Importance of Decision Making in Businesses

Yes, most organizational members want to work in groups. As a member of an organization it is better to be a part of a group, which is a collaboration of individuals working toward a common goal. This

Coming together is a beginning, keeping together is progress, working together is success” (Ford, 2016). Have you ever wondered how do people behave or react when they are placed in a group? Groups are defined as two or more people working, iterating and depending with each other to accomplish tasks or succeed common goals (Schermerhorn, 2011). In today’s world, employees cannot tolerate spending as much time in the workplace nor less working together in groups. In a group, poor collaboration occurs because of conflict management, underprivileged recognition, and by not establishing norms; where members do not feel committed. Also, because they cannot acknowledge what are their roles, which is “a set of expectation associated with the job

Have you ever thought that fitting in a group can causing a huge of success? That’s a good question to think about it deeply. Because groups have achieved notable successes in a short time, which means if people divide themselves into a group of four that’s mean the work is divided on every person. Then there will be less pressure and everyone works accurately and perfecting, but sometime there is a kind of people may not agree with this thing. Because they afraid to get into trouble with the group, but mostly, everyone prefer do join with a group because they know they will be more stronger with them. So that is why, there are several reasons of why fitting in a group is important than being unique

The Hofstede six dimension model 's a study or theory, put forth by Professor Geer Hofstede, on how values in the work place are influenced by cultural differences around the world. The Model analyzes different countries on a scale from one to a hundred in six of the different categories. The categories in the model include; Power Distance Index, Individualism versus Collectivism, Masculinity versus Femininity, Uncertainty Avoidance Index, Long Term Orientation versus Short Term Normative Orientation, and lastly Indulgence versus Restraint. Effective leaders can use this cultural six dimension/model to allow themselves to adapt their leadership qualities based on certain cultural factors in the workplace making the individual a better , more effective leader.

Groups come together to share informations and perspectives in a team frequently come together for discussion making problem-solving and planning. Teams time is not wasted by aiming for personal gain at the expense of others. Groups focus on themselves because they are not involved in planningthe groups objectives instead of the team are committed to value based common goals that they helped establish.

In my experience, working in a team environment not only means working together collaboratively, but also means being sensitive to cultural differences and outlooks within the team. Dr. Geert Hofstede, a Dutch social phycologist, devised a way to recognize these cultural differences in five distinct dimensions (Hofstede’s Cultural Dimensions, n.d.). This essay will discuss these five dimensions and how they relate to leadership, as well as presenting arguments on which combination of these dimensions makes the most

Maneuvering through the sea of cultural differences in the workplace in today’s business can be tricky. As companies become more global, and employ people from different cultures, leaders must learn to adapt to differences among these cultures if they wish to succeed. Leading the same across cultures may not have positive outcomes. In this writing, I will discuss Hofstede’s six cultural dimensions and how they relate to leadership. I will then explain what combinations of these dimensions, I feel, make the most effective leader. First, let’s discuss the six dimensions of leadership.

Geert Hofstede is an influential Dutch researcher in the fields of organizational studies and more concretely organizational culture, also cultural economics and management. He is a well-known pioneer in his research of cross-cultural groups and organizations and played a major role in developing a systematic framework for assessing and differentiating national cultures and organizational cultures. His studies demonstrated that there are national and regional cultural groups that influence behavior of societies and organizations.

Next to it to evaluate the relationship between leadership style and diverse cultural dimensions, we will use Geert Hofstede’s five dimensions of culture and will explain how it can affect our group members’ leadership styles from the perspective of New Zealand culture. Our group consists of four members, from which three hold the nationality of India and one holds of Nepal.

Professor Hofstede has studies that show how values in the workplace are influenced by culture. Today’s leaders often encounter employees and peers that come from different cultures. Looking into these studies helps find valuable information that can be used for effective leadership. Recognizing, accepting, and altering leadership styles based on these differences will make everyone’s job easier and mostly importantly the company will thrive.

The man who put corporate culture on the map—almost literally—Geert Hofstede (born 1928) defined culture along five different dimensions. He measured each of these dimensions in numerous countries and then made cross-country comparisons. In the age of globalization, managers trying to understand the differences between workforces in different environments have used this model extensively. Early in his career he worked for IBM, during which he carried out the research on which his career and reputation successively rests. Now known as the Hofstede Cultural Orientation Model is based on his study between 1967 and 1973 of IBM employees in 40 different countries.

Business in the 21st century necessitates the exploration of global markets, and employing multicultural teams in order to accomplish corporate goals. This realization has prompted many companies to seek expansion internationally. To remain competitive, the leadership of a U.S. corporation has employed me as a consultant to lead a team to expand their operations in Greece, Germany, Iran, and Singapore. As this expansion unfolds, I would form a culturally diverse leadership team, with the purpose of developing culturally appropriate groups to carry out the expansion goals in these markets. In order to develop a successful global team, I must scrutinize the organizational culture, the necessary leadership style, the impact of the group’s culture on workplace productivity, and the overall impact on the organization itself.

Presume that groups do not perform better tasks than individuals – there would be little motivation to make groups at all. However people do work in groups, in fact they work in it so often that we tend to conclude that groups are a quintessential part of any organization. To give another concrete example to harden my argument, consider a group of 10 with one member making an error (atleast one) – there would be an error rate of

A business venture that relies heavily on importation of its products is greatly affected by worker’s strike. This condition becomes pronounced when dock workers strike because shipped commodities cannot be offloaded from ships nor any product cleared for transportation irrespective of its perishable nature. Nevertheless, a business venture must position its operations with such scenarios taken into account to ensure business continuity. When the business cannot receive shipments from Brazil Beans, custom coffee press machines, and China Teas, then the company must have proper strategies and alternatives to ensure business continuity.

Humans have been forming groups since the beginning of humanity. We are constantly categorized as a group at the basic level as a species, as an ethnicity, and as a society. It is speculated that our success and evolution as a species is based on our ability to work with each other in collaboration on many levels to ensure our survival. Groups have enabled us to get things done efficiently, whether by combined physical effort, mental effort of generating ideas, or support of others. At its most effective, a group is considered a team. Teams are formed when