The Exactly Same Situation Experienced By Two People From

The harmony of the existing cultures is crucial for the survival and success of any communication and ignoring these aspects may challenge the communication. For example, speaking to employees in Middle East is quite different from Switzerland; talking about personal things is acceptable by Swiss. Individuals who move to other countries unprepared for cultural differences may face unpleasant frustration when communicating. However, those who try to learn other cultures are likely to avoid individual tragedies. For example, Americans doing business in Mexico need to learn the local language to enhance interactions with the locals.

Within each culture, paradigms exist. Paradigms determine what we perceive and experience as real. Cultures are different due to paradigms. There are eight culture dimensions, which are: Psychobehavioral modality, Axiology, Ethos, Epistemology, Logic, Ontology, Concept of time and Concept of self. Psychobehavioral modality refers to the mode of activity most preferred within a culture. Axiology involves the interpersonal values that a culture teaches. Ethos refers to

Cultural Competence is a complicated assimilation of education, beliefs, and experiences which would strengthen communication and efficient interaction cross-culturally. However, culture is defined as one way of life. It is not defined by race, language, food, religion, and ethics. With a job that involves constant involvement or entanglement with different culture, it is important for cultural competence. To be cultural competent is the ability to know one difference but still understands, respect, and safeguard the individual right to self-confidence, self- interpretation and status. Nevertheless, working with people of different cultural diversity might be difficult especially it differs from our own core culture. Therefore to prevent bias

In school, I had to understand differences and prevent misunderstanding in order to work with others effectively. “Trompenaars and Hampden-Turner’s Seven dimension of Culture” helps me to relate and explore my own situation. From my experience, I have realized that people differ from one another in specific ways; this is all due to the fact that we have our own beliefs and values due to different factors. When trying to distinguish people from different cultures, I automatically consider the seven

Globalization and technological advancement have dictated the need for managers to deal with multiple ethnic groups with different culture in their day to day interactions. According to Kulkarni (2012), cultures play critical roles in individuals, including values, beliefs, humor, worries, fears, hopes, opinions, attachments, and anxieties.

In this book, Hofstede point out the different six dimensions that describe the national culture of a country. The author note, that even though the six dimensions are considerable, the ones that are highly correlated with individualistic or collectivistic cultures are the dimensions of ‘‘power distance’’ and ‘‘individualism’’, in which United States and Saudi Arabia have totally different punctuations, being United States an individualistic country and Saudi Arabia a collectivistic one.

For the purposes of this piece, culture is defined as “the full range of human patterned experience” as described by Cole (1996) cited in Gla ̆veanu & Jovchelovitch (2017, p.113). This chapter also provides a description of the importance culture plays in psychological research.

The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What may be considered acceptable and natural in the workplace for one person may be unacceptable for another person. People from diverse cultures bring new ways of thinking, creativity and language skills needed to survive in today’s work force. In many

Geert Hofstede developed the widely applied Hofstede’s cultural dimensions, which mainly focuses on how different countries with different cultural backgrounds handle different anthropological problems that occur in cross-cultural communication (Hofstede 1980). The first five Hofstede’s dimensions will be discussed in following paragraphs. It should be clear that there is no good and bad between two elements in each dimension since every culture has its unique features and ways to function.

Dr. Geert Hofstede created the first four dimensions of culture in the 1970’s after analyzing statistical data from IBM over the course of many years. In the 1990’s he created the fifth dimension after noticing specific cultural differences in Asian countries and their ties to Confucian philosophy. (www.mindtools.com) The five dimensions are as follows: Power/Distance (PD), Individualism (IDV), Masculinity (MAS), Uncertainty/Avoidance Index (UAI), and Long Term Orientation (LTO). I will only discuss a few of these as they seem more prominent to this case. First, let’s talk about the Power/Distance (PD) dimension as it pertains to Ms. Myers in South Korea.

This essay will discuss the influence of cultural dimensions on behavior. A cultural dimension is defined as a perspective of a culture based on its values and cultural norms. In particular, Hofstede’s cultural dimension of individualism vs. collectivism will be discussed. Individualism vs collectivism is defined as the preference of a person only being concerned about oneself and looking after oneself, compared to a person who wants to remain in a closely knitted network. These are some terms with definitions which will be used in this essay: the Asch paradigm, which refers to the studies conducted by Solomon Asch, in which he showed his participants different lines and asked them to verbally judge and respond as to what the length of the

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

The United States and China boast the two largest economies in the world but, despite this fact, these two countries have very little in common. At first glance, this may seem very obvious to most people but, what exactly is it that makes these two countries so different? How is it that such different perspectives and approaches can both lead to great success? Hofstede’s six dimensions of culture are an attempt to answer these questions and more. Dr. Geert Hofstede, studied employees of the computer firm IBM in over fifty different countries. When he examined his findings he found “clear patterns of similarity and difference along the four dimensions” (Manktelow, Jackson Edwards, Eyre, Cook and Khan, n.d.). The fact that he focused his research on solely IBM employees allowed him to eliminate company culture as a differentiating factor and “attribute those patterns to national and social differences” (n.d.). He used his findings to originally identify four dimensions, later expanded to six, that could “distinguish one culture from another” (n.d.). The six dimensions all on a scale from 0 to 100 are:

Managers were concerned about knowing and understanding each and every perspective of their employee’s cultures. As they know that without studying or knowing the culture, coordination cannot be built between the employees. It is the existing perspective of managers dealing with cross-cultural management (Sultana, 2013).

1. Culture Dimension –CULTIX, emphasizes the importance to build intercultural knowledge and understanding; to develop intercultural communication skills; to learn about specific neighboring countries/regions and minority groups; to introduce the wider cultural context.