Transcript Chapter 2
Chapter 2 THE CULTURAL CONTEXT OF IHRM
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Chapter 2 THE CULTURAL CONTEXT OF IHRM
Intro to cross-cultural management research
The Trompenaars & Hampden-Turner study
Hall & Hall’s cultural dimensions
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For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Vocabulary
Culture as defined by:
Kluckhohn & Kroeber, Hansen, Schein
artefacts, values, underlying assumptions cross-cultural management
Hofstede
: power distance, uncertainty avoidance, femininity vs. masculinity, individualism vs. collectivism, long-term orientation Confucianism, Confucianism dynamics
GLOBE
: ingroup, in-group collectivism vs. institutional collectivism organizational culture, national culture, gender egalitarianism, assertiveness, performance orientation, humane orientation
Trompenaars, & Hampden-Turner
: universalism vs. particularism, communitarianism, neutral vs. emotional, diffuse vs. specific, ascriptive vs. achievement, sequential vs. synchronic time, internal vs. external control
Hall & Hall
: high vs. low context, spatial orientation, polychrome vs. monochrome time For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Objectives
Learn these key findings and themes:
1.
Definitions of
culture
2.
Cultural concepts 3.
Results of various intercultural mgmt. studies: Hofstede, GLOBE, Trompenaars, & others 4.
Reflections on cross-cultural mgmt. research 5.
Development of cultures For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Definitions of culture
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Kluckhohn & Kroeber def. of culture
Culture consists in patterned ways of Thinking Feeling Reacting acquired & transmitted mainly by symbols, constituting the distinctive achievements of human groups, including their embodiments in artefacts; The essential core of culture consists of traditional ideas & their attached values For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Hansen’s 4 elements of culture:
Standardization of 1. Communication 2. Thought 3. Feeling 4. Behavior For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Schein’s concept of culture
A culture has 3 levels:
1. Artefacts
- visible
2. Values
– intermediate level of consciousness
3. Underlying assumptions
– invisible, unconscious For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Schein’s 6 underlying assumptions
1.
Nature of reality & truth 2.
Time dimension 3.
Effect of spatial proximity & distance 4.
Nature of being human 5.
Type of human activity 6.
Nature of human relationships For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Intro to cross-cultural mgmt. research
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Goals of cross-cultural mgmt. studies
Describe Compare organizational behavior between countries & cultures Explain & improve interaction between employees, customers, suppliers or business in different countries & cultures For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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The Hofstede study
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Hofstede’s 5 culture dimensions
1.
Power distance 2.
Uncertainty avoidance 3.
Femininity vs. masculinity 4.
Individualism vs. collectivism 5.
Confucianism or long-term orientation For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Long-term cultures characterized by:
Great endurance, persistence in pursuing goals Position of ranking based on status Adaptation of traditions to modern conditions Respect of social & status obligations within limits High savings rates & high investment activity Readiness to subordinate oneself to a purpose The feeling of shame For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Short-term cultures characterized by:
Personal candor & stability Avoiding loss of face Respect of social & status obligations without consideration of costs Low savings rates & low investment activity Expectations of quick profit Respect for traditions Greetings, presents & courtesies based on reciprocity For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Figure 2.1
Hofstede study: Power distance & individualism vs. collectivism For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Table 2.1
Impact of the cultural context on HRM practices For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Future Hofstede-style research issues
Realization of cross-level studies
Consider groups, organizations, & country levels
Inclusion of cross-cultural differences
Consider intracultural variance
Inclusion of theoretically relevant moderators
Consider sex, class affiliation, etc.
Interaction between variables
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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The GLOBE study
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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The GLOBE study questions
Are there leadership behaviors, attributes & org. practices effective across all cultures?
Are there leadership behaviors, attributes & org. practices effective in some cultures only?
How much do leadership attributes affect the effectiveness of specific leadership behavior & its acceptance by subordinates?
How much do behaviors & attributes in specific cultures influence the well-being of members in the researched societies?
What is the relationship between these socio-cultural variables & an international competitive capacity of the various sample societies?
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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GLOBE’s 8 culture dimensions
1.
Institutional collectivism 2.
In-group collectivism 3.
Uncertainty avoidance 4.
Power distance 5.
Gender egalitarianism 6.
Assertiveness 7.
Performance orientation 8.
Humane orientation For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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The Trompenaars & Hampden-Turner study
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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7 dimensions of Trompenaars & H-T study
between people Concept of time
1. Universalism vs. particularism 2. Individualism vs. communitarianism 3. Emotional vs. neutral 4. Specific vs. diffuse 5. Ascription vs. achievement 6. Sequential vs. synchronic concept of time
Concept of nature
7. Internal vs. external control For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Hall & Hall’s cultural dimensions
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Hall & Hall’s 4 dimensions 1. High vs. low context communication 2. Spatial orientation
actual distance between people when communicating
3. Monochrome vs. polychrome time
sequential processes vs. parallel actions
4. Information speed
high or low information flow during communication For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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The development of cultures
For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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Cultures change
There is increasing 1.
International connectedness 2.
Global economy coordination 3.
Harmonization of laws & regulations 4.
Migration
Cultures are not confined to given territories.
This means new challenges for HRM.
How resistant
are
cultures to change?
Generation Y are fast, self-organized & absorbed learners with distinct work-life balance preferences Entire society workforces are aging For use with
International Human Resource Management 6e
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090 © Cengage Learning
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