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Reflection Presentation on Divergent Cultures

Reflection Presentation on Divergent Cultures. BUS430 Presented by Michihiro Kawano Sisi Li Cindy Wong Fiona Luo. Introduction. Agenda. Reflections on “A Theory of Cultural Values and Some Implications for Work”

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Reflection Presentation on Divergent Cultures

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  1. Reflection Presentation on Divergent Cultures BUS430 Presented by Michihiro KawanoSisi Li Cindy Wong Fiona Luo

  2. Introduction

  3. Agenda • Reflections on “A Theory of Cultural Values and Some Implications for Work” • Reflections on “National Culture and the Values of Organizational Employees: A Dimensional Analysis Across 43 Nations" • Industry Application

  4. Reflections on “A Theory of Cultural Values and Some Implications for Work”

  5. Work Centrality • What work centrality means to managers (Schwartz, 199) • Relationship: work centrality and employee work performance (Diefendorff et al., 2002) • Relationship: job involvement and employee performance (Diefendorff et al., 2002)

  6. Societal Norms about Working & Work Value or Goals • Definition: societal norms • Entitlement • Obligation • Definition: work values or goals • Intrinsic, extrinsic, social, power • Relationship: motivation and employee performance

  7. Match of Cultural Patterns and Behaviour • Hierarchy and Mastery • Power • Behavior: pressure others, be ambitious • Intellectual and Affective Autonomy • Simulation and Self-Direction • Behavior: watch thrillers, be critical • Egalitarianism • Universalism • Behavior: be green, be equal • Conservatism • Tradition • Behavior: be modest to one’s own achievement

  8. Reflections on “National Culture and the Values of Organizational Employees: A Dimensional Analysis Across 43 Nations

  9. Limitations • Article 2 published 1996 • Out of date • Hofstede’s culture model replicated and expanded by GLOBE study • Hofstede vs. GLOBE culture model

  10. Impact of Individualism - Collectivism • Work hours • Workloads • Organizational Constraints

  11. Individualistic Countries • As work hours increase: • perceive workload increases • job satisfaction decreases and employee turnover increases. • Increased organizational constraints: • Blame organization and colleagues

  12. Collectivistic Countries • Comfortable when seeking other employees’ help • Less likely to blame their organization • Responsibility as a member of the organization to fulfill the demand

  13. Factbook Application Japan/USA Insurance Industry

  14. Articles List • Required Article 1: A theory of cultural values and some implications for work. (Schwartz, 1999 ) • Supporting Article 1: Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance (Diefendorff et al., 2002) • Supporting Article 2: Values and behavior: strength and structure of relations. (Bard& Schwartz, 2003) • Required Article 2: National culture and the values of organizational employees: A dimensional analysis across 43 nations. ( Smith, Dugan & Trompenaars, 1996 )  • Supporting Article 1: Individualism-collectivism in Hofstede and GLOBE. (Brewer& Venaik, 2010) • Supporting Article 2:Interpreting hofstede model and GLOBE model: Which way to go for cross-cultural research? (Shi& Wang, 2011) • Supporting Article 3: Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination. (Yang et al., 2012)

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