Principles of Mangement
Global edition | fourteenth edition
Stephen P. Robbins & Mary Coulter | Pearson
Summary of:
Chapter 3 Global management - pages 129-134
Chapter 4 Valuing a diverse workforce
Chapter 12 Organizing around teams
Chapter 14 Interpersonal and organizational communication
Chapter...
Management Global 14th Edition Robbins Test Bank Latest Verified Review 2024 Practice Questions and Answers for Exam Preparation, 100% Correct with Explanations, Highly Recommended, Download to Score ...
Management Global 14th Edition Robbins Test Bank Latest Verified Review 2024 Practice Questions and Answers for Exam Preparation, 100% Correct with Explanations, Highly Recommended, Download to Score ...
Management Global 14th Edition Robbins Test Bank Latest Verified Review 2024 Practice Questions and Answers for Exam Preparation, 100% Correct with Explanations, Highly Recommended, Download to Score ...
All for this textbook (19)
Written for
NHTV (NHTV)
Internation Media and Entertainment Management
People Management (MAN2)
All documents for this subject (2)
2
reviews
By: elinathelifewolf • 2 year ago
By: lisettenijhuis • 4 year ago
Seller
Follow
Daniquedhs
Reviews received
Content preview
MANAGEMENT
GLOBAL EDITION | FOURTEENTH EDITION
Stephen P. Robbins & Mary Coulter | Pearson
Chapters 4, 12, 14, 15, 16 & 17
+ pages 129-134
, Chapter 3 Global Management
Pages 129-134
Managers need to know about a country’s economic system
1. Currency exchange rates – can afect decisions and level of profts
2. Inflation rates – inflation is increasing prices for products and servicesi vary widely
3. Diverse tax policies – diferent tax laws per country
The cultural environment
- Cultural diferences : languages | meaning | communication preferences | norms
- Organizations & countries: have diferent cultures
- National culuuel = values & attudes shared by individuals from a specifc country (traditionss
greater efect on employees than their organization’s culture
Geert Hofstede: countries vary on fve dimensions of national culture
1. individualistic (own familys vs. collectivistic (groups
2. high power distance (wide diferences in powers vs. low power distance (more equalitys
3. high uncertainty avoidance (high level of anxietys vs. low uncertainty avoidance (riskss
4. achievement (money is competition prevails vs. nurturing (relationships prevails
5. long term orientation (look to futures vs. short term orientation (traditioni pasts
Global Lladleship and Oeganizational Blhavioe Eflctivlnlss sGLOBEB = ongoing research program
studies cross-cultural leadership behaviors – extends Hofstede’s worki but defned 9 dimensions
1. Power distance – acceptance of unequally power in institutions & organizations
2. Uncertainty avoidance – society’s reliance on social norms and procedures
3. Assertiveness (achievement-nurturings – society encourages to be tough/aassertive/acompetitive
4. Humane orientation (nurturing dimensions – society encourages to be fair/agenerous/akind/acaring
5. Future orientation (long/ashort-terms – society encourages to plan/ainvest in future/adelay gratifcation
6. Institutional collectivism (individualism collectivisms – encouraged to be integrated into groups
7. Gender diferentiation – society maximizes gender role diferences measured by woman’s status
8. In-group collectivism – pride in membership in small groups like family/afriends/aorganization
9. Performance orientation – society encourages + rewards group member for improvement/aexcellence
- Globe study confrms Hofstede’s dimensions and extends his research
- Though always personal variables factor can still difer within a culture
- Two challenges within today’s global environment
1s Challenge of openness
threat of terrorism | economic interdependence |cultural diferences
2s Challenge of managing a global workforce
Conflict due diferent work methods/apay levels/alanguage barriers
Cultural diferences in work-family relationships
- Managers need culuueal inullliglncl: cultural awareness and sensitivity skills
Knowledge of culture | mindfulness: see signals/areactions | behavioral skills
- Managers need a global mind-slu: intellectual (knowledgesi psychological (opennesss & social capital
, Chapter 4 Valuing a diverse workforce
Find a great sponsor/amentor - Be a protégé (= to protecti learners
- How to have an active & efective sponsor-protégé relationship:
1. Do great work – demonstrate that you can & will deliver great performance
2. Be trustworthyi loyal & dependent – the relationship should be benefcial
3. Be selective – choose the right sponsorsi target diferent leaders
4. Nurture the relationship – have meetings & do you work
4.1 Diversity
- Diversity is one of the most populari controversial & least understood topic
- Woekfoecl divlesiuy = ways in which people are diferent & similar to each other in an organization
- Suefacl-llvll divlesiuy = diferences we can see: age/arace/agender/aethnicity/aetc.
can lead to stereotyping & the wrong assumptions
- Dllp-llvll divlesiuy = diferences in behavior: values/apersonality/awork preferences/amood/aattude
- Benefts of a diverse workforce (3 categoriess:
1s People management
attracting & retaining talented workforce
unique perspectives to discussionsi more creative ideas & solutions
2s Organizational performance
costs saving: less lawsuitsi reduces employee turnover & less absenteeism
improved flexibility & team engagement
3s Strategic
increased understanding of marketplace; anticipate & respond to customer needs
variety of viewsi approaches & opportunities
- From an ethical perspectivei efectively managing workforce diversity is the right thing to do
4.2 The changing workplace
- Many individuals do not accept others who are diferent – feel comfortable with similar people
- Natural student grouping is defned more by deep-level characteristics
- Faultline = subgroup that develops naturally within a team
Team leader should promote communication between subgroups within a group
- Population of the U.S. (United Statess will increase because of immigrants & new descendants
Also changes in components (more Asianss & age (rising average ages
Changing population impacts U.S. workplaces – businesses need to adjust
- Worldwide population about to increase with one-third by 2050
- Age: increasing life spansi cause a higher proportion of older people – large retirement
On the other handi countries with a very low median age – youthful workforcei need education
- Gender & sexual orientaton: diferent proportions of males & females
Legalizing equal rights for the LGBTQ community in some countries – still important issue
- Migraton & movement: migration can change policies on immigration – hiring from other countries
Migration also efects ethnic composition of local population – important for global businesses
4.3 Types of workplace diversity
- Age: let old and young employees work togetheri physical tasks can be redesigned
Change in government policies & legal and regulatory challenges: adjusting retirement
Managers need to overcome misperceptions: lots of negative stereotypes & age discrimination
Organizations need to plan for the future: baby boomers & little (technicals education
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Daniquedhs. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $6.48. You're not tied to anything after your purchase.
