International Issues and Culture.
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Transcript of International Issues and Culture.
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International Issues and Culture.
• Goals• Brief exposure to International
Management. Understand the importance of Globalization.
• More specific, the influence of culture on behavior in organizations. Domestic or international.
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Definition
• Culture—a learned set of assumptions, values, and behaviors that have been as successful.
• What right and wrong in regard to behavior.
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Culture—Its an invisible hand shaping the way we act and think.
• What we do becomes real—when in reality its just appropriate in that one situation.
• Story about Malaysia.
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Compare Culture of High School against ISU.
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As many different types of cultures as there are values
• Risk taking, innovation, performance oriented, customer oriented, humor oriented, ethically oriented, detail oriented, diversity oriented – small example.
• Can also have negative cultures – turnover cultures, combative cultures, blaming cultures,
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Culture is relevant across any social unit (more than one person).• Family, organization, countries.• Examples, Think of an organization you
worked for. Making a mistake was….• Showing up late was…….• It was important to……..• My supervisor what happy with me when
I……….
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• Artifacts- physical or social representations of cultures.
• Represents core values—value that is widely and deeply shared.
• Core values guides behavior throughout the organization.
• Since these are shared values—people act in ways the reflect those values.
• Minimizes Deviance—different actions.
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• What's so great about working here? Start with our commitment to making Wells Fargo a challenging, inspiring, and diverse place to work. We know that for Wells Fargo to be successful, our team members have to be successful too!
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Deloitte• Culture: Surrounded by a world of flux and change, the surest way
to enrich your existence is to continuously learn and grow. Our practices around the world offer the resources to help you evolve: personally, professionally and intellectually.
• Inside the office, our collaborative, people-focused culture encourages mutual respect, open communications and ongoing learning. Broaden your career path and your mind through our education initiatives, performance management programs, mentoring programs and regular performance feedback.
• Outside the office, you'll have time for the people you care about most. In some locations, we offer flexible work arrangements and other work/life harmony programs, as well as a variety of benefits tailored to meet your individual needs.
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Top management shapes values through
• Selection• Socialization• Performance Appraisal• Rewards• Stories and Symbols--expressions of
values such as logos at Disney employees are members of the cast.
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Top management not direct employees but provide moral guidance. Compatible with new management values.
Wetherhill Associates example.
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Advantages of strong culture (widely and deeply shared).
• More delegation• more motivation• less managerial control• higher consistency in employee behavior
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Types of culture (one system)Which would you prefer?????
• Values talent and entrepreneurship. Performance over commitment to the company, large rewards and recognition for individual achievement.
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or
• Values Loyalty, working for the group, and getting on the good side of the right people.
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or
• Values (does not value job security), high performance expectations, individuals who can make a difference.
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Or
• Values long term relationships, systematic career development, opportunities for profession development, internal promotions based on gaining expertise.
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What exists commonly
• 1 (the baseball team) and 3 (the fortress) are probably most common today.
• 2 (the club) is prevalent but getting less common
• 4 is uncommon in the private sector
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Video on culture at specialized.
• How do they create the culture.
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International Business
• Managing relationships across cultures
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What Right or wrong in one country is not necessarily right or wrong in
a different country.• Diversity: US vs Japan or France• Should a manager emphasize teams?
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Key differences
• Power distance• Masculinity• Individualism vs collectivism• Uncertainty avoidance• Example China vs US.• Does the American system work?• If not, then how manage?
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Think about the culture of an organization if widely shared.
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Organizations struggling with this one
• My research. German Firms and exchange.
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Culture is a powerful management tool
• Excellent firms often have strong cultures.• Shaped intentionally by management.
Part of the organizing process. How do we go about meeting our objectives?
• (apply to own teams).
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Summary
• Cultural overlay as a managerial control mechanism.