Free Essay

Managing Cultural Diversity Czech Republic

In: Social Issues

Submitted By adrienchampas
Words 3799
Pages 16

Tutorial group : i

Country studied : Czech Republic

Group members : 1. Martin Aurélie 2. Camille Pennel 3. Quentin Ohl 4. Lucas Gautier 5. Adrien Champas

Faculty tutor : Lily Ming LI
Mark : _______
( Like all marks, subject to validation by an exam board )

Due Date : 7 nov. 2011, 5PM
Received on time ? yes / no

Content (80%) Mark ______ 1. Cultural analysis and examples- integration of cultural theories- depth of knowledge and understanding- use of quality example- originality 2. Implications, recommendations - Coherent structure & arguments - Relevant & specific recommendations - Business orientation, appropriate for Expatriate | Comments | Style (20%) Mark ______ 1. Quality of writing 2. Layout and lengh 3. Correct referencing | | Other Comments |



Czech Republic needs to be viewed as a transitional economy which is in the process of moving from a state-controlled, centrally planned economy to one which is embracing a more Anglo-style capitalist model. Although it could be strongly argued that the Czech Republic has moved faster and more successfully in this direction than some of its neighbors, this does not mean that the transition is complete.
In the study of the behavior of the Czech in business, we must take into account the specific past of this country. The Czech approach is necessarily different in France and the Czech Republic.

For example, one key issue within the Czech business environment is the different attitudes to business issues which you can expect to find in people from different generations. Older employees (40 – 45+) are influenced by the Soviet-style systems they were brought up to see as the norm.
On contrary, the liberalization of the Czech economy and the arrival in the European Union really changed the behavior of Czech in business. The younger generations, however, who have been educated and come into the workplace after the changes, are much more likely to be influenced by western business models and thinking. When doing business in the Czech Republic, you need to know who you are going to do business with, and understand his past before you can make any conclusions on how they might address various business issues.
So, in this report, we will try to understand how Czech make business and what the differences are with French people in order to promote a French Integrative who comes to work there.


Our analysis highlights a couple of key concepts to know about the Czech Republic, also explained thanks to a theory basis. First of all, we focused on applying the Hofstede Method and the Trompenaar’s Framework. These methods are cultural dimension frameworks based on the national culture of a country, and we know how to use it efficiently thanks to the managing cultural diversity course. Hence, we will explain the frameworks before using it. The Hofstede Method is working with several level of culture, such as the power distance, the uncertainty avoidance, the individualism and the collectivism, the masculinity and the feminity, and the long term or short term orientation. All theses level of culture are measured by a percentage relating the degree of each level. Hence, we can observe the spirit of the population. We write here the main ideas, sometimes also completed by remarks or examples. The Hofstede Framework – applied to Czech Republic Areas | High power distance (57%) | Formality StatusStructuresHierarchy | « vykani » : a greeting in order to talk to another person and using a professional or academic formula. Surnames are not usually used. There is also a certain distance with an unknown personA handshake have to give by the oldest people or the womanDon’t be extravagant with handsBe on time and well-dressedManagers have to be considered as fair, affordable, worker, determinedBut, manager must maintain personal and individual relationships with subordinates.Private conversation between the manager and the subordinate might take place |

Traits | High Uncertainty avoidance (74%) | DecisionsRisk TakingMobility | Decisions usually take into account the ideas of the employees 2 types of leaders in Czech Republic : * Manager of communism : gives orders received by CEO and doesn’t call into question them * New leader: share the power, encourage independence of employees.Czech managers take their decisions on personal impressionsCzech people support a moderate level of tolerance for risk,When there is a change they implement thinking, planning, and evaluationRemark : This management is considered as imprudent if the company faces quick changesThe job security decreased after the communism period |

Areas | Collectivism « we » (58%) | People look out for …?Individuals | They have a consultative group processes and implement consensus seeking strategy.Remark : In a negotiation Czech manager want to establish personal relationships and build mutual trust and respect by promoting dialogue, negotiation and consensus.They seek harmony in the organization and avoid conflicts. | Masculinity | Feminine (57%) | OrientationPriorities | « Work to live » - The quality of life is usually set as a current issueThey avoid competition between employees and prefer a cooperative and friendly atmosphere. Example : When Czech managers have to take a decision, they want advices of employees and expect a consensus. |

Long-term orientation | Long-term (13%) | ObjectivesPromotion and career | Decisions are taken in long-term and objectives are implemented for about 5 years. Subordinates are loyal with their managers. Example : With the communist heritage of Czech Republic job security is very important for employees. They are worry about joblessness. |

In order to end the use of this Framework analysis, we can compare the Czech and the French frameworks and highlights the main differences between the two countries. DIMENSION | France | Czech Republic | Power Distance | High – 73 % | High – 74% | Uncertainty avoidance | High – 78 % | High - 74% | Individualism | High – 82% | Collectivism – 58% | Masculinity | Low – 35% | Feminine – 57% | Long-term | N/A | Long Term – 13% | The second framework that we studied in course is the Trompenaar’s framework. It is based on several questions which explain the grade of each criteria. An explanation of each term has been set up to understand the reason and the meaning of each section. You will also find a couple of examples and remarks to justify the framework
Trompenaar’s Method Universalism vs Particularism | Universalism | | The rate of acceptance rules violation is low, Czech people use to respect rules framework because they focus on rules and consider that they must be respected.Example : As a consequence, when they sign a contract they demand a respect of conditions and time conditions.However, They can display of formal structures (flexibility, improvisation) in some cases in particular with new managers.They see their visitors almost immediately or after a telephone call in the morning.Remark : Czech managers own a high degree of flexibility which can be interpreted as a sign of readiness for change processes. |

Neutral vs Affective | Neutral | | Czech managers have a high control over emotions. They really control their feelings. If they are angry or proud of their subordinates they don’t show them. All their acts are under control and avoid being physical with their colleagues contrary to american managers for instance. If there is a problem with an employee it must be resolved in private area and not behind all employees.Remark : This leadership styles to talk to their colleagues is considered as “autocratic” |

Individualism vs Collectivism | Individualism | | Despite their communist past, Czech people are relatively individualist in business. |

Specific vs Diffuse | Diffuse | | Czech managers consider that relationships are very important and especially when they join a firm. Relationships are more involving, and they use to mix private and business lives. for example they can take time to drink with their colleagues.They use an indirect and evasive style to talk with the other managers and subordinates. For example when there is a problem in company they don’t explain clearly it. They begin their conversations with common subject (weather, sport, …)Remark : they give ambiguous directions which may be difficult for subordinates to make their work and reach their objectives. Besides they focus on continuous improvement. |

Achievement vs Ascription | Ascription | | Background and family roots are important, age can be a reason of hiring in a company. They emphasize on seniority because seniors have a great experience which can be useful for a company. |

Control Orientation | External locus of Control | | Most of the Czech people have calm and serious reactions to situations and burning issues because they are patients and keep their self-control. Relationships take a huge part in company, indeed they are friends before having professional relationships. Remark : Finally they highlight their environment and take into account what happens arround them, for example in economic world or the issues in their own company. |

Time Orientation | Synchronic/Sequential | | Czech managers are relationships-oriented, their family and friends take a huge part of their life. This fact brings us to consider them as synchronic peopleHowever :We consider that they are sequential too, because they are methodical and act with patience. They respect rules and take decisions thanks to a framework. Besides they are task-oriented, even if they don’t live to work. |

We selected some examples to illustrate the Trompenaar’s framework, What do I know about working area (clothings, times, formality,…) ? What we find is that working methods and clothes depend on the company. It’s very important to be on time, organized and presentable. Women are well-dressed and have a complex make-up. The way to be dressed depends on the visitor, more he is important and more manager have to wear conformist clothes.
Formality is essential as well as the external appearance, you can’t use people’s first name at first talk, but you have to use professional title for example «Pane Profesore », «Pane Doktore », etc. - or « Pane » or « Paní » in Czech.
Time has to be respected but a delay can be given if there is a real reason with apology. Czech managers have different behavior toward time. In some cases managers assign importance to time and overall they apply communist frameworks.
How could I know the opinion of colleagues? Workers have to consider their manager like a fair and worker people. Manager must be interested in his subordinates and understand their needs and their expectations. Czechs expect to have personal and cooperating relationships with their manager.
Expatriates, who learned some words in Czech languages and make efforts to understand this complex language, are seen like courageous and earn the respect of people.

How are decisions taken and who takes them ? There is a specific hierarchy to take decision but companies are more and more flexible and in particular in small and midlle companies. We can notice two types of managers, the new who wants a consensus with employees contrary to the other manager who gives orders without calling them into question. This can be compared to the two management style explained in the Hofstede Framework, One style is based on change and new values, the other one is more focused on communists values.
Moreover employees are in the habit of giving their opinion and submitting ideas which could be interesting for the company.
We just talked about colleague & customer relationship, but Why is it important to establish such friendly relationships with a colleague or a customer ? It’s important to have a personal relationship with a colleague or a customer before making business. People have to trust you to think about business. Czech managers can take their decisions according to personal feelings.
However managers must be aware that some employees can expect privileges. A preferential treatment must stay reasonable.
Our last question is about working efficiency. How to motivate Czech people ? Professional satisfaction is the most important factor to motivate people because they want to improve the rank of their country and be an influent area in the economic world. But a income increase can be a effective mean to have a better work by employees.


The Czech mind is build upon a cultural heritage and a couple of traditions that should be respected by a stranger to have a good contact in business. These recommendations are also essential in daily life, especially to negotiate prices and contracts. We have seen, thanks to the Hofstede and Trompenaar’s framework that Czech habits are different from the French ones. Here comes an analyse of each main difference. We decided to interview a foreign student from the school to have an external view about our research. Pavla Jirovska, student in the first year of the Programme Grande Ecole is Czech. She spend all her childwood in Prague, The Capital of Czech Republic, and came in France at the age of 14. The interest of such a feedback on our work is to confront the academic work with a real life experience. You will find some comments in the following paragraph, relating the Czech student point of view among those three questions, related to all points explained : “do you agree with our words about your country? How can you explain such differences? Do you have any personal memory to tell about this point?”
First are explained the cultural differences, then comes the explanations.
Does the French habits can be pertinent in a Czech environment? The first point explained was about establishing a friendly atmosphere! The behaviour of the stranger is essential, and he should be patient among all. One time is for business but people like to have a first contact to know you and your behaviour. The speaking and the time necessary to “brake the glass” and to persuade your Czech partner to deal with you. For example, having a lunch is a good idea to meet your partner in an informal atmosphere. This idea is much more important than in France, where business relationship can remain formal without personal feelings. In Our country, Having a nice contact with a stranger before negotiating is better but this is not determinant to meet before.
Pavla Jirovska- “I never realized how this fact is true as I have never been involved for a real business, but I have always seen a lot of youth workers having free time or coffee on the street of my city. My father told me this is necessary to get close to people before dealing with money. Thus, I agree with your research. Business-related issue is based on personal feelings”
Does any protocol drives relationship? A difference has to be maid to answer this question. formal and informal relationships are different. Informal relationships do not show any big differences in comparison to other countries, but formal relationships are driven by punctuality, serious self presentation and company presentation. The visual contact is necessary, such as handshakes. Avoid kissing people in the formal relationships. Respect the basis of relationships with old people and women. We have seen that these protocol depend from the society.
Pavla Jirovska – “I cannot ensure you that protocol is more present than in France, but there is no doubt about the fact that Czechs respect the protocol. My French habits are the same in Czech republic and in France, however adults and old people respect a formal acting when they don’t know each other. Youth have less problems with breaking theses rules, this may be due to the opening to Europe and the progressive modernisation of the country.”
What to avoid in Czech Republic?
Some acts, ideas and facts are to avoid. A couple of them are : * Avoid refuse propositions; say rather fakes promises which will be then explained as impossible due to external circumstances. * Avoid speaking about politics, especially about the former communist regime. Debates among communism and its failure leaves Czechs a bitter memory. Avoid among all criticisms about the former political regime. * Avoid impolite acts, such as yawning, coughing, spiting in the street or while you are having a discussion, this could be seem as an injure.
In comparison to these facts, French people can easily refuse propositions; this is fully acceptable when appropriate words are used. Politics is not a taboo either, as French history didn’t left bitter memory to French people. The impolite acts are a common point to France, according to a share of common standard of presentation.
Pavla Jirovska – “The political explanation is definitely true, this is essential not to injure people by having any criticism about the former regime. This is mainly true concerning old people and adults. In a lesser extent, youth are feel less concerned about it as it’s our history but they won’t judge you among impolite but involuntary words… Impolite acts are obviously rejected, as it is the case in France. This is international politeness for me! (laughs)”
What is to promote in Czech Republic?
A few acts and ideas are important to know, and may be beneficial to apply : * Knowing a few names of the famous NHL players, to show an interest in the Czech culture. This little knowledge could help a stranger to have a friendly conversation before signing a contract. * The hand speaking, to use with caution! Czech people use to avoid it but it can be usefull if a stranger cannot speak Czech. In this case, it becomes the only way to communicate.
In comparison to these facts, French people do not have a “national sport”, as soccer is not enjoyed by everyone. The hand speaking can also be practiced if someone does not speak French, but only has a last option.
Pavla Jirovska- “The NHL game is a good basis for a discussion, I know a lot of friends or adults who are involved in supporters club, thus the strategy of learning some names of players is relevant. Stay aware of the games actuality as Czechs will asks you about it ! The hand speaking is avoided in my country, but I get use to it in France. I have no real explanation for this… sorry!”
What can be good to know about the overall Czech habits ?
Women use to be very good considered, even if they are less paid than males. The salary difference is about the same than in France, but the consideration of the “under gender” is really positive. Czechs are also less religious than any country (40% of non religious people). This difference with France could be explained thanks to the ethnical origin of the population, one of the most homogenate in Europe (95% of the people are moravs or Czechs)
Pavla Jirovska “Theses both facts are definitely true, the respect among women remains a basis of our culture, thanks to a unexplained fact for me ! Women are less considered in France and this is a shame ! About the religious explanation, I am also fully agreeing, I was very surprised by the number of religious people in France, even among my friends…”

( a few recommendations have already been set up among the case study, here are only the most important ones )
There are obviously some cultural differences between France and Czech Republic and a French who moved to work in this country should adapt his behaviour. Here is what we can recommend him, according to the past remarks and analysis.
He has to stay academic and classic with unknown people. Globally it is better for him to keep control over emotions and to stay neutral and patient. It can be poorly looked to be too extravagant. He has to understand that it is important to be respected for his status but to respect the others as well. If he is manager for example, the team members will show respect for him but he has to be close to them. Maintaining close relationship is really important. He can take into account the impressions of the employee but has to take the decision alone with his feeling. If it’s moderate, he can try to take some risks, he usually won’t be blamed for that.
Globally, it’s important to install a good atmosphere between the employees and to create a group spirit instead of competition between each other. If there is a problem he should talk directly in private with the person in order to establish a confident atmosphere with avoiding conflicts. However, he has to take car in the way of tackling the problem. It’s important not being too directly.
He mustn’t be afraid to mix private and professional life. For example, he can, without hesitating, have a drink with his colleagues. That’s a good thing, which is necessary. He can be friend with his colleagues in order to create efficient working conditions.
The relations between professional are close indeed, but our French must pay attention to respect the rules. It will be really poorly looked to be undisciplined, late, or impolite. ecause of the Czech history, there is still a little communist spirit in the mentality.
To conclude it’s taken for granted that move in Czech Republic is not a huge change for a French man if we compare with some other places all around the world which are deeply more disturbing. But this situation could be really difficult. Indeed as we have seen during all the long of this document many divergences exist between the French society and the Czech one and the track is to consider them negligible.
Unlike French people, Czechs are more introverted and make business in conventional ways: French have to be aware, keep control over emotions and to stay neutral and patient. It can be poorly looked to be too extravagant.
Moreover, in Czech business, you have to adapt your behaviour with different people: old generations are influenced by the Soviet-style systems whereas young generations almost use western approach in business. All in all the French expatriate who will move in Czech Republic won’t have deeply difficulties to adapted themselves if they lead our guide. A little less of extraversion, a huge respect of the hierarchy and an ability to mix private and work relations is the magic formula to succeed its integration in Czech Republic. Something which could be easy at the first seen but which is in reality an everyday work.
Last but not least we would like thanks Pavla Jirovska for their useful testimonial. If you want to contact her for more precise advices:


* JOANNIS H. et DE BARDIER V. (2005) « De la bonne pratique des relations d’affaires » in JOANNIS H. et DE BARDIER V, L’essentiel d’un Marché : LA REPUBLIQUE TCHEQUE, PARIS, Ubi France. Pages 126 to 131 * Harris, Phillip R. and Moran, Robert T. (2007). Managing cultural differences – Global Leadership Strategies for the 21st century, Butterworth-Heineman.
Remark : This book has been consulted online.


JOANNIS H. et DE BARDIER V. (2005) « De la bonne pratique des relations d’affaires » in JOANNIS H. et DE BARDIER V. De la stratégie Marketing à la Création Publicitaire, PARIS, Dunod. Pages 126 to 131…...

Similar Documents

Premium Essay

Cultural Diversity

...Mazur Politechnika Białostocka Cultural Diversity in Organisational Theory and Practice 1. Introduction Increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, organizations need diversity to become more creative and open to change. Therefore maximizing and capitalizing on workplace diversity has become an important issue for management today. Since managing diversity remains a significant organizational challenge, managers must learn the managerial skills needed in a multicultural work environment. Supervisors and managers must be prepared to teach themselves and others within their organizations to value multicultural differences in both associates and customers so that everyone is treated with dignity. Diversity issues are now considered important and are projected to become even more important in the future due to increasing differences in the population of many countries. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might......

Words: 4037 - Pages: 17

Premium Essay

Managing Cultural Diversity - Russia

...- Biggest country in the world: 17 millions km² - Population: 9th country in the world 143 millions inhabitants - 75% in Asia, 25% in Europe 9th world power, member of the BRICS •  Generalities Language: Russian Money: rouble Political system: federal Republic President/government’s president: Vladimir Poutine/Dimitri Medvedev Capital: Moscow Known for: communism, Cold War, USSR (ended in 1991) Principal religion : orthodox religion •  Culture - Russian culture had a late development because of the totalitarianism/authoritarianism of its political systems - Known for literature: Dostoïevski, Tolstoï - Theater: Tchekhov - Music: Tchaïkovski, Stravinski - Paint: Kandinsky, Chagall - Danse: Bolchoï - XIXth century: bourgeoisie spoke French fluently. •  Traditions and believes - Superstition: you don’t shake a hand through a doorstep - You don’t pour something to drink to someone the hand turned on the outside - A lot of Russians prefer to take a knife and the salt on the table than from your hand - Vodka is the main beverage - In public: Russians aren’t warm, in private sphere it’s the opposite. - They are frank - Don’t kiss women you don’t really know - Celebration’s days France   Russia   Cultural  Essen.als   Food  and  Wine   Family  Ma.ers   Eloquent  Discourse   Rela8onships—Public  and  Private   Handshakes  are  common   Bisous   Address   Formalty   Entertaining ...

Words: 812 - Pages: 4

Premium Essay

Globalization and It Effects on Cultural Integration: the Case of the Czech Republic.

...GLOBALIZATION AND IT EFFECTS ON CULTURAL INTEGRATION: THE CASE OF THE CZECH REPUBLIC. INTRODUCTION I. AN OVERVIEW. With the growing standards of the world and the existing concepts and complexities in political, economic and socio-cultural ideologies, man has always and continuously pondered over the aspects of his nature. Unity, equality, trade and commerce are at the forefront of man's complexities. With these thoughts in mind, man has moved through history trying to satisfy his desires in relation to others. The advent of the twenty-first century gave birth to the idea of making the world a single village, thus, globalization. Globalization is the most talk-about issues in the 21st century. However, there is the difficulty of the world to come up with a single and uniform definition. This is because, so many people doubt if the happenings in the world today are as a result of globalization. Thus, due to these global differences of what this concept actually is about, globalization has grown to involve aspects not only of economy, but politics and other socio-cultural issues. Globalization affects almost every human being, this is because the process of globalization is said to have expanded almost through out the entire world either through transport, commerce, and communication. In addition, man’s activities on the globe are all located under these sectors. Culture, as a way of living of man, is identified by every one immediately after birth and was......

Words: 27217 - Pages: 109

Premium Essay

Managing Diversity

...Managing Diversity Research Paper Proposal Anee Rork Team C University of Phoenix Managing Diversity Research Paper Proposal Workplaces today are become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. There have been so many changes in the cultural make-up of organizations that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization. By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and promoting positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes, 2007/2008). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity? The main purpose of this research paper will be to explore what methods organizations and leaders can use to successfully manage increased cultural diversity within the workforce. This research will reflect not only why it is important for organizations to embrace the differences in a diverse workplace, but will discuss the consequences that may occur if......

Words: 2076 - Pages: 9

Premium Essay

Managing Diversity

...Managing Diversity in the Workplace At workplace, valuing diversity means creating a work environment that respects and includes variation individual by maximizing the potential of all employees or in which every employee feels included. It means acknowledging that other people, other races, other voices, and other cultures have an equal claim on the world. Valuing diversity is the recognition that there are many ways of viewing the world, solving problems, and working together. Diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country. . In the workplace it is very common to have co-workers that are of a different ethnic background than yourself as well. I believe that it is a huge benefit to work with people from a different ethnic background. The workplace needs all types of diversity. It is said to have a positive effect. In the workplace, we need diversity to become more inventive and open to change. The behavior of an employee is shaped by relationships with co-workers. To succeed in this highly competitive environment, we......

Words: 539 - Pages: 3

Premium Essay

Human Resource Management in the Czech Republic

...history roles structure The Czech Republic seems to be an example of an undeveloped country due to an externally entailed system. Before the Second World War the Czech part of earlier Czechoslovakia used to be part of to the most developed areas of Europe and actually one of the fifteen best developed countries in the world. This was not only based on the high level of GNP (gross national product per capita), technology and standard of living but also on its personnel management. On the contrary to other Eastern European countries the Czech Republic already showed a high level of industrialization. Resident firms like Bata Company or Škoda with a well installed personnel management system have already had many characteristics of the current HR Management in the Czech Republic. The system’s typical attribute was definitely its focus on performance by the means of systematic performance appreciation, performance based compensation, systematic training, diligent selection and placement and very considerable support of employees concerning benefits, work environment and labour conditions. (Koubek, Managing human resources in the Czech Republic, ?, pp. 133) It was visible and appreciable that the effort of employees to the respective company was honest and purposeful to harmonize the company success with their own success and to enhance the conditions of working and their own satisfaction. With the downfall of the Eastern Bloc at the beginning of the 1990s, the Czech economy had......

Words: 4711 - Pages: 19

Premium Essay

Ihop External Analysis in Czech Republic

...International Economic Relations International Economic Relations International House of Pancakes International House of Pancakes Export analysis: From USA to Czech Republic Export analysis: From USA to Czech Republic Authors: Barbora Nykodýmová Helena Leszczynska Preet Singh Authors: Barbora Nykodýmová Helena Leszczynska Preet Singh Delivery date: 2011, May 26 Delivery date: 2011, May 26 Table of Contents Internal Analysis (USA) 3 External Analysis (Czech Republic) 4 Macroeconomic Factors 4 Economic Structure 4 Political Legal Structure 6 Demographic Aspects 7 Socio-cultural Factors 10 Technological Level/Factors 11 Geographic Aspects and Distribution Structure 11 Product Analysis on the Export Market 13 Potential Buyer Analysis 13 Competitive Analysis 13 Product 15 Price 16 Distribution 16 Communication 17 Other Aspects 18 Conclusion 19 List of Sources 20 Appendices 22 Internal Analysis (USA) External Analysis (Czech Republic) Macroeconomic Factors Economic Structure Own experience with the market: Two from three members of group are citizens from Czech Republic; so own experience is strong enough. Gross National Product (GNP): In Czech Republic to measure value is used gross domestic product. GNP is not measured. So GDP as a value of all final goods and services produced within a country in certain period. In 2010 annual increment in GDP was positive, except in 2009 was negative, last 5 years was...

Words: 6163 - Pages: 25

Premium Essay

Managing Cultural Diversity

...Wayne Huizenga School of Business and Entrepreneurship MGT 5012– Twenty First Century Management Practices Date of Submission: March 17, 2013 Title of Assignment: Managing Cultural Diversity Syllabus: MGT 5012- 21st Mgmt Practices 26 Over the years, the workforce has grown to have diverse groups of people working together. Diversity is defined as the differences or dissimilarities among people. These differences can be age, gender, race, ethnicity, religion, sexual orientation, education, experience, and any characteristic used to distinguish between people. (Jones, 2011) To understand the present, a look at the history of diversity in the workplace will be discussed. I will research and discuss the cultural diversity and how managers today have evolved over the years to learn how to handle it. I will discuss certain steps that managers can take to effectively manage the diversity in their workplace. I will look into the business etiquette and protocol of countries like the United States, Mexico, and Japan. I will also look into where these countries fall on Hofstede’s model of national culture. I will also discuss why it’s important for mangers to learn about a culture they are not familiar with when doing business to make sure they don’t offend the other person or company.     History of Diversity in the Workplace The workforce slowly changed after World War II as a growing number of minority groups began to speak up and demand fairness among the workers.......

Words: 8831 - Pages: 36

Free Essay

Cultural Diversity

...Cultural Diversity and The Workplace Phyllis Bayard SOC220 October 3, 2015 Professor Mary Brito Cultural Diversity and the Workplace In our society, cultural diversity and lifestyles vary to an extreme. All across the world there are many different cultures, and many of them live in the United States. With more and more people entering the U.S. daily, we as a nation are becoming more and more diverse, not just in our culture, but in the workplace and schools. In the United States, alone we have many different cultures, religions, ethnic groups, and races just to name a few. While organizational interest in diversity continues to grow, “ U.S. Census Bureau predicts the U.S. population will be considerably older and more racially and ethnically diverse by 2060” (Dauber, 2015). They have also predicted that the non-Hispanic white population will peak at roughly 200 million by 2024, followed by a slow decrease. During that time it is predicted that both Hispanic and Asian will more than double. The total minority population is predicted to double by 2060. Cultural diversity exists even more with women in the work place. Women are hired, but only allowed to work in certain positions. For instance, beautiful women were hired to do masculine jobs only to be discriminated against because it was thought that they could not compete with men in the same positions. Therefore, women who enter a profession in order to......

Words: 875 - Pages: 4

Premium Essay

Cultural Diversity

...Cultural Diversity 1 Running head: Cultural Diversity Cultural Diversity In the autumn of 2006 the population of the United States exceeded 300 million people. Of those 300 million, approximately 98 million, or 33%, of them are a part of a minority group (Jarvis, 2008). This growing number can be attributed to the increase number of immigrants coming to the United States for the opportunity to have a better life for themselves and their families. It is predicted that by the year 2050 the statistic of 33% of people that belong to a minority group will rise to 50%. Of the current 33%, 14.4% of people are of Hispanic or Latin origin. This makes Hispanics and Latinos the largest minority group in the country. African Americans account for 12.8%, Asians for 4.3%, and other groups for 2.7% of the ethnic minority population (Potter & Perry, 2009). The data on the United States population verifies an important fact that must be implemented within the health care system: the statistics reflect the cultural diversity of potential clients. From previous experience, I can concur that approximately one-third of the patients I saw belonged to a minority group. Health care professionals are expected to provide individualized care to their clients. In doing so, we must be aware of what makes them an individual. A person’s culture is a huge part of that. In order to fulfill our duty, we need to familiarize ourselves with the practices and beliefs of different......

Words: 2026 - Pages: 9

Free Essay

Managing Diversity

...Managing diversity in the workplace is a complex issue and one that is fast becoming one of the most important factors driving the sustainability of today’s organizations. According to Root (2015) diversity in the workplace refers to the bringing together of people of different ethnic and religious backgrounds, as well as, age groups into a cohesive and productive unit. Diversity also encompasses all manner of differences including mental, physical, cultural difference, including sexual orientation. Patrick & Kumar (2012) states that in promoting diversity in the workplace there should be understanding, acceptance, appreciation and respect of each individual’s differences and uniqueness. The effective management of diversity allows all employees no matter their difference to reach their true potential and to maximize their contributions to the goals of the company. Greenberg (2004) stresses that the level of success an organisation achieves will depend on its ability to effectively embrace diversity. The effective management of workplace diversity carries with it benefits to both the organisation and the employee. A benefit to the organisation includes increasing the company’s flexibility and its ability to meet customer needs. According to Nataatmadia & Dyson (2005) research has shown that diverse groups tend to be more creative and flexible than homogeneous groups. Creative employees are encouraged to explore, and are known for their open-mindedness. Employees from...

Words: 1668 - Pages: 7

Premium Essay

Macroeconomics: Czech Republic

...History and Economy of the Czech Republic This paper is on the Czech Republic economy. I will first introduce the country with detailed information on the Czech history from past to present. Then, I will talk about their economy during communism and post-communism. This will show how the country and its economy has changed dramatically during and after communism. Transitioning from that, later on in this paper will exemplifies the Czech Republic economy in exquisite details from the past 25 years to now; post-communism. The term "Czech" refers to the cultural characteristics of the Czech-speaking inhabitants of the Czech Republic, which includes Bohemia; the larger western part. The republic is bounded by Poland on the north, Germany on the northwest and southwest, Austria on the south, and the Slovak Republic on the east. The crowning of the first Bohemian king took place in 1085. And the first university in central Europe was founded in Prague in 1348. The development of Czech national culture came to a temporary halt in 1620, when the Czech's social classes possessing political rights were defeated in the Battle of White Mountain. The Bohemian kingdom lost its independence, and its provinces were declared the hereditary property of the Hapsburgs. A period referred to as "the darkness" lasted until the end of the eighteenth century, when the Czech national revival the formation of the modern Czech nation began. The area of today’s Czech Republic used to be an......

Words: 4540 - Pages: 19

Premium Essay

Managing Diversity

...Chapter 12: Managing Diversity in the Workplace The Chancellor's Committee on Diversity defines Diversity as: "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics." So why is it when many people think of diversity, they think first of ethnicity and race, and then gender? Diversity is much broader. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy applies to all......

Words: 2057 - Pages: 9

Premium Essay

Managing Diversity

...companies find increasing and managing diversity to be difficult challenges? 2.  What were the key elements in Blahna's successful diversity strategy? 3.  Under what circumstances might the consulting pairs approach be most useful? 4.  What steps should management take to ensure that the consulting pairs approach is working? Businesses have come a long way since the days of 1950s when white males made up more than 60% of the American workforce. The man was the sole breadwinner in the household while females were expected to take care of children and the home. At age 65, the male retired and they spend their retirement years doing all those little things they never had the time or money to do. Diversity used to be a black/white, male/female, old/young issue. Now it is much more complex than just racial or ethnic diversity. It consists of a combination of genders, race, religion, age and other background factors with different values, styles, personalities, customs and beliefs that can affect the way they conduct business. We also consider socio-economic, geographic, international, intellectual, artistic, athletic, political, religious, and sexual orientation. Cultural diversity should be managed to recognize, respect and capitalize on the different backgrounds in our society in terms of race, ethnicity, and gender. Today’s workplace requires a more realistic and respectable approach to multi-culturalism or cultural diversity. Multi-culturalism......

Words: 767 - Pages: 4

Free Essay

Czech Republic (*) Prior to business school, I worked for a large packaging distributor based in Chicago, as a financial analyst. Though my role was not in global sourcing, I was very aware and intrigued by sourcing operations in emerging markets in both Eastern Europe and China, and how our company had to balance the financial risks in developing these supplier relationships. For this reason, I was immediately excited about the opportunity to visit and learn in Czech Republic and Austria. My research in both countries has only increased my excitement at this opportunity. First, my husband lived in the Czech Republic for three months in the city of Ostrava, to play soccer in high school. During this time he lived with a Czech family and had the opportunity to travel around the country. Though this was many years ago, it was an experience that he claims changed his life and though the country has changed greatly since then, the stories have left me very intrigued. Due to this, he was able to connect me with several Czech friends who he has kept in touch with that now live in the US. Through several conversations with them, I was very fascinated by how their families grew up balancing the influence of a new westernized culture (democracy) with their Eastern European roots and history (communism). I was immediately impressed by their patriotism for their country and their pride for how their country has become a launching pad for many western companies seeking to grow......

Words: 1062 - Pages: 5