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BA 4216 Cross-cultural Studies in Organizations C ross-cultural management dimensions

Explore cross-cultural management dimensions, Kluckhohn and Strodtbeck’s models, Hofstede’s framework, Trompenaars’s dimensions, and Schwartz’s framework in diverse organizations. Understand the impact of cultural differences on workforce dynamics, decision-making, and leadership styles.

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BA 4216 Cross-cultural Studies in Organizations C ross-cultural management dimensions

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  1. BA 4216Cross-cultural Studiesin OrganizationsCross-cultural management dimensions Instructor: Çağrı Topal

  2. Parochialism and Ethnocentrism • Parochialism • “There is only one way, which is my way” • “You don’t know what you know” • Ethnocentrism • “There are many ways, among which mine is the best” • “You don’t know what I know”

  3. Kluckhohn and Strodtbeck’s Model-1 • Relationships to nature • Domination, subjugation, or harmony • Beliefs about human nature • Good, evil, or mixed • Relationships among people • Individualist, collateral, or hierarchical

  4. Kluckhohn and Strodtbeck’s Model-2 • Nature of human activity • Being, doing/achieving, thinking/controlling • Conception of space • Private, public, mixed • Conception of time • Past, present, future

  5. Hofstede’s model • Collectivism vs. individualism • Small vs. large power distance • Weak vs. strong uncertainty avoidance • Femininity vs. masculinity

  6. Trompenaars’s dimensions • Universalism vs. particularism • Individualism vs. communitarianism • Neutral vs. affective • Specific vs. diffuse • Achievement vs. ascription • Sequential time vs. synchronic time • Inner-directed vs. outer-directed

  7. Schwartz’s framework • Conservatism vs. autonomy • Hierarchy vs. egalitarianism • Mastery vs. harmony

  8. An American organization • Short-term employment and planning • Individual responsibility • Rapid evaluation and individual promotion • Explicit and formalized control • Specialized career paths • Segmented concern • Possible to bypass hierarchy • Problem-solver managers

  9. A Japanese organization • Long-term employment and planning • Collective responsibility • Slow evaluation and group promotion • Implicit and formal control • Nonspecialized career paths • Holistic concern • Difficult to bypass hierarchy • Expert managers

  10. Workforce diversity:advantages • Business in diverse marketplace • Creativity and increased problem solving • Flexibility and change

  11. Workforce diversity:disadvantages • High convergence situations • Communication and integration problems • Stereotyping • Gender role conflicts • Culture shock

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