Cultural Characteristics of Us and Dubai

International organizations will have to integrate the culture’s values in which they are working in. Other countries norms may not fall under the assumption that employees can seek responsibility. There are countries who view their leadership as royalty and that norm carries over to their business. Management and employees may not be able to socialize as easily as American based business. This would create a gap in the employee’s ability to integrate their creativity and use their imagination. Countries like China, who have multiple factory “sweatshop”

Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources which includes selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative. Employees selected to work in foreign locations should be prepared beforehand with adequate cross-cultural training. For an organization to be successful in the international marketplace, it must be concerned with this fit from both an internal and

The Middle East is a very culturally different place than the United States. So I have interviewed a friend of mine who is from the Middle East and asked them some things from their daily lives and culture in the Middle East. I asked them some information about themselves, some important things in their culture are, and how they communicate with each other.

The U.S. economy is number one in the world as of today. How is America managing to be in this position? According to Daily Finance, “A shortage of workers in America with the skills to innovate is not something to view lightly. A quarter of a century ago, the consensus was that the U.S. would lose its status as the world 's largest economy by 2007, falling to third place behind Japan and Germany. Japan would be a $4.5 trillion economy, Germany $4 trillion and the U.S. $3.5 trillion.” This statistics shows that U.S. economy was expected to decrease because America was struggling with shortage of labor. But that did not stop the U.S. economy to fall behind since immigrants folded nonstop to America; another statistics show in 2007 only

The measurements of Geert Hofstede that are going to be examined are power distance, uncertainty avoidance, masculinity/femininity, individualism/ collectivism and long term orientation. Power distance in a culture is the degree to which people accept unequal distribution of power. In high power distance societies people feel dependent on those in power and expect direction from them. It is important to understand this when

Going back to the end of World War I the United States was the most flourishing country in the world with the highest standard of living. Almost everything consumed in the United States was produced in the country and also manufactured more goods than Britain, France, and Germany combined. The U.S was the number one in pioneering and fabricating capital of the world for about 90 years but it all ended in 2010. According to the United Nations China became the number one nation with manufacturing value reaching about 3 trillion in comparison to the United States 2.2 trillion. Most of the research and development funds in this country goes to manufacturing (American Manufacturing (2012, March 30)).

Dubai with all it's wealth is not wealthy because of their technological knowledge and inventions causing their advancements wealth wise, but only because other races of people from outside their country came in discovered their oil, established oil drilling and oil refineries that later the leaders of Dubai nationalized and took over the oil operation from the outsiders keeping the preponderance of the profits from the sale of oil for themselves and their people. If it wasn't for the oil they would be just another group of poor none white people.

Here is an overview of the work of Hofstede, which is probably the most popular work in the area of culture research. Although the work provides a relatively general framework for analysis, the framework can be

The earth has seven continents, which are Africa, Asia, Europe, Antarctica, Australia, South America and North America. Today, some people prefer to spend their vacation abroad. Those people think for a month or two weeks about a country that they would to visit because almost all countries are unique. Some people try to get enough information about a country before they are going to travel to avoid problems. Furthermore, each country has its special aspects for instance, customs and traditions. Some countries around the world share some similarities between them. Even though the United States shares some similarities with the United Arab Emirates, there are many differences that completely differ

Selection and performance management programs that are designed for organizations that have expanded their U.S. workplace to other countries must be designed to take in many other considerations that normally wouldn’t make a difference if all the employees were from the same origin. Expatriate employees and their families should be assisted to help with adjusting to their new culture. Performance management and selection programs should be designed to incorporate the differences in ethical and cultural backgrounds that match the employees and or applicants who are overseas. This paper further examines what is necessary for selection and performance management programs for a U.S. based organization that is expanding overseas to China.

In analyzing the second reason listed for why outsourcing is used; ‘inability to attract the highest caliber of employees to job functions that may be peripheral to the organization’s core discipline’, companies employ a different kind of outsourcing tactic. This reason leads to offshore outsourcing solutions. If a company cannot attract high caliber domestic employees to job functions secondary to their main function then they seek help where labor may be less expensive and more efficient.

2. When a company grows in size and makes the decision to expand internationally, it is vital for its image among current and future customers to complete projects effectively and on time. Furthermore, it is also likely that such an expansion would entail the representation of more than one culture among the workforce. Indeed, while many employees will be relocated from the home country, a further proportion will be hired from the host country. To facilitate the relations and

In doing business so many times an organization must think globally. This might be done to increase sales and/or profits or to lower labor costs. In either case problems can occur due to ethical and cultural barriers in global expansion. In this paper I will attempt to show some of what a global organization and a cultural issue that affects their interactions outside the United States by identifying and comparing some of these cultural differences.

Face to those options and wide resource, the managers in global enterprises have particular concern about the employees’ ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation . Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage.

While there are many benefits to offshoring, it does have some disadvantages. One of the disadvantages of offshoring is the cultural and communication challenges. “Different cultures have different communication styles, different attitudes toward conflict resolution and simply different ways of getting work done” (Green, 2007). In different cultures words can mean something different. For example, “yes” in the United States means “beyond a doubt”, but in Japan they say “yes” when they really mean “no,” since “no” is disrespectful to say to anyone. Even though people at the offshore location can speak and understand English, there are still instances when getting the message across becomes difficult. Hence, companies must invest time and money into training employees about the cultural of the country to which the company is offshoring in order to avoid embarrassment for both the employee as well as the company.