good. 2. To explore factors that many influence individual and collective beliefs and values (culture‚ language‚ media‚ relationship to land‚ environment‚ gender‚ religion‚ spirituality‚ ideology). 3. To examine expressions of individualism and collectivism and the dynamic between individualism and the common good in contemporary societies. 4. To examine characteristics of ideology (interpretations of history‚ beliefs about human nature‚ beliefs about the structure of society‚ visions for the future);
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eleventh organizational ior editi on behav stephen p. robbins Chapter 3 Values‚ Attitudes‚ and Job Satisfaction ORGANIZATIONAL BEHAVIOR S T E P H E N P. R O B B I N S E L E V E N T H © 2005 Prentice Hall Inc. All rights reserved. E D I T I O N W W W . PR E N HAL L . C O M / R O B B I N S PowerPoint Presentation by Charlie Cook OBJECTIVES LEARNING After studying this chapter‚ you should be able to: 1. Contrast terminal and instrumental values. 2. List
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Introduction: National culture in International Management Deresky (2011) defines international management as “the process of planning‚ organizing‚ leading‚ and controlling in a multinational or cross-cultural environment” (p. 458). Miroshnik (2002) suggests that although the economic and physical environments certainly are important issues in multinational business‚ the cultural environment has a special importance in multinational business. Therefore‚ it is essential for international managers
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Executive Summary Gung-Ho was a comedy movie released by Parliament Pictures in 1986. The title of the movie is actually a Chinese expression for "work together". The main story portrayed the takeover of an American automobile plant by a Japanese automobile manufacture- Assan Motors Company. As the Japanese executives began to work with their American colleagues‚ its successful experience and advanced business concepts and ethics are brought to the United States. In the meanwhile‚ the cross-cultural
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Young Entrepreneurs � PAGE �12� Case Study Chapter 6 QUESTIONS: Comment on the fixed salary system that Andrew adopted from his former employer. Why was this system not effective for motivating the plant workers? Do you think that scrapping the fixed salary system and replacing it with the piece rate system was a good idea? What are some of the strengths and weaknesses of the piece rate system? Why was Andrew unsuccessful in his efforts to improve product quality? Do you think that a system
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for several reasons: Political and economic systems differ widely across countries‚ making it difficult to make generalizations or have a uniform strategy. Countries‚ represented by their governments‚ are sovereign entities. Collectivism and Individualism Collectivism Concerned with the needs of the overall society or group‚ rather than those of the individual Socialism‚ existence of welfare states System is concerned about the needs of the entire society No one should be left behind or treated
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paper begins with explaining the theoretical foundations by introducing the main concepts; national culture and corporate culture‚ or culture at organizational level. The study conducted by Engelen et al. concentrates on the individualism versus collectivism dimension of national culture and on the strength of the corporate culture. After familiarizing the concepts‚ the paper presents the hypotheses and clarifies how the hypotheses are derived. Next‚ the research conducted to test the hypotheses is
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a) Power Distance Index Power Distance Index (PDI) refers to the degree of inequality that exists and is accepted between people with and without power. A high-PDI score indicates that a society accepts an unequal‚ hierarchical distribution of power‚ and that people understand “their place” in the system. A low-PDI score means that power is shared and widely dispersed‚ and that society members do not accept situations where power is distributed unequally (refer to figure 1.1.4). Application: According
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environment this research will provide relevant information on how to motivate employees with a different cultural background. The research combines the theory of Hofstede’s four dimensions (Power Distance‚ Uncertainty Avoidance‚ Individualism/Collectivism and Masculinity/Femininity) with two theories of motivation; (1) extrinsic motivational theory and (2) intrinsic motivational theory. The Japanese and the Chinese culture are first subjected to the four dimensions of Hofstede‚ and later they are
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et al. 1994). While understanding cultural differences and theories related to culture‚ we first try to understand what the term culture means. Culture has five dimensions as described by (Hofstede‚ 1991 and Bond 1988). These are individualism/collectivism‚ power distance‚ uncertainty avoidance‚ and masculinity/feminine. These are extensively covered in the Hofstede theory. The global leadership and organizational research program (hereafter referred to as GLOBE) is another theory which is actually
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