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Chapter 2 - IHRM
Chapter 2 - IHRM
THE CULTURAL
CONTEXT OF IHRM
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
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Chapter 2
THE CULTURAL
CONTEXT OF IHRM START
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▪
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Vocabulary Click on the book
▪ Definitions of culture
▪ Intro to cross-cultural management research
▪ The Hofstede study
▪ The GLOBE study
▪ The Trompenaars and Hampden-Turner study
▪ Hall and Hall’s cultural dimensions
▪ The development of cultures
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
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Vocabulary
▪ Culture as defined by: Kluckhohn and Kroeber, Schein
▪ artefacts, values, underlying assumptions
▪ cross-cultural management
▪ Hofstede:
power distance, uncertainty avoidance femininity vs. masculinity,
individualism vs. collectivism, long-term orientation
Confucianism, Confucianism dynamics
▪ GLOBE:
ingroup, in-group collectivism vs. institutional collectivism,
organizational culture, national culture, gender egalitarianism,
assertiveness, performance orientation, humane orientation
▪ Trompenaars, and Hampden-Turner:
universalism vs. particularism, communitarianism, neutral vs. emotional,
diffuse vs. specific, ascriptive vs. achievement,
sequential vs. synchronic time, internal vs. external control
▪ Hall and Hall:
high vs. low context, spatial orientation,
Chapter 2
polychrome vs. monochrome time
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
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Objectives
Learn these key findings and themes:
1. Definitions of culture
2. Cultural concepts
3. Results of various intercultural mgmt. studies:
Hofstede, GLOBE, Trompenaars, and others
4. Reflections on cross-cultural mgmt. research
5. Development of cultures
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
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Definitions of culture
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
5 of 27
Kluckhohn & Kroeber def. of culture
Culture consists in patterned ways of ▪ thinking
▪ feeling
▪ reacting
acquired and transmitted mainly by symbols,
constituting the distinctive achievements of human groups,
including their embodiments in artefacts;
The
essential traditional ideas and
consists of
core of their attached values
culture
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
6 of 27
Schein’s concept of culture
A culture has 3 levels:
1. Artefacts – visible
2. Values – intermediate level of consciousness
3. Underlying assumptions – invisible,
unconscious
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
8 of 27
Schein’s 6 underlying assumptions
1. Nature of reality & truth
2. Time dimension
3. Effect of spatial proximity and distance
4. Nature of being human
5. Type of human activity
6. Nature of human relationships
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
9 of 27
Intro to cross-cultural mgmt. research
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
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Goals of cross-cultural mgmt. studies
▪ Describe working behavior
&
▪ Compare in various cultures
▪
interaction between employees,
▪ Explain customers, suppliers or
&
▪ Improve businesses in different countries
and cultures
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
11 of 27
The Hofstede study
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
12 of 27
Hofstede’s culture dimensions
1. Power distance
2. Uncertainty avoidance
3. Femininity vs. masculinity
4. Individualism vs. collectivism
5. Confucianism or long-term orientation
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
13 of 27
Long-term cultures characterized by:
▪ Great endurance, persistence in pursuing goals
▪ Position of ranking based on status
▪ Adaptation of traditions to modern conditions
▪ Respect of social and status obligations within limits
▪ High savings rates and high investment activity
▪ Readiness to subordinate oneself
to a purpose
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
14 of 27
Short-term cultures characterized by:
▪ Personal candor and stability
▪ Avoiding loss of face and
respect of social and status obligations without
consideration of costs
▪ Low savings rates and low investment activity
▪ Expectations of quick profit
▪ Respect for traditions
▪ Greetings, presents and courtesies based on
reciprocity
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
15 of 27
Figure 2.1
Results of the Hofstede study (I):
Power distance and individualism vs. collectivism
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
16 of 27
Table 2.1
Examples of the impact of the cultural context on HRM practices
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
17 of 27
Future Hofstede-style research issues
▪ Realization of cross-level studies
Consider groups, organizations, and country levels
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
18 of 27
The GLOBE study
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
19 of 27
The GLOBE study questions
▪ Are there leadership behaviors, attributes, and organization
practices effective across all cultures?
▪ Are there leadership behaviors, attributes, and organization
practices effective in some cultures only?
▪ How much do leadership attributes affect the effectiveness
of specific leadership behavior and its acceptance by
subordinates?
▪ How much do behaviors and attributes in specific cultures
influence the well-being of members in the researched
societies?
▪ What is the relationship between these socio-cultural
variables and an international competitive capacity
of the various sampled societies?
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
20 of 27
The 8 culture dimensions of GLOBE
1. Institutional Collectivism
2. In-Group Collectivism
3. Uncertainty Avoidance
4. Power Distance
5. Gender Egalitarianism
6. Assertiveness
7. Performance Orientation
8. Humane Orientation
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
21 of 27
The Trompenaars & Hampden-Turner study
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
22 of 27
The 7 dimensions of Trompenaars and H-T study
Relationships 1. Universalism vs. Particularism
between 2. Individualism vs. Communitarianism
people 3. Emotional vs. Neutral
4. Specific vs. Diffuse
5. Ascription vs. Achievement
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
23 of 27
Hall & Halls’ cultural dimensions
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
24 of 27
Hall & Halls’ 4 dimensions
1. High vs. Low Context Communication
2. Spatial Orientation
actual distance between people when communicating
4. Information Speed
high or low information flow during communication
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
25 of 27
The development of cultures
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
26 of 27
Cultures change
There is increasing
1. international connectedness
2. global economy coordination
3. harmonization of laws and regulations
4. migration
Chapter 2
For use with International Human Resource Management 7e ISBN-10: 1473719026
By Peter J. Dowling, Marion Festing, and Allen D. Engle, Sr. © Cengage Learning
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