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U.S. vs China

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Submitted By missnessad
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To excel in today’s global market, it is important to understand the cultural differences that exist. A global leader is capable of being flexible and managing across cultures. The Global Human Resource Management (GHRM) and Human Resource Management (HRM) perform similar duties, but are faced with different challenges. “Most HR professionals no longer question that there are important cultural differences between nations that might influence the effectiveness of HRM policies and practices” (Ivancevich & Konopaske, 2013, p. 99). The ability to understand and adapt, has a huge impact on an organization, and its likelihood to succeed when doing international business.

Holfstede’s Cultural Dimensions Theory

Geert Holftsede is a Dutch social psychologist and former IBM employee. Holfstede traveled internationally when working for IBM and was the head of the Personnel Research Department. Holfstede studied differences amongst different cultures. Between 1967 and 1973, he conducted a large survey containing samples from 117,000 IBM employees; he compared value scores from the database. “The data covered more than 70 countries, from which Hofstede first used the 40 countries with the largest groups of respondents and afterwards extended the analysis to 50 countries and 3 regions” (Natural Cultural Dimensions, 2014).
Based on Holfstede’s theory there are five dimensions of national cultures: power distance index (PDI), individualism (IDV) vs. collectivism, avoidance of uncertainty (UAI), masculinity (MAS, and long-term orientation (LTO) vs. short-term orientation.
The country culture scores on The Hofstede Dimensions correlate with other data regarding the countries concerned. Power distance, for example, is correlated with income inequality, and individualism is correlated with national wealth. In addition, masculinity is related negatively with the percentage of

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