Scribd
Upload
213 views

Chapter 4

This document discusses managing across cultures. It begins by asking about the advantages and disadvantages of multinational companies adapting their management methods to local cultures. While adaptation can help companies learn, over-adaptation may cause issues. The document then provides comprehension questions about cultural differences between individualism and collectivism. It also defines key cultural terms like high and low context cultures. Finally, it discusses the challenges of managing culturally diverse workforces and applying the same techniques across countries with different attitudes toward work.

Uploaded by

vuthugiang1127
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
213 views

Chapter 4

This document discusses managing across cultures. It begins by asking about the advantages and disadvantages of multinational companies adapting their management methods to local cultures. While adaptation can help companies learn, over-adaptation may cause issues. The document then provides comprehension questions about cultural differences between individualism and collectivism. It also defines key cultural terms like high and low context cultures. Finally, it discusses the challenges of managing culturally diverse workforces and applying the same techniques across countries with different attitudes toward work.

Uploaded by

vuthugiang1127
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

Chapter 4: Managing Across Cultures

Lead-in

What are the advantages and disadvantages of a multinational company adapting


its management methods to the local culture in each country in which it operates?
The advantage of adapting is that the company can learn a lot from different cultures.
May it be about how they manage people, how they operate, how they live their lives, etc.
These factors alone can greatly influence the company. The downside of this is that they
might get too attached to these cultures and might have conflict using the adopted
cultures from other companies in other places for they might see it as inappropriate or
ineffective.

Reading: Managing Across Cultures

Comprehension
1 Why is it important for companies to be aware of local cultures?
Lewis stated that companies that want to be successful in foreign markets have to be
aware of the local cultural characteristics that affect the way business is done.
2 What are the differences between individualists and collectivists?
Individualists are those who are not afraid of confrontation but will compromise when
necessary to achieve something. They believe in respecting rules, regulations and
contracts, and they think that rules apply to everybody. On the other hand, the
collectivists believe that personal relationships and friendships should take precedence
over rules and regulations.
3 Who is more likely to think: ‘i’ll let them speak first.’
I think the collectivists would be the one saying this line. As stated in the text, the
collectivists are very open, flexible, and are good at changing plans.
4 Who is more likely to say, about other people: ‘They can’t be trusted because they
will always help their friends or family’ - universalists or particularists?
Universalists are often described as those who respect rules, regulations and contracts.
They are very strict to abide by these set of rules and regulations, with that being said,
they are more likely to say ‘They can’t be trusted because they will always help friends
or family’.

5 Who is more likely to say: ‘Oh, you can’t trust them; they wouldn’t even help a
friend’?

Particularists will definitely stand by this sentiment. As stated earlier, the universalists are
very rigid people, and would not take personal relationships into consideration when
making a decision.

Vocabulary
1 an invented word combining worldwide and regional concerns GLOCALIZATION

2 thought based on reason and judgement rather than feelings and emotions LOGIC

3 a face-to-face disagreement or argument CONFRONTATION


4 reducing demands or changing opinions in order to agree COMPROMISE
5 understanding or knowing without consciously using reasons INTUITION
6 people of influence or importance with whom you are associated CONNECTIONS

7 to do something when necessary without having already planned it IMPROVISE


8 respect, prestige or importance given to someone STATUS
9 believing that the group is more important than the individual COLLECTIVIST
10 to be humiliated or disrespected in public LOSE FACE
11 to cut into someone else’s turn to speak INTERRUPT
12 looking directly at the people you are talking or listening to EYE CONTACT

Discussion: Managing Across Cultures

1 To what extent do you agree that it is possible to sum up national characteristics in


a few words? Is there usually some (or a lot of) truth in such stereotypes? Or, on the
contrary, do you find such stereotyping dangerous?
I believe there are limitations in which you can stereotype people. Yes there are
determining factors that can fall into certain stereotypes but there are also tons of other
things that make things not fit in just one category. Given some facts, yes, there might be
truth in such stereotypes.

2 If your country is not shown in the diagram, where do you think it should be
situated? If your country is shown, do you agree?
My country, Philippines, was shown in the diagram somewhat heading towards the
reactive section of the diagram. I certainly agree to this because I see Filipino people as
someone who would avoid conflict and confrontations. They are very courteous and
accommodating.

3 Would you say that you, personally, were individualist or collectivist?


Particularist or universalist?
I myself would be a collectivist and at the same time particularist. I see people differently
and I don’t categorize them into types. I see relationships and connections are of far
more importance than just a book with a set of rules to follow.

4 What about the majority of people in your country?

I believe one of the greatest contributors to why I fall to the categories I mentioned above
is the country I grew up with. I see most of the people in my country falling into the same
category as well.
5 Which of the following working practices would be effective or damaging in your
country? Why?

I would always go with a balance of both categories would be very effective. I think that
there should really be a set of rules to guide us on what to do and not what to do, but
also we should make room for mistakes and questions as not at all circumstances rules
should be followed.
I believe all of the choices below can be an effective work practice given the right
limitations.

a the principle of ‘pay-for-performance’ for sales representatives- the more they


sell, the more they get paid
b having a competition for the ‘Employee of the month’
c having a matrix management system

d extensive teamwork

To what extent is the culture of your country similar enough to those of


neighbouring countries to have the same management techniques? Or do they have
very different attitudes to work, hierarchy, organization, and so on? If so, what are
these differences? Based on my own experience working before in a foreign company in
my own country, I saw the big difference in management skills of foreign bosses
compared to the local ones. For me, my local boss was more strict and focused in
managing people. While on the other hand, I feel like Western superiors are more
flexible and give more freewill to people in doing their jobs.

Glocalization is a combination of the words "globalization" and "localization." The term


is used to describe a product or service that is developed and distributed globally but is
also adjusted to accommodate the user or consumer in a local market.
Culture is defined as the complex system of values, traits, morals, and customs shared by
a society.
Context refers to the stimuli, environment, or ambience surrounding an event.
The Lewis Model was developed by linguist and leading cross-cultural specialist
Richard D. Lewis. The model divides humans into 3 clear categories, based not on
nationality or religion but on BEHAVIOUR, namely, Linear-active, Multi-active and
Reactive.
High-context culture is a culture by which the rules of communication are primarily and
dominantly transmitted through the use of contextual elements. These include specific
forms of body language, the social or familial status of an individual, and the tone of
voice employed during speech. High-context cultures usually do not have rules that are
explicitly written or stated.
Low-context culture refers to a culture whereby most communications take place
through verbal language and rules are directly written out or stated for all to view.
Power distance is the distribution of power among individuals within a culture and how
well unequal levels of power are accepted by those with less power.

You might also like