MGMT 3300 Chapter 2 notes
MGMT 3300 Chapter 2 notes 3300
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This 2 page Class Notes was uploaded by Jessica Notetaker on Monday September 12, 2016. The Class Notes belongs to 3300 at University of Colorado Colorado Springs taught by Jill Bradley-Geist in Fall 2016. Since its upload, it has received 25 views. For similar materials see Intro to Management and organization in MGMT at University of Colorado Colorado Springs.
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Date Created: 09/12/16
Chapter 2, Module 4 Hofstede's 6 Dimensions of National Culture o Individualism-collectivism: self-first vs group first Individualism: employee centered incentives, competition, goals/feedback best and individual level Collectivism: work relationships extent to private lives, group level feedback, respond better to authoritarian leaders than individualists do o Power Distance Index: how power or structure is interpreted. Family like companies may have a less rigid structure which can make them feel as if all are relatively equal or entitled to the same things o Masculinity-Femininity: gap between men and women's values, masculine is assertive, feminine is modest and caring. o Uncertainty Avoidance: how comfortable you are with risk or the unknown o Time Orientation o Indulgence-Restraint: indulgence allows for relatively free gratification of human drives instead of suppressing them. General Strategies: o Localizer: operate base on what the locals are doing (local norms) o Exporter: attempts to export the home country compensation to other locations o Globalizer: Incorporates home country and local norms Global Workers: o Parent-country nationals (expatriates): citizens of home company that work abroad o Third-country nationals: not citizens of home country working in a different country than where they are from o Local-country nationals: citizens of country in which the subsidiary is located o Expatriates compensation considerations Foreign service premium Hardship: political unrest, high crime rate, etc. Relocation: transportation, storage, moving Education: language classes, any kids schooling Home leave: expenses of employees returning home to their families Impatriation: opposite of expatriation, subsidiary managers learn culture, procedures, and develop networks with others by temporarily being transferred to headquarters Surface vs Deep Diversity o BFOQ (bona fide occupational qualification): Not discrimination if the needs a certain gender, age, race (a movie) o Federal EEOC (Equal Opportunity) Equal Pay, civil rights, age discrimination, pregnancy, disability o Stereotype: belief either positive or negative o Prejudice: Feeling o Discrimination: action/ behavior, conscious or not Managing Diversity o Diversity Training More common method; train and teach about biases Studies show it isn't very effective It is required (less effective than voluntary) Content of training (some is better than others) o Affirmative action (take proactive steps to increase diversity) Pros: more proactive than laws Cons: Some people (minority and majority) think it is unfair; people think people are incompetence and hired because of race, gender, age "stigma of incompetence; "reverse discrimination" to meet quotas, though this is a misunderstanding. o Mentoring and Network Groups Networking: Helping minorities get connected to top power positions Mentoring: modest positive impact (impact depends on group)