I.B. Flashcards
(134 cards)
Module 1: Importance of IB
Lack of knowledge/sensitivity can cause failed negotiations and interactions
42% of international assignments fail
83% of firms experience international assignment failure
Convergence: as we interact across borders, practices shift to becoming more similar
Divergence: more aware of own culture when you see others and then you protect it
Culture is critically important to all IB activities ○ Cross-national negotiations ○ Sales interactions ○ Leading and motivating a workforce ○ HR
Your cultural lens reference point is called a self-reference criterion
Awareness (of your own culture), respect (appreciate differences), reconciliation (adapt/integrate)
Module 1: Are we becoming more culturally similar?
While firms are growing structurally more similar, the behavior of people within the firms is maintaining its cultural uniqueness
People are becoming more adaptable to different cultures but that does not change your own cultural identity.
Awareness makes you focus on your own practices which makes you enhance/maintain that trait.
Module 1: Parochialism
Definition: Viewing the world solely from own perspective (blind to cultural differences)
- Do not recognize different ways of living and working
- Do not believe cultural diversity can offer opportunities/consequences
The greater CQ, the less parochial you are to cultural differences
Canadian culture encourages parochialism by telling us to not place people into groups and only seeing people as individuals
Module 1: Ethnocentrism
Definition: The belief that your way is the best way
Believe cultural diversity has a negative impact on firms
They aim to minimize cultural diversity
You should make a conscious effort to recognize cultural diversity without judging
Your way IS the best way in your own cultural context.
Module 1: Stereotyping
Definition: A form of categorization that organizes our experience and guides our behavior towards various groups in society.
We are programmed to anticipate, categorize and stereotype or else we would be overwhelmed.
Your conscious mind is not a good multitasker (elephant rider) but the unconscious has much more power that can be tamed when identified (elephant)
Stereotyping are the hysterics that guide you through your life.
Do not apply scores or evaluations to individuals, only groups
Ex. avg. Canadian is more individualistic than most Malaysians, however, there are some Malaysians who will be more individualistic than some canadians.
Module 1: Convergence and Divergence, and the answer
- Truth to both arguments
- In a study of Japanese and Korean firms, it found that globalization was a source of convergence of org. structures
- Evidence also exists that suggests effects of culture are more evident at the individual level of personal behaviour
- Countries cultural values and practices continue to exert strong influence on behaviour of ppl within firms (divergence)
- So in a sense, individuals are maintaining or in some cases enhancing cultural distinctiveness
- Effects of culture on specific management functions are particularly noticeable when we attempt to impose our own values and systems on another society
- Vast majority of ppl in world understand and relate to others only in terms of their own culture
- We all view world through own cultural lens
- Self-reference criterion: unconscious reference point of one’s own cultural values
- As global economy continues to grow, clear cultural differences will influence international business and management practices in multiple ways
- Managers must understand they should never assume they can successfully their own on any other culture
- Should strive to identify differences that exist, which matter given circumstances and develop ways to address differences
Module 1: statement by IB managers
Understanding culture affects: ○ How we run business ○ Characteristics we look for ○ How we develop global talent ○ How we conduct meetings and manage employees
Module 1: Stereotypes are helpful when:
They describe a norm for a members of a group not individual behavior
They are consciously held
Accurate (otherwise harmful)
Descriptive not evaluative (aka recognize without judging)
A first best guess (only used when there is no other info)
Modifiable - if it is inaccurate let it go
Module 1: The CQ Wheel
CQ Drive
Drive: your interest and confidence to adapt to multicultural situations (out of your comfort zone)
Believe it can be fun, educational, and beneficial to be around other cultures
Module 1: The CQ Wheel
CQ Knowledge
Knowledge: Understanding how cultures are similar and different
Do’s and don’ts and understand the deeper values and ideas that distinguish cultures
Able to determine if something is affected by personality or by culture
Module 1: The CQ Wheel
CQ Strategy
Strategy: awareness and ability to plan for multicultural interaction
Check your assumptions for stereotypes when dealing with other cultures
Plan work in other cultures that accommodates their behavior/values
Module 1: The CQ Wheel
CQ Action
Action: ability to adapt when working across cultures
Act in a way that is not natural to you or against your own ways without changing yourself
Module 1: CQ Performance
Critical for global mobility for success and can be developed
Individuals with High CQ are better: Strategic decision makers, team leaders, networkers, innovators, negotiators
They report greater enjoyment and satisfaction with intercultural work and relationships
CQ is a stronger driver of success than: Gender, IQ, EQ (emotional intelligence)
Module 1: Cultural Layers:
Surface/outside (visible - dress, food, customs, architecture, gestures, etiquette)
Hidden / middle (values, religions, beliefs)
Invisible (the bases for values and beliefs)
Module 1: Culture (your software):
Shared by all members of a social group
Learned through interactions with the social environment
An organized system of values, attitudes, beliefs and behaviors
Shared mental programs that control a response to the environment
Race relates to hereditary, physical appearance, and genetic markers (your hardware)
Born without culture but with race
Module 1: Mental Programing Levels:
Even within the same sets of groups you will find many differences in individuals
Human Nature - universal, biological
Culture - specific groups, learned
Personality - specific to individuals, both inherited and learned
Module 1: National Culture
set of norms, values and beliefs that exist within the population of a nation
- Composed of many subcultures
Module 1: Environmental Variables and Management Functions
National Variable Drivers: politics, legal system, economic system
Sociocultural variable drivers: religion, language, education
↓ influences
Cultural Components: Norms, values ((general belief of what is right or wrong), beliefs
↓
Attitudes: individualism, time, materialism
↓
Work Behavior: individual and group (motivation, punctuality, commitment)
Module 1:
Cultures Circle of Influence:
Cultural drivers → values → attitudes → behaviours
Ex. Avg. Canadian values time as being precious and should not be wasted, they have a positive attitude towards punctuality and typically arrive on time.
Module 1: Hofstede’s Cultural Dimensions
attitudes most of the time not EVERYONE ALWAYS
Power distance: low (equal) vs. high (steep hierarchy, respect for authority)
CANADA - slightly low, MEXICO - high
Individualism (prioritize own needs/interests), Collectivism - prioritize group, primary loyalty
CANADA - high, MEXICO - low
Masculinity (more distinction, assertiveness, material rewards) vs. Femininity (less gender role distrunction cooperation, caring for weak)
CANADA - moderate, MEXICO - slightly more masc.
Uncertainty Avoidance: Low (resist rules, like ambiguity), High (want guidance/policies)
CANADA - 48 moderate, MEXICO - high
Long-term orientation: Short term (past and present, maintain traditions), Long term (future)
CANADA 36 - somewhat low (short term)
MEXICO - low
Indulgent (have fun, free gratification) vs. restrained (strict norms)
CANADA - 68 (somewhat high)
MEXICO - VERY HIGH
Module 1:
Trompenaars Dimensions:
Universalism: high importance on laws/rules vs. Particularism: rules change by circumstances
CANADA - Highly universalistic
MEXICO - moderately universalistic
Neutral: control emotions vs. Affective: express emotions
CANADA - Neutral
MEXICO - very low (highly emotional)
Specific: separate work and personal lives vs. Diffuse: overlap lives
CANADA - Highly specific
MEXICO - moderately specific
Achievement: respect is earned with accomplishments vs. Ascription (power, title, position)
CANADA - Highly achievement oriented
MEXICO - highly achievement oriented (slightly more than Canada)
Sequential (punctuality, plans) vs. Synchronous (past/present/future interwoven, flexible)
CANADA - Highly sequential
MEXICO - highly synchronous
Internal direction: you control environment to achieve goals vs. Outer: envir. controls you
CANADA - Highly internal
MEXICO - moderately high outer
Being (quality of life) vs. Doing (keeping busy, meeting goals)
CANADA - high (doing), MEXICO - low (being)
Cooperative vs. Competitive
CANADA -moderately competitive, MEXICO - moderately cooperative
Relationship (foster conversations, feelings, goodwill) vs. Task (get down to business)
CANADA -very high task, MEXICO - very relationship
Low Context (VERBAL/words) vs. High (body language) CANADA -very low, MEXICO - very high
Direct (straight shooter) vs. Indirect (subtle hints, general statements, don’t want to look rude)
CANADA -very low, MEXICO - very high
Informal (convo with first names, chill) vs. Formal (titles, ranks)
CANADA - low, MEXICO - high
Module 1: clusters
Nations that have similar value orientations and history/religion/economic/etc.
Arab - Kuwait, morroca, UAE
Near East - turkey and Greece
Far East - (India, Malaysia, Philippines), and (Pakistan, Iran, Indonesia, Thailand)
Confucian Asia - (mainland china, Hong Kong, Singapore Taiwan) and (Japan) and South Korea)
Latin America - (argentina, bolivia), and (brazil, Costa Rica, Gautamala) and (Columbia, ecuador, mexioc, Venezuela) and (chile, El Salvador, peru, Uruguay)
Africa - Nigeria and South Africa
Latin Europe - Belgium, France, Italy, Portugal, Spain, Switzerland (French-speaking) and Isreal
Nordic - Iceland, Norward, Swedan and Denmark, Finland, The Netherlands
Germanic - Austria and Germany, Switzerland
Eastern Europe - Cyprus, Belarus, Bulgaria, Georgia, Russia, Romainia, Ukraine and Hungary, Poland, Slovenia, Slovakia, and Czech Republic, Estonia
Angio - Australia, Canda, Ireland, New zeealen, South Africa, USA, UK
Module 1: Language Translation
Over 6900 languages in the world (+ dialects) - translation is so important.
Many errors go unnoticed to the communicator and can have severe impacts on relationships, contracts, etc.
Module 1: Key Criteria For Translators
Loyalty:
Paid by your firm: counterparts (ex. Business partner) paying for the services enhances the likelihood of information leakage to them
Is an in-house employee: enhances dedication to the company and your task in addition to greater understanding
Competence
- Professionally trained: had completed a certification as there is more than just being fluent
- Technically experienced: understands the jargon and practices of the profession of those whom they are working for