Name:- Jainam Gandhi

Roll No- 21H19

Topic :-
CH-2 - THE CULTURAL CONTEXT OF IHRM
 GOALS OF CROSS CULTURAL MANAGEMENT

 Description of organizational behavior within countries and culture.

 Comparison of organizational behavior between countries countries and culture.
 Explanation and improvement of interaction between employees, customers, suppliers
or business partners from different countries and cultures.

 Definition of culture
 Culture consists in patterned ways of thinking, feeling, and reacting, acquired and
transmitted mainly by symbols, constituting the distinctive achievements of
human groups… including their embodiments in artifacts; the essential core of
culture consists of Traditional ideas and attached values.
Schein’s concept of culture

 Artifacts
 Values
 Underlying Assumptions

 Artifacts:- Artifacts are the visible signs of an organizational culture. They are the
shallowest indicator of what an organization’s culture is actually like. Artifacts can
include things like posters, dress-codes, job-titles used and the style and design of
workspaces.

 Values :- values include things like organizational values and behaviors, company or
employee charters, team contracts, perhaps vision and mission statements and the
types of things promoted through newsletters and so on.

 Underlying Assumptions :- Underlying beliefs held by employees of an organization

include assumptions about how they should work with each other. They also include
beliefs about what behaviors will really lead to workplace success of failure. It
include Perceptions, thoughts and feelings.
Cross- Culture management studies

 Hofstede Cross – Culture Management Studies

 Power Distance Index

 Uncertainty Avoidance Index
 Femininity vs. Masculinity
 Collectivism vs. Individualism
 Confucianism or Long-Term Orientation

 Power Distance Index- The power distance index considers the extent to which
inequality and power are tolerated. In this dimension, inequality and power are viewed
from the viewpoint of – the lower level.

 A high power distance index indicates that a culture accepts inequity and power
differences, encourages bureaucracy, and shows high respect for rank and authority.

 A low power distance index indicates that a culture encourages flat organizational
structures that feature decentralized decision-making responsibility, participative
management style, and emphasis on power distribution.
 Uncertainty Avoidance Index-

o The uncertainty avoidance index considers the extent to which uncertainty and
ambiguity are tolerated. This dimension considers how unknown situations and
unexpected events are dealt with.
 A high uncertainty avoidance index indicates a low tolerance for uncertainty,
ambiguity, and risk-taking. The unknown is minimized through strict rules,
regulations, etc.
 A low uncertainty avoidance index indicates a high tolerance for uncertainty,
ambiguity, and risk-taking. The unknown is more openly accepted, and there are lax
rules, regulations, etc.

 Collectivism vs. Individualism-

o The individualism vs. collectivism dimension considers the degree to which societies
are integrated into groups and their perceived obligations and dependence on groups.
 Individualism indicates that there is a greater importance placed on attaining personal
goals. A person’s self-image in this category is defined as “I.”
 Collectivism indicates that there is a greater importance placed on the goals and well-
being of the group. A person’s self-image in this category is defined as “We.”
 Femininity vs. Masculinity-

o The masculinity vs. femininity dimension is also referred to as “tough vs.

tender” and considers the preference of society for achievement, attitude toward
sexuality equality, behavior, etc.

Confucianism or Long-Term Orientation-

o The long-term orientation vs. short-term orientation dimension considers the

extent to which society views its time horizon.

 Long-term orientation shows focus on the future and involves delaying short-
term success or gratification in order to achieve long-term success. Long-term
orientation emphasizes persistence, perseverance, and long-term growth.

 Short-term orientation shows focus on the near future, involves delivering short-
term success or gratification, and places a stronger emphasis on the present than
the future. Short-term orientation emphasizes quick results and respect for
tradition.
Globe Study Cultural Dimensions:-

GLOBE stands for "Global Leadership and Behavior Effectiveness”.

GLOBE STUDY IS PURPOSEFULLY TRYING TO OVERCOME THE

EARLIER CRITIQUES OF HOFSTEDE STUDY, DIFFERENT DIMENSINS
ARE:-

 Institutional Collectivism
 In-group Collectivism
 Uncertainty Avoidance
 Power Distance
 Gender Egalitarianism
 Assertiveness
 Performance Orientation
 Humane Orientation
 Institutional Collectivism - "The degree to which organizational and societal
institutional practices encourage and reward collective distribution of resources and
collective action“.

 In-group Collectivism- "The degree to which individuals express pride, loyalty,

and cohesiveness in their organizations or families“

 Uncertainty Avoidance- "The extent to which a society, organization, or group

relies on social norms, rules, and procedures to alleviate unpredictability of future
events“.

 Power Distance- "The extent to which the community accepts and endorses
authority, power differences, and status privileges“.

 Gender Egalitarianism- "The degree to which a collective minimizes gender

inequality“.

 Assertiveness- "The degree to which individuals are assertive, confrontational and

aggressive in their relationships with others“.
 Performance Orientation- "The degree to which a collective encourages and
rewards group members for performance improvement and excellence“.

 Humane Orientation- "The degree to which a collective encourages and

rewards individuals for being fair, altruistic, generous, caring and kind to
others“.
Trompenaars's and hampden- tuner model of national culture differences

Contents:-
 Universalism vs. particularism
 Individualism vs. communitarianism
 Neutral vs. emotional
 Specific vs. diffuse
 Achievement vs. ascription
 Sequential vs. synchronic
 Internal vs. external control