Cultural Differences That Inhibit Effective Intercultural...

The shrinking borders of the international business landscape demand keen interpretation of the unique cultural expectations of organizational partners. Guffey Loewy (2015) note that there are five distinct dimensions of cultural difference that inhibit effective intercultural communication. Barron (2013) states that it is imperative for North American organizations in particular to actively increase the cultural awareness of employees conducting international business. International negotiators can improve an organization’s rate of success through thoroughly understanding several important cultural differences. First, businesspeople should be aware of the communication idiosyncrasies of high and low-context cultures (Guffey Loewy, 2015). Secondly, American workers should understand the varied importance of time orientation in foreign organizations (Keating, 2014). Finally, international negotiations will proceed more smoothly if cultural power distances are respected (Rao, 2013). High and Low-Context Cultures Guffey and Loewy (2015) state that context is the most important cultural distinction, while also being the most difficult to identify and learn. Context is so vital to communications that failing to understand the context of a conversation or negotiation can be devastating (Rinner, 2005). Low-context cultures tend to place great importance on words and written documents, taking words and conversations literally (Guffey Loewy, 2015). To an AmericanShow MoreRelatedEssay on Cultural Competence and Intercultural Communication1673 Words   |  7 Pagesdifferent cultures communicate, this process is called intercultural communication. The transaction process of listening and responding to people from different cultural backgrounds can be challenging. The greater the difference in culture between two people, the greater the potential of misunderstanding and mistrust. Misunderstanding and miscommunication occur between people from different cultures because o f different coding rules and cultural norms, which play a major role in shaping the patternsRead MoreThe Effects Of Culture On Diversity Management Essay1393 Words   |  6 Pagesinformation and communication technology (ICT), a multicultural workforce, and organizational designs that involve global virtual teams. Ad hoc teams create both opportunities and challenges for organizations and many organizations are trying to understand how the virtual environment affects team effectiveness. Cultural diversity has a positive influence on decision†making and a negative influence on communication. ICT mitigated the negative impact on intercultural communication and supported theRead MoreOrganizational Effectiveness : Team Effectiveness1958 Words   |  8 PagesIntroduction to Team Effectiveness iv- Team and Organizational Effectiveness: The Co-relation v- Importance of Team Work for Organizational Effectiveness 1. Command Team Effectiveness (CTEF) Model (ESSENS ET AL. 2005) 2. Five Factors Model of Intercultural Leadership Behavior 3. Star Model 4. 7-S-Model vi- Conclusion vii- Appendix viii- References Executive Summary The objective of this case study is to define what is usually meant by the term organizational effectiveness. The study willRead MoreCulture Shock Essay examples3448 Words   |  14 Pageswhich distinguishes the members of one group or category of people from another. Again to Hofstedes option, culture is learned not inherited, it is not impossible to learn new cultural traits and to unlearn old ones (Manz, 2003, online). Therefore, it must be feasible to integrate cultural differences. Culture has significant influence on the behaviour of individuals. In general, a persons perceptions, attitudes, motivations, values, learning experience and personalityRead MoreHow Multinational Corporations Are Becoming More Significant At The Worlds Business Markets2618 Words   |  11 Pagescultures. When multinational corporations require international business contacts to interact, it is critical for managers to demonstrate cultural sensitivity in order to meet business goals. In a world where crossing boundaries is routine, cultural intelligence becomes a vital ability and skill for managers, managers must adjust their managing styles between cultural and emotional intelligence. Management Styles The style of management a manager employs when managing an organization dependsRead MoreCommunication Barriers as an Organizational Behavior Issue3200 Words   |  13 Pagesï » ¿Abstract This paper discusses communication barriers as an organizational behavior issue at Jackson Memorial Hospital in Miami. The hospital is one of the largest in the United States, with multiple sites, multiple buildings, and a diverse staff. This makes communication a challenge not only for providing quality care, but also for fostering innovation and leadership throughout the organization. Recommendations are provided to improve communication with the objective of improving overall performanceRead MoreThe Nature of Communication10702 Words   |  43 PagesDifine and describe the nature of communication in detail? Answer: The nature of communication is the exchange of information between two people. It is required that there be both a sender and a receiver for communication to take place. Communication is reciprocal. So at any time the sender is sending a message the receiver is also sending messages. Effective communication entails the sender encoding a message and transmitting it to the receiver where the receiver successfully decodes the messageRead MoreCorporation and Equity Participation1826 Words   |  8 Pagesanything negative at this meeting. Why?, this is largely due to the extensive preparation involving a lot of meetings before the final meeting. While vertical US system is top-down decision making, downward communication consists primarily of orders for implementation, and upward communication consist of reports on performance and accomplishment. Top management come up with programmed decisions, employees are to follow through. Nemawashi promotes Democracy for lower levels, encourages greater participationRead MoreCultural Influence on Organizational Practice5439 Words   |  22 Pages1. EXECUUITIVE SUMMARY Cultural influences on organizational cultures and practices have become a very important research topic in the field of management and organization since the last decades of the 20th century. National culture has been seen as one of the most influential situational factors, which determine organizational phenomena. More recently, after the collapse of socialism, the role of national culture in organizational practices in countries that are in transition is becoming aRead MoreCase 8 - Sick Leave3739 Words   |  15 PagesINTANGIBLE FACTORS 5 3 CULTURE 6 3.1 CROSS CULTURAL COMPARISONS 6 3.1.1 POWER DISTANCE 7 3.1.2 INDIVIDUALISM 7 3.1.3 MASCULINITY 8 3.1.4 UNCERTAINTY AVOIDANCE 8 3.1.5 PRAGMATISM 9 3.1.6 INDULGENCE 9 3.2 SHARED VALUES 9 3.3 THE INFLUENCE OF CULTURE ON NEGOTIATIONS 10 4 NEGOTIATION STRATEGIES 10 4.1 FAMILIARITY 10 4.2 OPTIONS 11 5 CONCLUSION 12 REFERENCES 13 APPENDIX 1 – THE CONTEXT OF INTERNATIONAL NEGOTIATIONS 15 APPENDIX B – SCHWARTZ’S CULTURAL VALUES 16 APPENDIX C – DUAL CONCERNS MODEL

Pros and Cons for Each of The Four Parenting Styles

To be a parent is hard work. Although every parent has a different mindset towards raising a child, the types of parenting styles can be distinguished amongst a few different kinds. In this research paper, one will learn the pros and cons for each of the four parenting styles described by Baumrind and the effect each one has on a child. Baumrind based her studies towards the development of adolescents and how the specific parenting style has influenced the child. With her findings, she found that there are four different styles that most kids were classified under, with authoritative being one of the highest. The way a parent raises his or her child will affect that child for the rest of their life. Whether a child has been brought up†¦show more content†¦This means a parent exhibits the same behavior that they expect their child to follow. These parents tend to set high standards for their children but are also nurturing and responsive. They also show plenty of re spect towards their child who as a result of this style develop into an independent, rational human being. Children who are nurtured under this type of style are more likely to not only become independent and self-confident but also socially accepted, academically successful, and well-behaved individuals. But of course not every style is perfect. This style may also cause some less than desirable results. The first thing to realize is that being an authoritative parent is not an acceptable style for every child. Some kids will not react well because the authoritative style may not be strict enough for their personality and on other kids it will seem as though it is too tough and will cause those kids to struggle with making decisions. These types of children tend to do better when there are strict rules given. Although the authoritative parenting style is the most common style parenting, it does not fit the need of every parent and every child. Authoritarian is the secon d most common type of parenting style of the four parenting styles. This type of style occurs when parents set very high expectations for their children and set strict rules that they expect him or herShow MoreRelatedWhat Comes To Mind When You Hear The Saying â€Å"Good Parenting†?1224 Words   |  5 Pagessaying â€Å"good parenting†? Amongst American families, there isn’t any rule book as to what a good guardian is, but there are two main styles of parenting that are adjusted within each house hold throughout a community, and throughout the nation. It was during the 1960’s when the types of parenting styles were distinguished into four major categories, authoritative, authoritarian, permissive, and absent. Throughout various eras, only two styles have become the fundamental way of parenting, authoritativeRead MoreParenting Styles Have Impact On Society1096 Words   |  5 PagesParenting styles have had an impact on society for centuries. The way car egivers bring up the children they are responsible for, paves the way to their future and personality. Children are continuously interpreting the things that their caregivers do. Including messages, body language, conversations, actions and the different styles of parenting. Various parenting styles continue to reflect the different patterns in parental behaviours. These are influenced in their family environments in which bothRead MoreDiana Baumrind s Effect Of Parenting Styles On Children Essay1312 Words   |  6 PagesDiana Baumrind’s effect of parenting styles on children Baumrind was born into a Jewish community in the New York’s Jewish enclaves. She was the first two daughters of Hyman and Mollie Blumberg. Diana, the eldest in an extended family of female cousins, inherited the role of eldest son, which allowed her to participate in serious conversations about philosophy, ethics, literature, and politics. She completed her B.A. in Psychology and Philosophy at Hunter College in 1948, and her M.A. and Ph.D. inRead MoreThe Parenting Styles Authoritative, Authoritarian, And Permissive Essay1297 Words   |  6 Pagesparent your children? What is your parenting style? Experts have identified four major parenting types: Permissive, Authoritarian, Uninvolved, and Authoritative. Diana Baumrind (1966) was the one to identify three of the parenting styles Authoritative, Authoritarian, and Permissive. Martin and Maccoby (1983) expanded on Baumrind’s parenting styles and added the Uninvolved style. Which style of parenting do you think you fa ll into? Frist, Authoritative Parenting is considered the most successfulRead MoreEssay on Parenting Styles1429 Words   |  6 PagesParenting is defined as rearing of a child by giving special care, love, and guidance by a parent. (Merriam-Webster) Parenting usually starts when a couple has a beautiful by-product of their mutual love and respect with each other. When a child comes into someones life, parenting is usually a necessity when it comes to nurturing a beautiful, and a healthy child. A lot of responsibilities, sacrifices, and hard work are attached to parenting. There are four parenting styles that couples practicesRead MoreWhy I Believe in Attachment Parenting Essays1522 Words   |  7 Pagesintroduction to Attachment Parenting. It covers why I believe it is a valid and important way to parent. It believes that children need to have firm foundation of attachment in order to have proper brain development. I cover why I believe so much in this parenting style. It is a very connected way to raise and respond to children. It covers the elements that make-up this parenting style including: co-sleeping and baby wearing. Also, cover some of the objections to this parenting style and address them withRead MoreParenting Styles And Their Influences On Our Children Essay2140 Words   |  9 PagesParenting Styles and Their Influences on Our Children The Community College of Philadelphia By: Maria Maldonado November 22nd, 2016â€Æ' The Introduction Thesis- It is my belief that in order to provide a framework of parenting that would allow for the best probable outcome for a child’s development it is important to take a stance in which we provide reasonable demands from our children while providing equal responsiveness to their needs. Majority of us are born with two arms, two legs, a head andRead MoreBusiness Psychology: Different Parenting Styles6933 Words   |  28 PagesAbstract This research investigated the affect parenting styles have on a person’s performance in the workplace. Parenting styles play a major role in a child’s future performance. How parents raise their kids affects the kids for the rest of their lives. As with any aspect of psychology there is no right or wrong way about it. However, each parenting style has its pros and cons and this is why I have chosen this topic. To find out how different parenting styles affect the performance of the child in theRead MorePsychology: Questions on Cognitive Development1557 Words   |  7 Pagessisters who are brats! They get into my things all the time. You and Dad just don t understand! This teenager is most likely experiencing: a. preoperational thinking b. conventional thinking c. growth in her limbic system d. authoritarian parenting _A___ 9. Carol Gilligan s research on moral development found that in making moral decisions, women generally adopt a(n): a. care orientation b. relative orientation c. justice orientation d. other orientation _C___ 10. A politician isRead MoreThe Importance Of Self Esteem And Social Identity1964 Words   |  8 Pagesalso begins to develop around this age. Children begin to internalize standards and feelings of good and bad behavior. For example, they will respond more to â€Å"Good boy, or good girl†, and react more in hopes of receiving that kind of praise. By age four when children’s self-concepts start to emerge, they are often aware and proud to show off their skills and accomplishments. A child who mastered the art of referencing a fire truck as â€Å"red†, will start to show off their toy truck and say â€Å"red† to

Gym Culture Free Essays

IntroAttention Getter: By a show of hands who likes to go to work out? Background Audience Relevance: Gym culture has been around for a long time but it has recently been growing and more and more people have begun to go and get healthy. Speaker Credibility: I have been going to the gym for a couple years now and I have done my own research on gym culture. Thesis: In my speech, we will be discussing what gym culture means to me and what it could possibly mean to you. We will write a custom essay sample on Gym Culture or any similar topic only for you Order Now Preview of Main Points: First I will be discussing how my object is part of my culture, second the important values it has, and third how I identify with it. II. Body Main Point 1: To begin, I am going to talk about how this object is used in a way for me to relieve stress and anger. Sub-point A: Being a full time student and working part time can be very stressful to me as I’m sure it is the same for a lot of college students, but finding at least an hour to an hour and a half to go to the gym or even working out from home can be such a helpful stress reliever. This is because it helps get me out of their my little stress filled bubble and pretty much let loose. Sub-point B: not only is it a good way to relieve stress but also anger. I know that working in a fast food or retail job can cause a lot of tension and anger especially with the customers, coworkers, and even managers. Of course we are forced to keep it all in because we need this job to put ourselves through school and buy our own personal treats. Well going to the gym is a very good way to take out that anger by pushing yourself hard in that workout. Transition between Main Points: Now that I have talked about how this object is a way to relieve stress and anger next I will be talking about how it represents my values. Main Point 2: going to the gym is not only about relieving stress and anger but also and about being healthy and motivated. Sub-point A: In my opinion going to the gym or being a fit person does not mean that you have to have a six pack or extremely muscular arms or legs. More so it just means that you are feeling good about yourself and being healthy. Since I have started going to the gym I am feeling much healthier and I am not doing crazy diets, but am cutting back on some foods and learning to eat better. Sub-point B: It also helps with being motivated because slowly but surely you begin to see results which gives me confidence and keeps motivating me to keep going and bettering myself.Transition between Main Points: having discussed how I value going to the gym, I will now tell you how I identify with this culture. Main Point 3: Influencing myself and other people to come to the gym or work out in general is one way I identify myself with this culture. Another could be the way I can dress to go to the gym a.k.a the fashion. Sub-point A: going to the gym helps me feel like a good influence to myself and others like my work out partners because I believe I am encouraging them to keep going and feeling healthy and fit because sometimes they do not want to go workout but I convince them to come with me and sometimes it is the other way around, but in the end we help each other to push ourselves in working out and bettering themselves. Sub-point B: When one starts going to the gym we see that there are many types of way people dress and we start looking for which fashion better suits us and makes us feel comfortable. There is no right or wrong way to dress for the gym it’s just how you feel when wearing a certain outfit. I know that i enjoy my leggings and big baggy shirts because I feel extremely comfortable, but someone else could feel different about that outfit. III. Conclusion Signal and Review of Main Points: Having discussed how this object is part of this culture, how it represents my values, and how I identify with it you now know what this culture means to me. Recap Thesis: I have now explained what gym culture is to me. Memorable Closer: Remember being healthy and fit doesn’t mean you have to be super skinny or muscular it is just about feeling better and more confident in your own body. How to cite Gym Culture, Papers

Making Sense of Change Management

Question: Discuss the theory and practice of change management? Answer: The modern business space is characterised with uncertainly coupled with a dynamic microenvironment which assumes even more complexity in the globalised era where a surprise event in one part of the world can have tremendous implications for an economy located in other part of the globe. A case in point is the US subprime crisis which assumed the proportion of the worst global financial crisis since 1930 and impacted every nation on the planet. As a result it is imperative it is imperative that organisations must be flexible and continually looking to adapt to the changing microenvironment either locally or globally. Further this tendency is even more imperative in a cutting edge business environment which exists today where organisations need to either adapt or perish as not responding to change would make them lose their competitive advantage and thus adversely impact their earnings (Cameron Green, 2015). Another factor which makes change inevitable is the increasingly shorter pro duct cycles where consumers are increasingly becoming more demanding in terms of product and service attributes which requires the organisations to constantly innovate so as to be relevant. Further the technology revolution also has tremendous influence on the overall business dynamics due to which organisations need to embrace the state of art technologies and constantly improve their processes and hence their way of conducting business (Hughes, 2010). Having established that change is inevitable in the modern business environment, it is imperative to ponder at the complexity of the underlying process which leads to the change. It is estimated in various studies and surveys that more than 50% of the major organisational change initiatives result in failure which proves that change is fraught with uncertainty which needs to be carefully managed. There are various problems with regards to organisational change which leads to the inherent complexity and thus requires the aid of change management skills (Hayes, 2010). Firstly, there is a lot of uncertainty associated with the need to change amongst the employees in management role (excluding top management). This is primarily because the decision to change is primarily taken by the management and top executives and hence the middle and lower management may not fully be aware of the need to change and thus may not be fully committed to the change. Since they are not committed to the und erlying change they are not able to sell the same to their immediate juniors; which raises further eyebrows on the actual reasons for the top management to initiate change and thus breeds suspicion (Burnes, 2004). Secondly, there is uncertainty associated with the fate of the employees especially at the lower level especially when the overall objective of change is not clear and thus employees may become insecure as they start viewing the change as a grand plan for the top management to reduce the wage bill. This issue may assume grave proportion as the management may bring upon the change process without preparing and communicating to the employees about the expected changes which would groom insecurity amongst the employee as a result of which their productivity might be considerably lowered (Hughes, 2010). Further it may also happen that some of the trained and talented manpower might look for alternative job opportunities in order to escape the change related turmoil which provide more stability. Another related issue is the differential ability of the employees to cope up with the change especially in wake of the current skills possessed. This is especially true when the given change invo lves a paradigm shift in the underlying technology which may alter the processes significantly and hence the employees in an uncertain environment may feel more unsecure as they may be ill-equipped to cope up with the changed working environment (Cameron Green, 2015). Thirdly, at times the organizational change which the top management might intend to bring may not be feasible particularly keeping in mind the organisational culture, resources and capabilities at disposal. As a result of the goal being unrealistic, any efforts made in this direction no matter how sincere would result in failure and would add a host of problems with regards to human resources and maintaining competitiveness amongst the stakeholders (Burnes, 2004). Hence it is imperative that the goals that are intended to be achieved must be feasible to begin with or else all sincere efforts and allocation of valuable resources would go down the drain. Lastly, at times the change may be initiated reluctantly by the management as a result of crisis or as part of desperate means to transform the organisation without being fully committed to the change and hence the change process either fails to go through or fails to achieve the desired objectives (Hayes, 2010). It is apparent from the above discussion that the organisational change is a complex task fraught with plethora of issues and thus successful change requires planning and management of the process with the support of the relevant stakeholders. The organisations need to adopt the process of change management so as to ensure greater transparency amongst the various echelons of the organisation and to facilitate better communication amongst the employees, management and other stakeholders which would eventually lead to greater commitment to the change process by the employees and other relevant stakeholders. Additionally, the change process would be more streamlined with lesser technical and operational glitches since it would be thought about with clear roles and responsibilities assigned to various employees and experts. Besides the employees and other stakeholders who would be impacted would be better prepared to deal with the whole change process and interim arrangements would be in place without disrupting the delivery of regular product or service to the consumers. Also in wake of the change, the change management facilitates the bringing of core issues in the open and thus ensure that these are resolved more promptly and effectively. On an overall basis, the change management tactics would ensure that there is lower uncertainty amongst the relevant stakeholders due to which their commitment to the overall change would be higher which in turn would make the transition process more smooth and glitch free (Hughes, 2010). References Cameron, E. Green, M. 2015. Making Sense of Change Management, 4th edition, Kogan Page Publications , London Hayes, J. 2010. The Theory and Practice of Change Management, 3rd edition, Palgrave Macmillan, London Burnes, B. 2004. Managing Change: A Strategic Approach to Organisational Change, 4th edition, Financial Times/Prentice Hall Publications, London Hughes, M. 2010. Managing Change: A Critical Perspective, 3rd edition, CIPD, London