Chapter 15 Cultural Diversity and International Organizational Behavior Fundamentals of Organizational Behavior 2e Andrew J DuBrin PowerPoint Presentation by Charlie Cook Learning Objectives Understand the scope, competitive advantages, and success factors associated with cultural diversity Identify and explain key dimensions of cultural differences Describe what is required for managers and organizations to become multicultural Be more aware of barriers to good cross-cultural relations Explain how motivation, ethics, conflict resolution, and skills needed for negotiation can vary across cultures Appreciate the nature of diversity training and cultural A J.training DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–2 Cultural Diversity: Scope The Scope of Cultural Diversity Valuing diversity means to respect and enjoy a wide range of cultural and individual differences Scientifically measuring diversity is fairly easy; in practice, diversity may not be visible or manifest itself readily The goal of a diverse organization is for persons of all cultural backgrounds to achieve their full potential A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–3 The Diversity Umbrella (condensed) Race Sex or gender Religion Age (young, middleaged, and old) Generation differences Ethnicity Education Abilities Mental disabilities Physical disabilities Values and motivation Sexual orientation Marital status Family status Personality traits Functional background Technology interest Weight status Hair status Style of clothing and appearance Tobacco status A J DuBrin, Fundamentals of Organizational EXHIBIT Behavior, Second Edition Copyright © 2002 by 15-1 South-Western 15–4 The Competitive Advantage of Diversity Managing diversity well offers a marketing advantage, including increased sales and profits Effective management of diversity reduces costs of absenteeism and turnover through increased job satisfaction and helps avoid age, race, and discrimination lawsuits Companies with a favorable diversity reputation will attract more diversity applicants Workforce diversity can provide a company with useful ideas for favorable publicity and advertising Workforce heterogeneity may also offer a company a A J.creativity DuBrin, Fundamentals advantage of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–5 Factors Associated with Diversity Success CEO Initiation and Support Human Resources Initiatives Organizational Communication Corporate Philosophy Measures of Company Success A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–6 The Diversity Index at Allstate To what extent does our company deliver quality services to customers? To what extent are you treated with respect and dignity at work? To what extent does your immediate manager/team leader seek out and utilize diverse backgrounds and perspectives? How often you observe insensitive behaviors at work, for example: inappropriate comments or jokes? To what extent you work in a n environment of trust? Source: Courtesy of Alls tate Insurance Co A J DuBrin, Fundamentals of Organizational EXHIBIT Behavior, Second Edition Copyright © 2002 by 15-2 South-Western 15–7 Cross-Cultural Values Key Dimensions of Differences in Cultural Values: Individualism versus collectivism Power distance Uncertainty avoidance Materialism versus concern for others Long-run versus short-run orientation Formality versus informality Urgent time orientation versus casual time orientation High context versus low A J DuBrin,cultures Fundamentals of Organizational context Behavior, Second Edition Copyright © 2002 by South-Western 15–8 Culturally Based Differences in Management Style Culture provides values that guide acceptable managerial behavior and leadership styles Transplanted managers may need to adopt some of the characteristics of the national stereotype of an effective leader in the local culture A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–9 Culturally Based Differences in Management Style: Stereotypes United States Emotional, egalitarians China Low-profile, tough negotiators Japan Formal, consensus seekers A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western Germany Technically expert, authoritarians France Elitist, authoritarians 15–10 Multicultural Managers and Organizations The Multicultural Manager Has the skills and attitudes to relate effectively to and motivate people across race, gender, age, social attitudes, and lifestyles Respects and values the cultural differences Has the ability (e.g., is bilingual) to conduct business in a diverse, international environment Has a cultural sensitivity in being aware and interested in why people of other culture act as they Is not parochial in assuming that the ways of one’s culture are the only ways things should be done Is not ethnocentric in assuming that the superiority of one’s A J DuBrin, Fundamentals of Organizational culture over that of another culture Behavior, Second Edition Copyright © 2002 by South-Western 15–11 Protocol Do’s and Don’t’s in Several Countries Great Britain DO say please and thank you often DO arrive prom ptly DON’T ask personal questions because the Briti sh protect their privacy DON’T gossip about British royalty France DO shake hands when greeting Only close friends give light, brushing kisses on cheeks DO dress more form ally than in the United States Elegant dress is highly valued DON’T expect to complete any work during the French two-hour lunch DON’T chew gum in a work setting Italy DO write business correspondence in Italian for priority attention DO m ake appointments between 10:00 A.M and 11:00 or after 3:00 P.M DON’T eat too much pasta, as it is not the m ain course DON’T hand out business cards too freely Italians use them infrequently A J DuBrin, Fundamentals of Organizational EXHIBIT Behavior, Second Edition Copyright © 2002 by 15-3a South-Western 15–12 Protocol Do’s and Don’t’s in Several Countries Greece DO distribute business cards freely so people will know how to spell your name DO be prompt even i f your hosts are not DON’T expect to meet deadlines A project takes as long as the Greeks thi nk is necessary DON’T address people by formal or professional titles The Greeks want m ore informality Japan DO present your business cards with both hands and a slight bow as a gesture of respect DO present gifts, American-made and wrapped DON’T knock competitors DON’T present the same gift to everyone, unless all mem bers are the same organizational rank A J DuBrin, Fundamentals of Organizational EXHIBIT Behavior, Second Edition Copyright © 2002 by 15-3b South-Western 15–13 Multicultural Managers and Organizations The Multicultural Organization Values cultural diversity and is willing to encourage and even capitalize on such diversity Benefits of a Multicultural Organization Achieves the benefits of valuing diversity Avoids the problems of not managing for diversity: increased turnover interpersonal conflict A J DuBrin, Fundamentals of Organizational communication breakdowns Behavior, Second Edition Copyright © 2002 by South-Western 15–14 Developmental Stages for the Multicultural Organization Monocultural Exclusion of minorities and women from power Nondiscrimination Multicultural Unfair advantage of majority group removed, but no culture change Shares power and influence with all; major culture change A J DuBrin, Fundamentals of Organizational EXHIBIT Behavior, Second Edition Copyright © 2002 by 15-4 South-Western 15–15 Barriers to Good Cross-Cultural Relations Perceptual expectations Predispositions about the appropriate appearance and physical characteristics of individuals Ethnocentrism A belief that one’s culture is the best and judging other cultures by how closely they resemble one’s own culture Intergroup rather than interpersonal relations Stereotyping individuals based on their group membership Stereotypes in intergroup relations Assuming an individual’s personal characteristics based on A J DuBrin, Fundamentals of Organizational their group membership Behavior, Second Edition Copyright © 2002 by South-Western 15–16 Cross-Cultural Processes: Motivation In order to use motivational concepts across cultures, managers must know two key factors: Which needs the people are seeking to satisfy Which rewards will satisfy those needs Research findings: A motivational concept that has a good cultural fit with a culture can be successfully applied to that culture A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–17 Cross-Cultural Processes: Ethics Global business practices and behaviors create ethical and legal dilemmas for managers: The choice of which culture’s code of ethics to follow Conflicts between individual and organizational responsibilities for ethical behavior The ethics of outsourcing when doing so may create a human health or environmental safety hazard in another culture A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–18 Cross-Cultural Processes: Negotiations Suggestions for negotiating abroad: Use a team approach Do not push for informality Be patient Learn to tolerate less than full disclosure of information Accept silence as part of negotiating Take no for an answer sometimes A J DuBrin, Fundamentals of Organizational Be adaptable Behavior, Second Edition Copyright © 2002 by South-Western 15–19 Cross-Cultural Processes: Conflict Resolution National cultures influence which method of conflict resolution a manager will choose Tinsley’s models of conflict resolution: Conflict Resolution Model Deferring to status power Applying regulations Integrating interests Cultural Group Membership Japanese Germans Americans A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–20 Diversity Training and Cultural Training Diversity Training Attempts to bring about workplace harmony by teaching people how to get along better with diverse coworkers Objectives of diversity training: Fostering awareness and acceptance of individual differences Helping participants understand their own feelings and attitudes about people who are different Exploring how differences might be tapped as assets in the workplace Enhancing work relations between people who are A J DuBrin, Fundamentals of Organizational different from each other Behavior, Second Edition Copyright © 2002 by South-Western 15–21 Diversity Training and Cultural Training Training in Cross-Cultural Relations Cultural training A set of learning experiences (e.g., mastering a foreign language) designed to help employees understand the customs, traditions, and beliefs of another culture Culture shock The physical and psychological symptoms that can develop when a person is abruptly placed in another culture Cultural training is designed to help expatriates avoid culture shock, which is a major contributor to the high failure rate of overseas assignments A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–22 ... nature of diversity training and cultural A J.training DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western 15–2 Cultural Diversity: Scope The Scope of. .. Style of clothing and appearance Tobacco status A J DuBrin, Fundamentals of Organizational EXHIBIT Behavior, Second Edition Copyright © 2002 by 15-1 South-Western 15–4 The Competitive Advantage of. .. Resources Initiatives Organizational Communication Corporate Philosophy Measures of Company Success A J DuBrin, Fundamentals of Organizational Behavior, Second Edition Copyright © 2002 by South-Western