Discussions Arguments

Discussion questions 1:

 Hofstede model and GLOBAL model are used to understand the cultural differences in international business.  Hofstede came up with five cultural dimensions whereas the GLOBAL study added new dimensions to the work of Hofstede and came up with nine cultural dimensions. The similarities between the models are that both have a similar cultural dimension that is; power distance and avoidance (McFarlin Dean & Sweeney, 2014).  In other words, the GLOBAL study was influenced by the work of Hofstede, and both provide an empirical base where researchers can understand the cultural differences models.  However,  the studies differ in that Hofstede focus on the concepts of culture whereas the GLOBAL  model focus on practices and values, face validity, personality dynamics and psychological sense. Another difference is seen in the number of dimensions where GLOBAL study added dimensions which are not included in the Hofstede work

 The GLOBAL model has limitations in that it is centric as its dimensions lack parsimony.  The study did not use objective features, but it used cross-cultural researchers and focused on the unfounded stereotype. The work of Hofstede also has limitations in that he focused on emerging economic powers to describe his cultural dimensions and underrepresented some regions (McFarlin Dean & Sweeney, 2014).  He also ignored subcultures within a region and concluded using wide generalizations.

 

 

 

Discussion questions 2:

 International managers may use the information about the cultural dimensions in understanding the different cultures in the international business market.  For example, they may use the power distance to understand the large power distance and small power distance in different societies. The information might be helpful as managers may understand that large power distance is characterized by autocracy leadership, centralized authority, power differences, and inequality (McFarlin Dean & Sweeney, 2014). They may also expect a participative management style and decentralized authority in societies with small power distance.  Since the cultural differences impact the international business, it is important for the managers to understand the cultural dimensions in order to address the problems.  By understanding the culture, the manager will build strong relationship with people, understand the motivational orientation and positive attitude.

 

Discussion questions 3:

 The universal work-related goals are the sustainable development goals which share a common vision of human well-being. In other words, the work-related goals reflect the moral principles and common responsibility.  Example of these goals includes achieving the economic development and equality.  In international business, countries should offer equal economic rights to both men and women and bring economic development by meeting social needs such as job opportunities, environmental protection, healthy and education (McFarlin Dean & Sweeney, 2014). However,   work-related goals vary across countries, and these include equality and in specific gender equality and equality in the distribution of resources.  Cultural values impact the work-related goals in that the cultural dimensions vary and it is important to understand the differences to meet the specific needs of the community. The Hofstede and GLOBE models show that countries have similar and different cultural values and the similarity and difference have an impact on the work-related goals.

 

 

 

References

McFarlin Dean & Sweeney D. Paul. (2014). International Management: Strategic Opportunities &

Cultural Challenges. Routlegde