Individuals and organizations must in the modern world learn to see differences as an opportunity, and overcome the obstacles they place in from of the individual expatriate manager to manage his or her workforce effectively to an organizational standard. Changes must be negotiated and balanced within the context of the foreign culture and must only be made when they prove productive to the common goal.
The east-west cultural differences are some that have been most pervasive in business as so much business transverses the east-west cultural divide. The differences between these two cultures can be staggering, especially with regard to developing systems that are culturally mutable. One example can be found in the system of Guanxi, which is a fundamental social and personal standards in the East that pervades business and allows it to work as a system of exchanges, which are internal and external. In the Western mind some of the conciliations made through this system can be seen as unethical while in the East these standards are accepted and considered ethical even if they are personal in nature. While in the west managers might see the negative aspects of the exchanges the East see them as a necessary part of paying forward to have a new need met in another area at a later time. (Hofstede, 2005, 221) In this system so pervasive in the eastern cultures interconnected family, friend and business connections interact to allow the whole system to work on a needs exchange basis and slights are paid for in kind later. Managers from the west might find that they inadvertently slighted someone in this system by making insularly decisions. Ultimately it might get explained away via ignorance or it might simply result in no future favors being delivered in some of the most surprising areas later.
Ultimately the differences between the east and west cultures are those that are core to culture, individualism (west) vs. collectivism (east) where...
Human Resources Managing Organisational Culture The values and behaviors that contribute to the unique social and psychological environment of an organization make up the organizations culture. Organizational culture is the summation total of an organization's past and current suppositions, incidents, viewpoint, and values that hold it together, and is articulated in its self-image, inner workings, connections with the outside world, and future prospects. In dealing with the management of organisational culture, it is
Business Ethics: China and Mexico This work in writing will discuss the business ethics in view of countries that are foreign to one another and specifically the countries of Russia and China and Mexico. This work will contrast and compare the business ethics of these two countries toward providing a contribution to the global ethical perspective. The work of Ma (2010) states that business ethics "refer to the moral principles
They wanted to know the best places to go after work, and expected him to help them in that regard. Hanes finally told his Japanese trainers "he preferred not to mix business with pleasure." Within a couple days, the group requested another instructor. The critical issue here, one can quickly discern, is that Hanes did not do his homework on the Japanese business culture; if he had, he would know
Organizational Behavior In 1984, the movie The Gods Must be Crazy depicted a Kalahari bushman who finds a Coca-Cola bottle that was discarded from an airplane into the desert. The bushman does not recognize the bottle or the brand, and the situation leads to all manner of confusion among the tribe, who try to decipher the meaning of the bottle. Such a story would be rather incomprehensible today, that there would
The Vietnam War was a turning point in the Army's growing realization that senior military leaders, and not just political leaders, had a responsibility to be able to speak to soldiers, to the American people, and to the press about ethical issues. The Professionalism Study of 1970, examined institutional systems and requirements for success in the Army, attitudes and values of senior officers, and tasks for the 1970s. One of
The goals at which this process is aimed can concentrate on creating benefits primarily for one party or on creating benefits for both parties.' (van der Pluijm and Melissen, 2007, p.1) Multiple-sided city diplomacy is a "diplomatic process in which more than two parties are involved, representing various cities." (van der Pluijm and Melissen, 2007, p.1) van der Pluijm and Melissen state that associations of municipalities "such as United Cities
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