- GCC
- Table of content
- Introduction…………………………………………………………………………..3
- Power distance in Canadian Culture and Australian Culture……………………………………………………………………………….3
- Individualism in the Canadian Culture…………………….........................................3
- Individualism in the Australian Culture……………………………………………..3
- Masculinity /Femininity in the Canadian and Australian Culture……………….......4
- Uncertainty avoidance in the Canadian and Australian Cultuere……………………4
- Long-Term orientation in the Canadian and Australia Culture……………………..4
- Table………………………………………………………………………………...5
- Achievement in McDonalds………………………………………………………...5
- Achievement in Unilever……………………………………………………………5
- Failure in Mirror Group……………………………………………………………..5
- Failure in Marks and Spencer………………………………………………………6
- Conclusion………………………………………………………………………….6
- Works Cited………………………………………………………………………..7
- #1
- Introduction
- Employees tend to be the most reliable human resource in an organization. There is a need for employers to treat them accordingly in order they can assist in producing effective outcomes. Looking at the Canadian culture, it is evident that there are some areas that employers in the country enact their responsibilities according to the law and follow the set ethical standards. However, there are areas where employers in Canada fail to enact their responsibilities accordingly. This issue emerges in several countries one of them being Australia as demonstrated in the 5-D Model developed by Geert Hofstede.
- One of the responsibilities that employers ought to employ is enacting equality to all employees through reducing power distance. This means that all employees have equal rights to share information in an organization (Pride, Robert & Kapoor 289). In the Canadian culture, the issue of equality scores 39% according to 5-D model. This illustrates that power in various organizations in the country is not distributed equally. The same case applies in Australia, where the country scores a low mark of 36% meaning that there is a huge power distance. Reducing power distance enhances employers to work harmoniously and build a positive environment that satisfies all employees. Another responsibility is enacting individualism. This entails enacting appropriate leadership skills to help employees become self-reliant and display their own initiatives. Through enacting individualism, employees are able to perform to their best and gain various advantages like promotions after demonstrating their skills and ability. The Canadian culture has a high dimension score on the issue of individualism as the country scores 80%. Australian culture is highly individualistic because the country scores a mark of 90% according to 5-D Model. This illustrates that most of the employers expect their potential employees to be more self-reliant.
- Moreover, there is a need to motivate employees in order to give them morale on various obligations that they enact. This translates that employers ought to demonstrate masculinity through helping their employees achieve the set goals in an organization. The Canadian culture score an average mark of 52% on this issue. However, the Australian culture scores a mark of 61% illustrating employers are able to solve various problems with their employees at individual level compared to the Canadian culture. Another responsibility of employers is to demonstrate awareness of various uncertain avoidances. This means that they will be able to employ confidence among all employees in the working environment. The Canadian culture scores below average mark by achieving a mark of 48%. This illustrates that the culture is not rule oriented and largely accepts opinions from outsiders. Moreover, the Australian culture scores a little higher mark of 51% demonstrating that the country also has a higher degree of accepting different opinions from outsiders.
- Employers also have the role of enacting various long-term oriented goals. This means that employers ought to assist all employees to focus on goals that will help an organization achieve more income for a long period. For example, engaging employees in decision-making strategies is the best option to accomplish this obligation (Kurtz & Louis 286). The Canadian culture scores a low mark on this issue where it attains 23%. This means that the culture is highly oriented on short-term goals. Australian culture scores a mark of 31% on this issue demonstrating that the culture also focuses on short-term oriented goals. The following table shows how the relationship between various members in an organization ought to be in a culture that observes all the above responsibilities, in order to achieve the targeted goals.
- #2
- Through meeting all the above responsibilities, some organizations have managed to meet their goals and make considerable financial benefits. For example, through inspiring employees McDonald Company managed to be one of the American business organizations that have been successful in its operations (Daft & Dorothy 441). The company employed positive leadership in which managers were able to motivate employees in order to meet the set goals. Another company that has been successful through enacting proper leadership skills is Unilever. The company was voted as one of the best performing organizations by demonstrating proper and reliable leadership in 2007 (Daft 413).
- #3
- However, certain some companies have not been able to achieve their targets after employers failed to enact the recommended responsibilities. An example of a company that failed to enact responsibilities as enacted by the law and ethical standards is Mirror Group (Thomas 14). The company collapsed after the employer, Robert Maxwell stole pension funds related to his employees. His will was to keep the business in operation but he used the wrong means. Moreover, Maxwell was known to bully his employees and instructed them to conduct their obligations according to his ways (Thomas 14). He failed to give them a chance of making decisions in the company. He also failed to create relationship with the employees. Another company that failed to demonstrate proper leadership skills according to the law and ethical considerations is Marks and Spencer. The company collapsed because of dictatorial leadership. This means that employees were not given a chance to express their concerns about the well-being of the company.
- Conclusion
- The above illustrations indicate that for an organization to succeed in its operations, employers must demonstrate ability of enacting the recommended responsibilities to their employees. Employers have the obligation of creating a culture that favors employees and enhances good working environment. This means there is a need to have open communication within the organization. Moreover, it is recommendable for everyone to contribute in decision-making in order to meet the targeted goals.
- Works Cited
- Daft, Richard L, and Dorothy Marcic. Understanding Management. Mason, OH: South-Western Cengage Learning, 2009. Print
- Daft, Richard. Organization Theory and Design. Mason, Ohio: South-Western Cengage Learning, 2010. Print.
- Kurtz, David L, and Louis E. Boone. Contemporary Business. Hoboken, N.J: Wiley, 2011. Print.
- Pride, William M, Robert J. Hughes, and Jack R. Kapoor. Business. Mason, Ohio: South- Western Cengage Learning, 2010. Print.
- Thomas, Mark. Gurus on Leadership. Thorogood Publishing, 2007. Print.
- Additional Source
- http://geert-hofstede.com/australia.html
1064 Words 3 Pages
