Customer center

We are a boutique essay service, not a mass production custom writing factory. Let us create a perfect paper for you today!

Example research essay topic: Knowledge And Experience Cross Cultural - 1,707 words

NOTE: Free essay sample provided on this page should be used for references or sample purposes only. The sample essay is available to anyone, so any direct quoting without mentioning the source will be considered plagiarism by schools, colleges and universities that use plagiarism detection software. To get a completely brand-new, plagiarism-free essay, please use our essay writing service.
One click instant price quote

... way from a meeting in an American company you know: what is going to happen; who is going to do what; how long they have got to do it; by what day the group will come together again to review progress. &# 61656; Appeal to their self-interest. &# 61656; Technik, cpecialism, expertise. &# 61656; On basis of specialist credentials. The subject studied, the content of the degree including optional subjects, the nature of training and the content of prior job experience are all more important than in Anglo-Saxon countries. &# 61656; On the basis of relevant knowledge and experience, and what the Germans call Leistung, or demonstrable achievement. &# 61656; Higher relative status of the technical functions. &# 61656; Importance attached to specialist knowledge and experience. The cult of Leistung. &# 61656; Labour relations, through: simple structure of wage bargaining; well- disciplined trade unions; respected legal framework for industrial relations; system of industrial democracy. &# 61656; Failure to develop American style professionalism. &# 61656; German companies more person-driven than system driven. &# 61656; Non-deferential much more outspoken and more critical upwards. &# 61656; Strong on scheduling and operational detail. &# 61656; Find the right philosophic starting point. &# 61656; Sell them an operational imperative. &# 61656; Overwhelm them with expertise. &# 61656; Appeal to their desire to be seen as capable and people that can do things. &# 61656; Be well informed, serious and competent. &# 61656; At the same time is something different. &# 61656; A traditional vein in of anti-industrialism. &# 61656; Industry redefined as a set of organizations that need leaders. &# 61656; On the basis of general credentials pertaining to personality, social and political skills. &# 61656; Semi-American: short-terms; reliance on equity finance rather than debt finance, i.

e. share issue not bank borrowings; profit is only possible raison date. &# 61656; Breaking down companies into profit centers, whose performance is manageable and measurable? &# 61656; Humor important in British culture generally, and in British companies where it performs a variety of functions tension release, tension reduction, selling unpalatable proposals, establishing group solidarity, coping with failure, and as a way of offering criticism upwards without violating deference requirements &# 61656; Common sense is supreme value. &# 61656; Managing upwards (i. e. managing your superiors) and sideways (i. e. managing people in other departments whose cooperation you need but over whom you have no authority). &# 61656; Improvisation and firefighting. &# 61656; Manufacturing generally compared especially with the Germans. &# 61656; Production and technical standards have low standing.

Delivery performance poor. &# 61656; A certain amount of contrived vagueness. &# 61656; Marked by socio-political subtlety. &# 61656; Superficially deferential; dislike of open conflict. &# 61656; Humor important: a general lubricant, and a way of making criticism acceptable. &# 61656; Appeal to their sense of social duty. (It is expected of you, people will be offended if you do not do it. ) &# 61656; With display of effortless superiority. &# 61656; Note the British are not impressed by displays of cleverness, logical consistency, size and scale, or what they see as humour less efficiency. &# 61656; The esteem in which formal evaluation is held. &# 61656; Recruitment is in terms of intellectual elitism and educated cleverness. Note that France is unusual in having a set of institutions, the grandes ecole's, that are above the universities and are entered via nationally competitive examination usually taken two years after the baccalaureate, which only admits to universities. &# 61656; Advancement is on similar basis. Someone recruited from a name grande ecole is described as being on the voie royale, the royal route to success people in this position may well have their careers managed to give them the necessary breadth and the right experience labels. &# 61656; Closer contact, better mutual understanding &# 61656; Intellectual virtuosity. Executive job adverts in France stress educational attainment and often asks for qualities. &# 61656; There has also been a patriotic side to French business since the Second World War. Growth, national glory, repelling the American challenge is ends in themselves. &# 61656; Everything deriving from intellectual, such as: analysis; formulation; formal communication; design virtuosity; numerically; personal presence. &# 61656; Imagination and creativity. &# 61656; The clue is, if it does not help to be clever there is no particular reason to expect French managers to be good at it. &# 61656; Individualism tends to undermine teamwork. &# 61656; Because of impersonality norms it is difficult for French managers to get close to people to motivate and communicate face to face, to energize and change to the corporate culture. &# 61656; Meetings are an opportunity to display verbal style and cleverness. &# 61656; Boss/Chairman may be more inclined to give expose than to inaugurate discussion. &# 61656; Meetings often explore ideas rather than construct shekels (Americans doing business in France find it maddening). &# 61656; Criticism accepted if cast in rational, logical form. &# 61656; Present them with logically irresistible deductions from first principles. &# 61656; Appeal to their idiosyncratic genius. &# 61656; And if that fails, get le responsible to give them orders. &# 61656; Be clever than they are, with as much style and culture generale. &# 61656; Hierarchy combined with solidarity/ cohesion. &# 61656; Management seen as process, not a series of discrete decisions. &# 61656; Competitive and elitist. Name companies recruit young managers for life from top universities; much emphasis on company induction programs. &# 61656; Managers treated as generalists and circulated through variety of posts, at least on the non-technical side. &# 61656; On the basis of a mix of seniority and ability, with ability increasingly counting for more the higher up one goes. &# 61656; Ability matters but can not be paraded.

The group reigns supreme, and owes deference only to seniors. &# 61656; A diffusely cooperative relationship between government and industry. &# 61656; Again rather complex diffuse conglomerates consisting of a manufacturing company-cum-bank-cum-trading house. &# 61656; Managers have lifetime careers in the leading companies; &# 61656; Leaving is unthinkable, mobility is all intra-company. &# 61656; Consensus, whether natural or managed. &# 61656; Also an element of stoicism: Japanese workers tend to combine a high level of job dissatisfaction with conformist behaviour at work. &# 61656; Stability of companies, financed by long-term bank borrowing. &# 61656; A committed management, whose efforts are not vitiated by inter-company mobility or internal strife. &# 61656; Good products, high quality standards, attention to technical detail, good job-related training at blue-collar worker level, good workforce discipline, workforce with good basic education. &# 61656; The West is still trying to find out what they are! &# 61656; There is a question mark over originality. &# 61656; The Japanese are vulnerable to the hostility of other nations with whom they have favourable trade balances. &# 61656; Meetings are consensual and solidaristic, and hierarchical and deferential at the same time. Decision emerge, rather than are taken. How to get the Japanese to do things &# 61656; Join them. Become an insider, so that you with work with them and are parts of their consensus. &# 61656; No one has found a magic formula yet. &# 61656; But Westerns say they respond to mixture of patience and courtesy, well-prepared competence and a willingness to become immersed in the Japanese process. This kind of prior and sympathetic understanding should enable individuals to: know how to comport themselves with people from other cultures; know what the strengths of those cultures are and how to play them; be ready to anticipate and mask possible weaknesses; be alert to possible cross-cultural synergies, where two different cultures together can achieve more than either could alone. At least these different systems could be identified: &# 61656; Europe Latin, UK/ Ireland, Continental, Nordic &# 61656; Tiger economies Singapore, Malaysia, Hong Kong, Korea The following summary sets out some areas of similarity and difference in different HRM approaches.

Malaysia provided the clearest case of government intervention to sustain HRM. In fact in Malaysia there is a Minister of Human Resources, whose role extends to the management of unions and of the unemployed. Singapore there was early government encouragement of the following soft HRM issues: Total Quality Management, and Quality of work-life initiatives Participation Skills Development Fund 4 % payroll on training and development was the amount encouraged; 2. 3 % was actually spent Australia, Singapore, France decentralization in progress Nordic, German limited decentralization, some re-centralization Variable pays, performance pay and non-monetary packages common in Denmark, South Europe less used in other Nordic Profit / productivity sharing in Singapore Wages centrally regulated to drive manufacturing industry growth in Malaysia Performance pay a temporary response to recession (Singapore) Recruitment difficulties (South Europe) &# 61656; Trends HR Planning/ Staffing Australia 25 % workforce PT but 70 % of these causal &# 61656; Trends Career development Increased retirement age Singapore; Australia Japan lifelong employment or dual labour market Scandinavia gender equity in participation Singapore and Australia over 50 % female participation Everywhere few women in management I turn now to some procedures, which HR Managers can use in preparing managers for cross- cultural assignments. It is suggested that person who will be engaged in cross cultural exchanges should be trained to carry out the sort of analysis HR Manager has just performed. Although such cultural audits are supposed to reflect national cultures, not individual styles, it is important to be aware of oneself as the carrier of set of conventional attitudes and behaviours. This step applies more to the information sessions needed by someone on short assignment, who needs to be able to manage first impressions without committing some gaffe.

It is strongly recommended that the expert cultural adviser be a national of the relevant country, with some training in intercultural communication. 3. Check the initiative/ program for cultural assumptions The undertaking on which the manager is embarking can be checked, in the light of this knowledge, for any unrecognized cultural assumptions which may impede its smooth progress. 1. Margaret Woods, International Business, Chapman & Hall, 1995. 2. Along Strings, Management, South- Western Publishing Co, 1987. 3.

Journal of European Industrial Training, Vol. 19, 1995. 4. Hofstede, G. , Cultures Consequences, Sage, London, 1980. 5. Hofstede, G. , Cultures and Organizations, McGraw-Hill, London, 1991. Bibliography:


Free research essays on topics related to: singapore, cross cultural, 61656, knowledge and experience, technical

Research essay sample on Knowledge And Experience Cross Cultural

Writing service prices per page

  • $18.85 - in 14 days
  • $19.95 - in 3 days
  • $23.95 - within 48 hours
  • $26.95 - within 24 hours
  • $29.95 - within 12 hours
  • $34.95 - within 6 hours
  • $39.95 - within 3 hours
  • Calculate total price

Our guarantee

  • 100% money back guarantee
  • plagiarism-free authentic works
  • completely confidential service
  • timely revisions until completely satisfied
  • 24/7 customer support
  • payments protected by PayPal

Secure payment

With EssayChief you get

  • Strict plagiarism detection regulations
  • 300+ words per page
  • Times New Roman font 12 pts, double-spaced
  • FREE abstract, outline, bibliography
  • Money back guarantee for missed deadline
  • Round-the-clock customer support
  • Complete anonymity of all our clients
  • Custom essays
  • Writing service

EssayChief can handle your

  • essays, term papers
  • book and movie reports
  • Power Point presentations
  • annotated bibliographies
  • theses, dissertations
  • exam preparations
  • editing and proofreading of your texts
  • academic ghostwriting of any kind

Free essay samples

Browse essays by topic:

Stay with EssayChief! We offer 10% discount to all our return customers. Once you place your order you will receive an email with the password. You can use this password for unlimited period and you can share it with your friends!

Academic ghostwriting

About us

© 2002-2024 EssayChief.com