Time line revision cross culture managgement

Chap 1,2
 Determinants of culture,concept/ define culture, characteristics
 Concept of culture :
+culture :the way of life, especially the general customs and beliefs of a
particular group of people at a particular time
+Culture: is the social behavior and norms found in human societies.
Culture is a system of values and norms that are shared among a group of
people and that when taken together constitute a design for living.
-Norms: the social rules and guidelines that prescribe appropriate behavior in
particular situations and govern the actions of people toward one another
-Values: abstract ideas about what a group believes to be good, right, and
desirable
Two kinds of culture
1. Sprits culture: Custom, Music, festival, National pride
2. Material culture: Food, national custom
 Determinants of Culture:
Culture is shaped by a variety of factors that influence its development and
characteristics. Some of the key determinants of culture include:
1. Geography: The physical environment, such as climate, terrain, and natural
resources, can influence the cultural practices and lifestyles of a particular
region.
2. History: Historical events, including colonization, wars, migrations, and
interactions between different groups, shape a culture's beliefs, values, and
traditions.
3. Language: Language plays a crucial role in shaping culture. It influences
communication, social interactions, and the transmission of cultural knowledge
and values.

4. Religion: Religious beliefs and practices significantly impact cultural norms,

values, rituals, and social structures.
5. Socioeconomic Factors: Economic systems, social classes, income disparities,
and access to resources influence cultural practices, lifestyles, and social
hierarchies within a society.
6. Education: Educational systems, including formal and informal education,
contribute to the transmission of knowledge, values, and skills within a culture.
7. Technology: Technological advancements and access to technologies shape
cultural practices, communication methods, and even social relationships.
8. Political Systems: Political structures, governance models, and power
dynamics impact cultural values, social norms, and decision-making processes
within a society.
9. Cultural Exchange: Interactions and exchanges between different cultures
through trade, travel, migration, and globalization can lead to the adoption of
new ideas, practices, and values.
Characteristics of Culture:
1. Learned and Shared: Culture is acquired through socialization and learning
from others within a community. It is shared among members of a group and
passed on from one generation to another.
2. Symbolic: Culture uses symbols, such as language, gestures, art, and rituals,
to convey meaning and communicate ideas.
3. Dynamic: Culture is not static but evolves and changes over time in response
to internal and external influences.
4. Integrated: Different aspects of culture, such as beliefs, values, traditions, and
practices, are interconnected and form a cohesive system.
5. Normative: Culture includes norms, which are the accepted standards of
behavior within a society. Norms guide social interactions, expectations, and
moral values.
6. Adaptive: Culture allows societies to adapt to their environment and address
challenges through shared knowledge, practices, and innovations.
7. Universal and Diverse: While there are universal aspects of culture shared by
all human societies, cultures also exhibit significant diversity in terms of beliefs,
values, traditions, and customs.
8. Influences Perception and Behavior: Culture shapes individuals' worldview,
perceptions, attitudes, and behaviors, influencing how they interpret and interact
with the world around them.
 Cuture shock (what? And take example)
The notion of ‘culture shock’ refers generally to the unpleasant experience
that can be had when coming into contact with other cultures. It is a common
psychological and emotional response to the unfamiliarity of cultural norms,
social practices, language, values, and customs.
Culture shock can occur when people travel or move to a different country or
even within their own country when they encounter a culture that differs from
what they are accustomed to. It typically involves a process of adjustment and
adaptation as individuals learn to navigate and understand the new cultural
context.
Example about culture shock:
Upon arrival in UK, this person may experience culture shock. They may find
the fast-paced lifestyle, crowded streets, and diverse population overwhelming.
The language barrier may also create difficulties in communication. The person
might struggle to understand the social norms and customs, such as queuing in
lines, tipping in restaurants, or using public transportation.
They may feel isolated, homesick, and even frustrated by the differences they
encounter. The food, clothing styles, and overall behavior of people might be
drastically different from what they are used to. All of these factors can
contribute to a sense of disorientation and discomfort, which is typical of
culture shock.
Chap 3
 5 dimensions of Hofstede ( Lấy vd về 1 khía cạnh ở hai quốc gia, phân tích,
so sánh, lý do tại sao lại chọn khía cạnh đó để talk about)

Hofstede used the results of his research to produce a comparison between

cultures on 5 dimensions:

1. Power distance (high/low): attitudes to authority, the distance between

individuals in a hierarchy. The extent to which members of a society accept that
power in society and organizations is and should be distributed equally, i.e.
Workers have more chances to influence Govt. Dicisions - India, when
compared to Philipinese and UAE.
2. Uncertainty avoidance (high/low): the degree of tolerance for uncertainty or
instability.
3. Individual versus group orientation: independence and interdependence,
the loyalty towards oneself and towards a group.
4. Masculine versus feminine orientation: importance of work goals (earnings,
advancement) compared with personal goals (co-operation, relationships).
Short-term versus long-term orientation: fostering virtues related to the past and
present or virtues related to the future.
Chọn 2 Quốc gia và so sánh low vs High power distance,….and why
High Power Distance
In high power distance countries and organizations, people don't question the
decisions of their leaders. Leader relationships are not close and leaders are
expected to earn more money and respect. Subordinates expect to have their jobs
and responsibilities dictated to them, and in some cases, will not articulate
disagreement with authority for fear of the consequences for stirring up conflict.

Low Power Distance

Low power distance organizations are looser, decentralized hierarchies, where
employees or subordinates are considered equal, or nearly equal. There are
fewer supervisors or leaders and they are willing to trust subordinates with
important jobs and are willing to share the blame when problems arise.
Power distance China 80 vs canada 30
 GLOBE, take 5 countries for example (keep in mind- Timor Leste, VN,
Philipine)tra google
 The Role of cross- culture mannagement (definition, advantages and
disadvantages), lấy ví dụ và phân tích, so sánh.
Cross-cultural management explains the behavior of people in organizations
around the world and shows people how to work in organizations with
employees and client populations from many different cultures. Cross-cultural
management describes organizational behavior within countries and cultures;
compares organizational behavior across countries and cultures; and, perhaps
most important, seeks to understand and improve the interaction of co-workers,
managers, executives, clients, suppliers, and alliance partners from countries and
cultures around the world.
Advantages of Cross-Cultural Management:
1. Increased Cultural Intelligence: Cross-cultural management enhances
individuals' ability to understand, appreciate, and adapt to different cultural
perspectives. This can lead to improved communication, empathy, and
collaboration across cultural boundaries.
2. Global Business Expansion: Effective cross-cultural management enables
organizations to expand their operations globally by understanding and
navigating the complexities of different markets, customs, and business
practices.
3. Enhanced Innovation and Creativity: Cultural diversity in a workforce can
bring together a variety of ideas, perspectives, and experiences, fostering
innovation and creative problem-solving.
4. Improved Decision-Making: Cross-cultural management encourages diverse
viewpoints in decision-making processes, leading to more well-rounded and
inclusive decisions.
5. Competitive Advantage: Organizations that successfully manage cultural
diversity are often better positioned to attract and retain talent from diverse
backgrounds, which can provide a competitive advantage in a globalized
marketplace.
Disadvantages of Cross-Cultural Management:
1. Communication Challenges: Differences in language, communication styles,
and non-verbal cues can create barriers to effective communication and
understanding. Misinterpretation and misunderstandings can lead to conflicts
and inefficiencies.
2. Stereotyping and Prejudice: Cultural differences can sometimes lead to
stereotypes and prejudices, which can hinder collaboration and create a divisive
work environment if not effectively managed.
3. Conflict and Misalignment: Divergent cultural values, norms, and
expectations can lead to conflicts and misalignment in goals, decision-making,
and work practices.
4. Resistance to Change: People may resist changes in work practices or norms
that are different from their own cultural background, leading to resistance and
reduced productivity.

5. Cultural Bias and Ethnocentrism: Cultural biases and ethnocentrism can affect
decision-making, resource allocation, and performance evaluations, leading to
unfair treatment and limited opportunities for certain cultural groups.
=> should invest in cultural promote diversity and inclusion, foster open
communication, and provide resources and support for employees to understand
and appreciate different cultural perspectives.

 International business activities, quản trị đa văn hoá ảnh hưởng ntn đến
hoạt động kinh doanh? Tại sao cần học quản trị đa văn hoá
Cross-cultural management significantly impacts international business
activities in several ways:
1. Effective Communication: Cross-cultural management helps facilitate
effective communication between individuals and teams from different cultural
backgrounds. It involves understanding the nuances of language, communication
styles, and non-verbal cues to ensure clear and accurate communication, which
is crucial for successful collaboration and negotiation in international business
activities.
2. Building Relationships: Cross-cultural management emphasizes the
importance of building relationships and trust with partners, clients, and
employees from diverse cultural backgrounds. Understanding cultural values,
norms, and practices enables businesses to navigate social etiquette, establish
rapport, and build long-term relationships, which are vital for successful
international business activities.
3. Negotiation and Conflict Resolution: Cross-cultural management equips
business professionals with the skills to navigate the complexities of negotiation
and resolve conflicts that may arise due to cultural differences. It involves
understanding cultural differences in decision-making styles, conflict resolution
approaches, and the importance of face-saving in different cultures.
4. Adapting Business Practices: Cross-cultural management involves adapting
business practices to suit different cultural contexts. This includes tailoring
marketing strategies, product localization, and adapting management styles to
align with the cultural preferences and expectations of target markets.
Because studying cross-cultural management is necessary for several
reasons:
1. Globalization: In an increasingly interconnected world, businesses are
expanding their operations globally, encountering diverse cultures, and working
with people from different backgrounds. Understanding cross-cultural
management is essential for businesses to operate effectively in international
markets and leverage the opportunities presented by globalization.
2. Cultural Sensitivity: Cross-cultural management fosters cultural sensitivity
and awareness among business professionals. It helps them avoid cultural
misunderstandings, stereotypes, and ethnocentrism, and promotes respectful and
inclusive interactions with people from different cultures.
3. Effective Collaboration: Successful international business activities often
require collaboration across borders and cultures. Studying cross-cultural
management equips individuals with the knowledge and skills to navigate
cultural differences, communicate effectively, and work collaboratively in
multicultural teams.
4. Competitive Advantage: Businesses that embrace cross-cultural management
gain a competitive advantage in global markets. They can better understand
customer needs, adapt their products and services to local preferences, and build
strong relationships with international partners, giving them an edge over
competitors.
=> studying cross-cultural management is necessary to navigate the
complexities of international business activities, build strong relationships,
enhance communication, and leverage the opportunities presented by cultural
diversity in a globalized world.
 What to do when conflict occurs, how does cross-cultural management
bring positive and negative effects? Khi conflict xảy ra thì cần làm gì,
quản trị đa văn hoá mang lại positive và negative như thế nào?
When conflicts occur in a cross-cultural context, it is important to address them
promptly and effectively to minimize negative impacts and promote positive
outcomes.
1. Active Listening and Empathy: Practice active listening to understand the
perspectives, concerns, and needs of all parties involved. Show empathy and try
to see the situation from the other person's cultural perspective.
2. Clarify Communication: Use simple and direct language, and encourage open
dialogue. Seek clarification if something is unclear or if there is a potential
misunderstanding due to language or cultural differences.
3. Seek Mediation or Facilitation: If the conflict persists or escalates, consider
involving a neutral third party who has cross-cultural understanding and
mediation skills. This person can help facilitate communication, promote
understanding, and guide the resolution process.

Positive Effects of Cross-Cultural Management on Conflict Management:

- Increased understanding: Cross-cultural management promotes understanding
of diverse cultural perspectives, values, and norms. This understanding can help
individuals navigate conflicts with empathy, respect, and open-mindedness.
- Improved Relationships: Effective conflict management in a cross-cultural
context can lead to stronger relationships built on trust, respect, and mutual
understanding. This can enhance collaboration and cooperation in the long term.
Negative Effects of Cross-Cultural Management on Conflict Management:
- Miscommunication and Misunderstanding: Cultural differences in
communication styles, language proficiency, and non-verbal cues can contribute
to miscommunication and misunderstandings during conflict resolution.
- Complex Dynamics: Managing conflicts in a cross-cultural context can be
more challenging due to the complexity of cultural factors involved. It may
require more time, effort, and cultural sensitivity to reach a resolution.

 How does culture affect the way work ,activities of

manager,organization and differences?Văn hoá ảnh hưởng ntn đến cách
thức làm việc, hoạt động của manager, orginazation,and differences
Chưa xong…..

Chap 4,5,6
 Mono-cultural vs Multicultural
 Distinguish btw inductive and deductive thinking

 Câu hỏi về region (đạo phật, hồi giáo,bhudism…), tôn giáo có ảnh hưởng
đến hoạt động kinh doanh quốc tế không? ảnh hưởng ntn?
 Family modal (Chọn một quốc gia)
 Motivation and value ( how the manager should do….)- Focus on chap 6
 Work to live and live to work
 Teamwork
 Cultural dilemas
- This type of second-level dilemma is one experienced by many managers
working in an international context experience who are dealing with people
from diff erent cultural backgrounds. One of the most important dilemmas such
managers have to face is what it is called, the dilemma of motivation.
Acknowledging that people work in diff erent ways is not enough; what needs to
be recognised is that they may have diff erent motivational systems. Finding out
what systems are at play is not an easy matter since there are various systems
which may improve the quality of individual working life as well as group
behaviour.
-The dilemma of motivation may arise when a manager is searching an
appropriate strategy for motivating people with diff erent needs and values.
 Culture and style management

………………
Chap 7:
1. Monocronic vs Polycronic

2. Modal of cuture ( Tradional and family modal, take a country for

example)
3. Focusing on time
Time is related to the rhythm of nature. Diff erent cultures have diff erent
perceptions of time according to their environment, history, traditions and
general practices. Time, therefore, is one of the fundamentals on which all
cultures rest and around which all activ ities revolve.
5. High and low context Communication (high-context and low-context)
Concept and role of context in communication process
Context relates to the framework, background and surrounding circumstances in
which communication or an event takes place, there are high – context and low
– context:
A high context (HC) communication or message is one in which most of the
information is already in the person, while very little is in the coded, explicit,
transmitted part of the message.
A low context communication (LC) is just the opposite; i.e., the mass of the
information is vested in the explicit code
6. choose 2 nations- 2 nền văn hoá khác nhau và nói về cách họ run business
USA JAPAN
The United States has a business Japan has a business culture that is
culture that is characterized by influenced by principles such as
individualism, competitiveness, and a harmony, respect, and long-term
focus on entrepreneurship. Some key relationships.
aspects of how businesses are running
Some key aspects of how businesses
in the U.S. include:
are running in Japan include:
- Open and Direct Communication:
- Consensus Decision-Making: In
U.S. business culture values direct and
Japanese business culture, decisions
open communication. Meetings are
are often made through a process of
often structured, and professionals are
consensus-building. There is a focus
expected to express their opinions and
on group harmony and maintaining
ideas openly. Hierarchical structures
good relationships within the
may exist, but there is generally a more organization.
egalitarian approach with an emphasis
- Hierarchy and Respect: Japanese
on teamwork and collaboration.
businesses typically have a hierarchical
- Results-Oriented: U.S. businesses structure, with a clear chain of
typically prioritize achieving results command and a strong emphasis on
and meeting targets. There is an respect for authority. Respectful and
emphasis on efficiency, productivity, polite behavior is highly valued, and
and innovation. Performance deference is often shown to senior
evaluations are often tied to individual colleagues or superiors.
and team achievements, and there is a
- Long-Term Orientation: Japanese
focus on setting and meeting goals.
businesses often prioritize long-term
goals and stability. Building trust and
maintaining long-term relationships
with clients and partners is crucial.
This approach may involve investing
time in cultivating relationships before
business deals are finalized.