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Summary Management Global Edition | MAN2 | Chapters 4, 12, 14, 15, 16, 17 and pages 129-134 €5,99   In winkelwagen

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Summary Management Global Edition | MAN2 | Chapters 4, 12, 14, 15, 16, 17 and pages 129-134

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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...

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  • H4, h12, h14, h15, h16 en h17
  • 1 november 2018
  • 17
  • 2018/2019
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Daniquedhs
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

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