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27 Cards in this Set
- Front
- Back
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hofstede's 5 dimensions |
1. power distance 2. masculinity/femininity 3. uncertainty avoidance 4. individualism/collectivism 5. long-term vs. short/term orientation |
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power distance |
how much different cultures encourage/maintain power/status differences |
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uncertainty avoidance |
how much cultures develop ways to deal w/ anxiety/ stress of uncertainty
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high uncertainty avoidance |
highly defined rules that are mandated & become part of company rubric/normal way of operating |
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low uncertainty avoidance |
less concerned w/ rules to deal w/ stress/anxiety of uncertainty |
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high power distance |
develop rules/mechanisms that help maintain & strengthen status relationships b/t people |
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low power distance |
minimize status relationships b/t people |
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masculinity/femininity |
how much cultures maintain differences b/t sexes in work - related values |
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high masculinity/femininity |
greatest degree of sex differences in work - related values |
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low masculinity/femininity |
lowest degree of sex differences in work - related values |
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individualism/collectivism |
degree to which individual is willing to sacrifice personal goals for sake of ingroup |
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affective commitment |
level of personal feelings associated w/ one's relationship to organization |
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distributive justice |
fairness regarding distribution of resources |
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endowment effect |
tendency for owners/potential sellers of goods to value products more than buyers |
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equity |
whether one's efforts are contributions/efforts are considered in making organizational decisions |
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groupthink |
collective pattern of thinking that hinders effective group decisions |
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nemawashi |
broad, consensus - building procedure that occurs w/in japanese ringi system of decision making |
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normative commitment |
degree to which person's ties to organization are bound by duty & commitment |
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organizational climate |
shared perception of organizational policies, practice & procedure & how people feel about them |
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organizational culture |
dynamic set of rules involving attitudes/beliefs that are shared among members of organization |
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procedural justice |
fairness associated with procedures and processes that organizations use to make decisions |
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psychological contracts |
perceptions of mutual obligations that exist between organizations & their members |
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social loafing |
common finding in u.s. group productivity where individual tends to decline in larger groups |
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social striving |
when individual tends to excel in larger groups |
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teamthink |
encouragement of differing views & discussion of collective doubts |
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long-term vs. short-term orientation |
how well culture encourage delayed gratification of needs among its members |
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high long-term orientation |
- differentiate more between elders & young - people & b/t brothers & sisters - focus on building relationships |
