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Organizational Culture and Cross

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Submitted By clphillips0207
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"Organizational Culture and Cross-Cultural Management" Please respond to the following: * Hofstede’s study is an important contribution to cross-culture management research. Analyze the impact that culture exerts on recruitment and selection, training and development, compensation, and task distribution. Determine whether or not there are leadership behaviors, attributes, and organizational practices that are generally accepted and effective across cultures. o

* *From the e-Activity, compare the two (2) cross-cultural management theories that you researched to Hofstede’s cross-cultural theory. Determine two (2) fundamental differences and similarities between each theory.

The impact the Hofstede’s study had on the cultural context of HRM practices are as follows:
Recruitment and selection: In cultures low on “in-group” collectivism such as the U.S., and the UK, individual accomplishments are important selection criteria, and societies high on “in-group collectivism” such as China and Spain put more importance on team-related skills than on individual capabilities.
Training and development: While no country has perfect gender equality, societies high on the gender social equality scale have more women in positions of power and similar levels of education as men, such as the U.S, women usually have the same chances for a straight up career progression as men and societies which score low on gender social equality such as Afghanistan and Liberia do not have nearly the same chances.
Compensation: In societies high on uncertainty avoidance employees tend to be rather risk adverse and prefer fixed compensation packages or senior-based pay where in societies low on uncertainty avoidance employees tend to be rather risk-taking and accept high income variability through performance based pay.
Task distribution: In societies high on collectivism tend to put...

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