Final

Question 1

culture

Answer 1

acquired knowldge that people use to interpret and generate social behavior

Question 2

values

Answer 2

basic convictions that people have regarding what is right and wrong, good and bad, important and unimportant

Question 3

Hofestede’s 4 cultural dimensions

Answer 3

power distance, uncertainty avoidance, individualism/collectivism, masculinity

Question 4

power distance

Answer 4

the extent to which less powerful members of orgs accept that power is distributed unequally

Question 5

uncertainty avoidance

Answer 5

extent to which people feel threatened by ambiguous situations.

Question 6

individualism

Answer 6

Hofestede’s - tendency of people to look after themselves and immediate family only

Question 7

Collectivism

Answer 7

Hofestede’s - people look after others in exchange for loyalty

Question 8

masculinity

Answer 8

Hofestede’s - situation in which the dominant values in society are success, money and things

Question 9

Trompenaar’s cultural dimensions

Answer 9

Universalism vs. particularism, individualism vs. communitarianism, neutral vs. emotional, specific vs. diffuse, achievement vs. ascription, Time: Sequential vs. Synchronic, The Environment Internal vs. External Control

Question 10

Universalism vs. particularism

Answer 10

Trompenaar’s - belief that ideas and practices can be applied everywhere w/o modification vs. circumstances dictate how ideas/practices are applied.

(What is most important - rules or relationships?)

Question 11

o Individualism vs Communitarianism

Answer 11

Trompenaar’s - people as individuals vs people regarding themselves as part of a group, similar to political groupings

(Do we function in a group or as individuals?)

Question 12

o Neutral vs Emotional

Answer 12

Trompenaar’s - emotions held in check vs emotions are open/expressed

Question 13

o Specific vs Diffuse

Answer 13

Trompenaar’s - large public space that people let others enter and a private space they guard closely vs public/private space are similar in size but people guard their public space – bc public leads to private space

(Do we handle our relationships in specific and predetermined ways, or do we see our relationships as changing and related to contextual settings?)

Question 14

o Achievement vs Ascription

Answer 14

Trompenaar’s – status based on how well they perform functions vs status is attributed based on who or what a person is.

(Do we have to prove ourselves to receive status, or is status given to us?)

Question 15

Time: Sequential vs. Synchronic

Answer 15

Trompenaar’s - (Do we do things one at a time or several things at once?)

Question 16

The Environment Internal vs. External Control

Answer 16

Trompenaar’s - (Do we believe that we can control our environment, or do we believe that the environment controls us?)

Question 17

differences btw Hofstede and Trompenaar’s work

Answer 17

• Tropenaar helped support/extend Hofstede’s work
• Hofstede focuses more on how status is granted and power distance within a society, while trompenaar focuses on resulting effects of underlying value dimensions
• Trompenaar extends work to discuss attitudes toward time and environment.

Question 18

GLOBE stands for

Answer 18

Global Leadership and Organizational Behavior Effectiveness

Question 19

9 dimensions of GLOBE research

Answer 19

Uncertainty avoidance
Power distance
Collectivism I: Social collectivism – org. practices towards groups
Collectivism II: In-group collectivism – and pride in groups
Gender egalitarianism – minimizing of discrimination
Assertiveness- aggressiveness
Future orientation-planning, investing, etc.
Performance orientation—group rewards for performance improvement and excellence
Humane orientation – individuals rewarded for being fair, caring, etc.

Question 20

results of GLOBE project (different how)

Answer 20

• Correspond generally with those of Hofstede and Trompenaars
• Different from Hofstede in that many more researchers with varied perspectives were involved (vs. Hofstede working alone); studied many companies vs. Hofstede’s IBM
• GLOBE explored the elements of dynamic relationships btw the culture and organizational behavior

Question 21

Collectivism I

Answer 21

GLOBE - societal – degree encourage and reward collective distr of resources and collective action

Question 22

Collectivism II

Answer 22

GLOBE - in group collectivism – degree express pride, loyalty, and cohesiveness

Question 23

o Gender egalitarianism

Answer 23

GLOBE - extent a society minimizes gender role differences/discrimination

Question 24

o Assertiveness

Answer 24

GLOBE - degree in which individ are assertive, confrontational, aggressive

Question 25

o Future orientation

Answer 25

GLOBE - degree engage in future-oriented behaviors

Question 26

o Performance orientation

Answer 26

GLOBE - extent of rewards for improvement/excellence

Question 27

o Humane orientation

Answer 27

GLOBE - reward for being kind to others, altruistic

Question 28

Organizational culture

Answer 28

Shared values and beliefs enabling members to understand their roles and the norms of the organization, including Observed behavioral regularities, typified by common language, terminology, rituals Norms, reflected by things such as the amount of work to do and the degree of cooperation between management and employees Dominant values that the organization advocates and expects participants to share Low absenteeism, high efficiency

Question 29

Interaction Between National and Organizational Cultures:

Answer 29

- National cultural values of employees may significantly impact their organizational performance. - Cultural values employees bring to the workplace are not easily changed by the organization.

Question 30

types of organizational cultures

Answer 30

family culture, eiffel tower culture, guided missile culture, and incubator culture

Question 31

family culture

Answer 31

strong emphasis on hierarchy and orientation to the person

Question 32

eiffel tower culture

Answer 32

hierarcy and orientation to the task

Question 33

guided missile culture

Answer 33

strong emphasis on equality in the workplace and orientation to the task

Question 34

incubator culture

Answer 34

emphasis on equality and personal orientation

Question 35

stages of team development

Answer 35

1. entry stage - trust/cohesiveness 2. work stage - describe/analyze the problem 3. action stage - decision making/implementation

Question 36

what is required for communication to occur

Answer 36

context; Messages often explicit and speaker says precisely what s/he means in low context societies U.S. and Canada

Question 37

upward communication

Answer 37

transfer of info from subordinate to superior

Question 38

High-context cultures

Answer 38

messages implicit and indirect; voice intonation, timing, facial expressions play important roles in conveying information

Question 39

low-context cultures

Answer 39

people often meet only to accomplish objectives; tend to be direct and focused in communications Previous Next

Question 40

Elaborating style

Answer 40

most popular in high - context cultures with moderate degree of uncertainty avoidance (Arab countries)

Question 41

Exacting style

Answer 41

focuses on precision and use of the right amount of words to convey message; more common in low-context, low-uncertainty-avoidance cultures (England)

Question 42

Succinct style

Answer 42

more common in high-context cultures with considerable uncertainty avoidance where people say few words and allow understatements, pauses, and silence to convey meaning (many Asian countries)

Question 43

Contextual style

Answer 43

focuses on the speaker and the relationship of parties | Often associated with high power distance, collective, high-context cultures (often used in the Univ classrooms)

Question 44

Personal style

Answer 44

focuses on the speaker and the reduction of barriers between parties More popular in low-power-distance, individualistic, low-context cultures (often used in US businesses)

Question 45

Affective style

Answer 45

is characterized by language requiring the listener to note what is said and to observe how the message is presented The meaning is often nonverbal and requires receiver to use intuitive skills to decipher message Common in collective, high-context cultures (ex. Latin America and Asia)

Question 46

Instrumental style

Answer 46

is goal oriented, and focuses on the sender who clearly lets the other know what s/he wants the other to know More commonly found in individualistic, low-context cultures

Question 47

kinesics

Answer 47

study of communication through body movement and facial expressions

Question 48

3 ways to improve communication effectiveness

Answer 48

1. improve feedback systems 2. provide language and cultural training 3. increase flexibility and cooperation

Question 49

2 types of negotiation

Answer 49

distributive negotiations and integrative negotiations

Question 50

distributive negotiations

Answer 50

two parties with opposing goals compete over a set of value

Question 51

integrative negotiations

Answer 51

involves cooperation btw the two groups to integrate interests, create value, and invest in the agreement

Question 52

basic concepts of negotiation

Answer 52

planning, interpersonal relationship building, exchanging task related information, persuasion, agreement

Question 53

negotiation tactics available to managers

Answer 53

1. location - neutral site creates ugency (dont want to return home with nothing) 2. time limits - creates urgency (flights, holidays) 3. buyer-seller relations - different cultures have different approaches (ie. Brazilian firms more likely to be deceptive initially) Bargaining behaviors Use of extreme behaviors - shows you won’t be exploited (Arabs) Promises, threats and other behaviors Nonverbal behaviors - silence (Japan)

Question 54

monochromatic

Answer 54

Things are done in a linear fashion

Question 55

Communicating through the use of bodily contact is known as:

Answer 55

haptics

Question 56

In communicating on a face-to-face basis, _____ distance is used to handle most business transactions.

Answer 56

social

Question 57

In high-context societies, the _____ style of communication is common.

Answer 57

elaborate

Question 58

examples of macro political risk

Answer 58

devalue currency, freeze assets from moving out of host country, govt corruption

Question 59

examples of micro political risk

Answer 59

industry regulation, taxes on specific industry, restrictive local laws

Question 60

three basic categories of political risk

Answer 60

transfer, operational, ownership-control risks

Question 61

transfer risks

Answer 61

stem from govt policies that limit the transfer of capital, people, technology in or out of the country.

Question 62

operational risks

Answer 62

govt policies that directly constrain management and performance of local operations ex. price controls, taxes

Question 63

ownership-control risks

Answer 63

embodied in govt policies that inhibit ownership/control of local operations Ex. pressure for local participation, confiscation, expropriation

Question 64

relative bargaining power analysis

Answer 64

tactic to protect against political risk - MNC tries to maintain a bargaining power position over the host country.....ex. MNC has a proprietary technology that will be unavailable to the host country if they are expropriated (integrative [become less foreign], protective [technology to prevent counterfeiting] and defensive are the other techniques for defending against political risk)

Question 65

Maslow's hierarchy of needs

Answer 65

physiological, safety, social, esteem, self-actualization (western) Asian - belonging, physiological, safety, self-actualization

Question 66

Maslow's assumptions

Answer 66

more was to satisfy higher level needs, a need that is satisfied no longer serves as a motivator, lower level needs must be satisfied before higher level needs can be achieved.

Question 67

who relates best to Maslow's theory

Answer 67

higher level professionals

Question 68

The Herzberg Theory

Answer 68

identifies two sets of factors that influence job satisfaction: motivators and hygiene factors

Question 69

motivators (Herzberg theory)

Answer 69

Job content factors such as achievement, recognition, responsibility, advancement, and the work itself. Only when motivators are present will there be satisfaction. Ex. achievement, recognition, responsibility, advancement, the work itself Only when motivators are present will there be satisfaction.

Question 70

hygiene factors (herzberg theory)

Answer 70

Job-context factors such as salary, interpersonal relations, technical supervision, working conditions, and company policies and administration. If hygiene factors aren’t taken care of there will be dissatisfaction. Ex. salary, technical supervision, company policies, interpersonal relations, working conditions These factors are in place to AVOID dissatisfaction, but will not allow for satisfaction alone.

Question 71

Equity Theory -

Answer 71

Focuses on how motivation is affected by people’s perception of how fairly they are being treated.

Question 72

Expectancy Theory -

Answer 72

A process theory that postulates that motivation is influenced by a person’s belief that: Effort will lead to performance Performance will lead to specific outcomes Outcomes will be of value to the individual High performance followed by high rewards will lead to high satisfaction