Masculinity In Brazil

Masculinity is relativity similar within the U.S. and Brazil. The U.S. has a slightly higher masculinity, which allows me to feel a little more comfortable when managing in Brazil. Women are disproportionately underrepresented in expatriate assignments still confirmed by research. Women are increasingly making their way into the international management system with different opportunities for women may be reflective on the cultural expectations of the host countries. Companies need to avoid assuming female executives will fail because the way they are received or because of problems experienced by female spouses, avoid assuming woman will not want to go overseas, and give female managers every chance to succeed by giving them titles, status …show more content…
When in Brazil, using someone’s title in a formal conversation is generally followed by the first name rather than last name, compared to the U.S. For women, kisses on either cheek are the appropriate introduction to another female. Like the U.S., avoiding the conversation of politics is the best thing to do. When scheduling appointments in Brazil, they are generally scheduled at least two weeks in advance and a confirmation two days prior for courtesy. Scheduling that much in advance will be a challenge for me, but it will make me work on my time management and organizational skills. In conversations, Brazilian’s tend to interrupt and should not be taken as being rude as we would in the U.S. When a significant decision is made, it is delivered in person rather than by phone or email due to eye contact being essential to the …show more content…
Reached through collective bargaining between workers and managers for developing their workplace relationship, the labor contract determines workers’ rights regarding pay, benefits, job duties, firing procedures, retirement, and layoffs. Three dimensions of labor-management relationships that the manager will consider are the participation of labor in the affairs of the firm, especially as this affects performance and well-being, the role and impact of unions in the relationship, and specific human resource policies in terms of recruitment, training, and compensation. Labor relation constraints include wage levels that are set by union contract and leave the foreign firm little flexibility to be globally competitive, limits on the ability of the foreign firm to vary employment levels when necessary and limitations on the global integration of operations of the foreign firm because of incompatibility and the potential for industrial conflict. Unions have a lot of influence in Brazil, and although their achievements have led to a more developed labor market, businesses should be aware of how they operate. Brazil labor laws can be challenging to navigate and can lead to fines and a turned reputation. In addition, Brazil is moving towards new forms of structuring the employer-employee