and the relations with people in the workplace.
3.Self-efficacy: Are the beliefs of the own ability to accomplish a specific task. If a employee have own self efficacy he won’t get good results and will not be able to accomplished daily labor activities.
4.Self-monitoring: is the ability to control yourself and regulate your attitudes in base of what you think is good or wrong.
According to Oxford English Dictionary the perception is: “the process of becoming aware or conscious of a thing or things in general; the state of being aware; consciousness; understanding.”
Analyzing this definition with the previous description of what personality is, we can connect and say that that perception is the way we see and interpret the world analyzing it with our personality.
Perception in organizations have the same importance than personality to achieve a goal, a bad perception in a business relation or in a communication process can be fatal for a good comprehension, mostly when the communication is between different cultures. For example:
Stereotypes: that culture imposes us, when having a interaction with another person having a stereotype will not help to manage a good relation.
First-impression error: – Having opinions based on initial experiences.
Reference:
http://oxforddictionaries.com
Question:
1. Please explain, using your own words, the concept of Pygmalion Effect.
What are the potential implications, uses, or challenges that this effect may pose for organisations engaging into international operations that require the understanding of diverse cultural contexts? Can you use this concept to explain the relationship between national and organisational cultures?
Answer:
The uses of this effect are useful in any situation because the human work for something or for stimulus and the grater the motivation for something the grater is the result. For example: in an organization when you know what is the finality of your job, and know that your work is relevant for the general result of the organization you feel that you are important and the organization need you, this is a motivation that every organization have to transmit to their employees, but it also need to be related to a good boos-employee relation and guidenes from the boss to the employee by trying to make the employee understand an motivated him to feel part of the result that he must do with his job. This example show us that if the boss follow the employee guide him and is able to answers questions that may result in the work, the employee will give the best of himself and the result will be better than if the boss is an untouchable person for the employee and is the person how will fired him if the result aren’t good.
This effect is applicable in most cultures but you must take into account that not all cultures respond to stimulus in the same way, and in some cultures the result may be the opposite than the previous examples, for example there are cultures that are use to work by goals and need to feel pressure inside to complete and to work in a good way without wasting time, they need a person to tell them and to impose fear to make people work efficiently, for example China’s working model based on results and productions lines.
This to examples above show us how an organization especially an international organization must consider what values and rules must introduce and how is going to be the relation between the chain of command will be, they must be aware of the culture that influence their employees and which strategy will be the best to apply for the organizational purpose.
The Pygmalion Effect is the result of an effective form that an organization is motivating their human force in a good way by making the fell important and necessary for the result, by making the working environment a place for to express themselves and having inside the organization low power distance between the chain of command.
This video is a clear example of how can motivation give better results:
http://www.youtube.com/watch?v=9Wl_MZc1cTU
Reference:
Video Attached: 04-September 2010. www.youtube.com
Organisational behavior and National and Organisational culture
Organizational behavior:
This module learned in class talks about human behavior and the behavior inside the organizations, in this topic we study the introduction of human behavior.
The human behavior is based in two perspectives, one is the internal perspective that is the feelings and values that characterize a person, like: thoughts, feelings, experiences and needs, and another external perspective that are the events that influence the person in his internal perspectives.
The external perspectives are for example the organizations, and organizations have an organizational behavior that is influenced by the human behavior of the people that belong to this organization. This organizational behavior is based in psychology, sociology, engineering, anthropology, management and medicine, to analyze the factors that influence people and their behavior, such as: Competitive business environment, Globalization, Multiculturalism, Diversity and Rising ethical and moral standards.
The organizations can be formal or informal: The formal organizations are the ones that have a group of goals, objectives, to define the way that employees should act inside the organization. The informal organizations are the combination of values, beliefs, attitudes and feelings that determine the way the employees of the organization actually behave.
The organizations can also be categorized as Clock-work or Snake-Pit, the Clock-Work organization is the one that analyze the persons as a part of the organization, with an order established and easy to handle, and the Snake Pit is the type of organization that is very complex, difficult to handle.
National and Organizational Culture:
National Culture: Is the culture of a specific territory this culture is characterized by values, goals assumptions, attitudes, social structure, religion, Personal Communications, Body language and Education that.
Organizational Culture: Is the mixture of the national culture with the organizations, that generate a new language to interpret the behavior an language of the combination of the national culture and the organization rules and procedures.
As Helen Deresky say: “The culture of a society comprises the shared values, understandings, and goals that are learned from earlier generations, imposed by present members of a society, and passed on to succeeding generations. This shared outlook results, in large part, in common attitudes, codes of conduct and expectations that subconsciously guide and control certain norms of behavior”
References:
Handbook for international management research - Betty Jane Punnett,Oded Shenka
Questions:
1. Considering the conference "Dealing with Cultural Differences" by Nick B. Meyer, choose 1 cultural dimension and use 2 hypothetical but realistic situations - or real ones - to illustrate the business implications of cultural differences. you may not use situations or examples already discussed in class or in the conference.
Uncertainly Avoidance
This Cultural dimension applied to a business and organizational behavior is very significant in the way persons act and the risks that they take and hoe the manage them, for example:
• In a financial organization that manage stocks and decisions have a risk involved a person that works in the decision making about were they are going to invest to money to guarantee a profit and there is the possibility to loss a lot of money, a person must have some uncertainty avoidance to risks to take this kind of decisions, this dimension is often a personality that is acquired depending from the culture they been grown, a person with low Uncertainly Avoidance is unable to take a risk, and in a financial organization risks must be taken to achieve a goal.
• Organizations that are involved with new technology must have high uncertainly avoidance to risk of the approval of the market, for example when NINTENDO release the Nintendo WII they change the way people play video games with out knowing if it would have the market approval and taking the risk of doing it.
2.
All the organizations have their own corporate culture because in every organization there are rules, protocols and procedures that make people who work in the organization act and work in a determinate way, this simple and traditional rules that any organization in the world have, influence the behavior and the way people work and interact inside the organization, this is because this rules and procedures are applicable in every working day actions, and are the standards that if you work in that place you will acquire those procedures and this will influence the way you behave inside de organization. For example if inside the company the relation boss-employee is strong a rigid, it means there is a lot of power distance between persons in the chain of command, so the actions a decisions and communication will be difficult and strong inside the organization because employees in some way are scared of presenting their work to their bosses and the interrelation will be very little, so employees will only work by goals and always thinking in if the boss will be agree in what they are doing. Another important situation that is very common to happen in a high power distance relation is that employees aren’t able to present new ideas or projects that can be beneficial for the organization, making very difficult to apply new ideas. This example can show as how an organization can have an internal culture that influence the people inside it.
Corporate culture is also influenced by the culture of the place the organization is situated, for example a organization that has many divisions in different parts of the world and they have similar rules, the divisions of the different places may be affected by the external culture of the city, country, raze, way of thinking, etc, of the place the division is situated and that influence people in the organization and finally the organizational culture.
Organizational culture can be modified, I could be modified if the rules, protocols, procedures, work direction, group recreations, and relations inside are stimulated or changed in any way; this will change the ambient of work and it will reflect in the behavior of people inside the organization.
An organization must be aware of the cultural influences of the region were is situated, and how the organizational values can affect people in the common work labor, because if the organization only think in the importance of their values and rules it will have problems or lower results, making a crash between the employees region culture and believes and the values and rules of the organization. For example, an organization in the middle east must be aware of how important is the religion to the people, and if the organization don’t pay attention to this and apply a rule that employees cant waste time in other thing than working, this organization is going to have a crash between culture an inside organization rules.
This module learned in class talks about human behavior and the behavior inside the organizations, in this topic we study the introduction of human behavior.
The human behavior is based in two perspectives, one is the internal perspective that is the feelings and values that characterize a person, like: thoughts, feelings, experiences and needs, and another external perspective that are the events that influence the person in his internal perspectives.
The external perspectives are for example the organizations, and organizations have an organizational behavior that is influenced by the human behavior of the people that belong to this organization. This organizational behavior is based in psychology, sociology, engineering, anthropology, management and medicine, to analyze the factors that influence people and their behavior, such as: Competitive business environment, Globalization, Multiculturalism, Diversity and Rising ethical and moral standards.
The organizations can be formal or informal: The formal organizations are the ones that have a group of goals, objectives, to define the way that employees should act inside the organization. The informal organizations are the combination of values, beliefs, attitudes and feelings that determine the way the employees of the organization actually behave.
The organizations can also be categorized as Clock-work or Snake-Pit, the Clock-Work organization is the one that analyze the persons as a part of the organization, with an order established and easy to handle, and the Snake Pit is the type of organization that is very complex, difficult to handle.
National and Organizational Culture:
National Culture: Is the culture of a specific territory this culture is characterized by values, goals assumptions, attitudes, social structure, religion, Personal Communications, Body language and Education that.
Organizational Culture: Is the mixture of the national culture with the organizations, that generate a new language to interpret the behavior an language of the combination of the national culture and the organization rules and procedures.
As Helen Deresky say: “The culture of a society comprises the shared values, understandings, and goals that are learned from earlier generations, imposed by present members of a society, and passed on to succeeding generations. This shared outlook results, in large part, in common attitudes, codes of conduct and expectations that subconsciously guide and control certain norms of behavior”
References:
Handbook for international management research - Betty Jane Punnett,Oded Shenka
Questions:
1. Considering the conference "Dealing with Cultural Differences" by Nick B. Meyer, choose 1 cultural dimension and use 2 hypothetical but realistic situations - or real ones - to illustrate the business implications of cultural differences. you may not use situations or examples already discussed in class or in the conference.
Uncertainly Avoidance
This Cultural dimension applied to a business and organizational behavior is very significant in the way persons act and the risks that they take and hoe the manage them, for example:
• In a financial organization that manage stocks and decisions have a risk involved a person that works in the decision making about were they are going to invest to money to guarantee a profit and there is the possibility to loss a lot of money, a person must have some uncertainty avoidance to risks to take this kind of decisions, this dimension is often a personality that is acquired depending from the culture they been grown, a person with low Uncertainly Avoidance is unable to take a risk, and in a financial organization risks must be taken to achieve a goal.
• Organizations that are involved with new technology must have high uncertainly avoidance to risk of the approval of the market, for example when NINTENDO release the Nintendo WII they change the way people play video games with out knowing if it would have the market approval and taking the risk of doing it.
2.
All the organizations have their own corporate culture because in every organization there are rules, protocols and procedures that make people who work in the organization act and work in a determinate way, this simple and traditional rules that any organization in the world have, influence the behavior and the way people work and interact inside the organization, this is because this rules and procedures are applicable in every working day actions, and are the standards that if you work in that place you will acquire those procedures and this will influence the way you behave inside de organization. For example if inside the company the relation boss-employee is strong a rigid, it means there is a lot of power distance between persons in the chain of command, so the actions a decisions and communication will be difficult and strong inside the organization because employees in some way are scared of presenting their work to their bosses and the interrelation will be very little, so employees will only work by goals and always thinking in if the boss will be agree in what they are doing. Another important situation that is very common to happen in a high power distance relation is that employees aren’t able to present new ideas or projects that can be beneficial for the organization, making very difficult to apply new ideas. This example can show as how an organization can have an internal culture that influence the people inside it.
Corporate culture is also influenced by the culture of the place the organization is situated, for example a organization that has many divisions in different parts of the world and they have similar rules, the divisions of the different places may be affected by the external culture of the city, country, raze, way of thinking, etc, of the place the division is situated and that influence people in the organization and finally the organizational culture.
Organizational culture can be modified, I could be modified if the rules, protocols, procedures, work direction, group recreations, and relations inside are stimulated or changed in any way; this will change the ambient of work and it will reflect in the behavior of people inside the organization.
An organization must be aware of the cultural influences of the region were is situated, and how the organizational values can affect people in the common work labor, because if the organization only think in the importance of their values and rules it will have problems or lower results, making a crash between the employees region culture and believes and the values and rules of the organization. For example, an organization in the middle east must be aware of how important is the religion to the people, and if the organization don’t pay attention to this and apply a rule that employees cant waste time in other thing than working, this organization is going to have a crash between culture an inside organization rules.
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