Unit 3 Individual Project
American Intercontinental University
This paper will explain the cultural dimensions theory and explain how different cultural norms can affect the workplace.
Today, more and more companies worldwide are finding that going global is a financially sound decision with many benefits. Global trade can raise different countries GDP anywhere from 5-10% to 100%. Some companies choose to open branches overseas, or some install a home country-born manager to run remote locations. Still, others may choose to hand over the responsibility of a remote location to a manager from another country (M.U.S.E., 2013).
Often, an organization’s members from disparate locations work together on projects such as marketing or product development. There are issues that are unique that international companies have to consider regarding differences in the value systems of the headquarters’ country, and its offshore location, and the differences in the value system of the producing country and its foreign market where the products are sold (M.U.S.E., 2013).
Geert Hofstede, an international leading scientist in the field of international communication, created a summary of five forces of influence and how they differ from country to country. The following five traits are those that Hofstede listed as possible disruptive tensions in the international workplace.
* Power Distance
* Uncertainty Avoidance
* Long-term Orientation (M.U.S.E., 2013).
The way that these five forces differ among countries can be the cause of tensions when businesses and their employees deal with other countries businesses and employees (M.U.S.E., 2013).
The next section will research how the United Sates compares to the world average in three of Hofstede’s forces. These are Power Distance, Individuality, and Long-term Orientation.
One of the most salient...