- 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.
