Performance orientation in the GLOBE report evaluates the value of innovation, high standards, and performance improvement in a culture. Performance orientation includes attributes like the need for feedback for improvement, the expectation for demanding tasks and a higher emphasis on the result than on the people. (House, et al., 2004). Becoming better at a task and getting individually rewarded has priority for performance-oriented cultures.
6.1 Performance Orientation in the US
The US-American culture is performance-oriented, ranking 11th of all 61 countries in the GLOBE study. This implies that US-Americans not only value performance but also act accordingly at work by constantly trying to improve their personal performance. US-companies …show more content…
Managers and coworkers do not deny the US-employee’s performance improvement but simply do not see the need to give feedback or to reward the individual performance like the US-American expects them to. This causes a misunderstanding and is the reason why the US-employee is dissatisfied with the situation.
7 Culture and Communication
Edward Hall viewed context as the essence of communication. Low-context cultures communicate directly and explicitly. In low-context cultures the sender of a message is responsible that the message is understood. Both, the US and Germany are considered low-context, with Germany being even lower-context, which means that the receiver of the message does not have to interpret the words (Rana, 2017) US-Americans get a feeling of belongingness and acceptance when they receive the feedback they anticipated because for them this shows that their counterpart likes them. This is especially important because US-Americans (Friday, 1989) “esteem of other is based on their liking him” (Friday, 1989).
7.1 Constructive Feedback in the …show more content…
They use downgraders 1.5 times more than native German-speakers in a positive situation and 2.7 times more in a complaint (Clyne, 1995).
7.2 Constructive Feedback in Germany
In Germany constructive feedback is typically conveyed in a direct way to give their counterpart a chance to learn from their mistakes. Germans try to be “honest, even if it hurts” to make sure that the message is clear (Hofstede, 2017). They use less downgraders to ensure that the feedback is taken seriously and that the message is understood by the recipient and nothing is left for interpretation.
7.3 Implication
The US-employee does not know that the feedback he/or she receives for even small mistakes is not meant in a negative way by the Germans. The coworkers want to help their US-colleague by directly telling him/her what was wrong. The US-American also does not know that Germans use much less downgraders in a complaint and therefore overvalues the criticism and feels offended. Due to the lack of feedback the US-American might also assume that the Germans do not like
6.1 Performance Orientation in the US
The US-American culture is performance-oriented, ranking 11th of all 61 countries in the GLOBE study. This implies that US-Americans not only value performance but also act accordingly at work by constantly trying to improve their personal performance. US-companies …show more content…
Managers and coworkers do not deny the US-employee’s performance improvement but simply do not see the need to give feedback or to reward the individual performance like the US-American expects them to. This causes a misunderstanding and is the reason why the US-employee is dissatisfied with the situation.
7 Culture and Communication
Edward Hall viewed context as the essence of communication. Low-context cultures communicate directly and explicitly. In low-context cultures the sender of a message is responsible that the message is understood. Both, the US and Germany are considered low-context, with Germany being even lower-context, which means that the receiver of the message does not have to interpret the words (Rana, 2017) US-Americans get a feeling of belongingness and acceptance when they receive the feedback they anticipated because for them this shows that their counterpart likes them. This is especially important because US-Americans (Friday, 1989) “esteem of other is based on their liking him” (Friday, 1989).
7.1 Constructive Feedback in the …show more content…
They use downgraders 1.5 times more than native German-speakers in a positive situation and 2.7 times more in a complaint (Clyne, 1995).
7.2 Constructive Feedback in Germany
In Germany constructive feedback is typically conveyed in a direct way to give their counterpart a chance to learn from their mistakes. Germans try to be “honest, even if it hurts” to make sure that the message is clear (Hofstede, 2017). They use less downgraders to ensure that the feedback is taken seriously and that the message is understood by the recipient and nothing is left for interpretation.
7.3 Implication
The US-employee does not know that the feedback he/or she receives for even small mistakes is not meant in a negative way by the Germans. The coworkers want to help their US-colleague by directly telling him/her what was wrong. The US-American also does not know that Germans use much less downgraders in a complaint and therefore overvalues the criticism and feels offended. Due to the lack of feedback the US-American might also assume that the Germans do not like