Compare & Contrast
Hofstede’s main aim was to evaluate work values, while that of Trompenaars was to inquire about employees behaviour in both work and leisure time. Trompennars model is focus oriented as it tells us about what is on people’s mind and in their sight. It describes an logical organization and framework of their behaviour which can be seen in the dimensions like specific-diffuse, internal-external direction, universalism-particularism, and we can see relationships in individualism-collectivism, achievement-ascription, neutral-affective. On the other hand, Hofstede describes about values present in people and its effect on their behaviour. Therefore, the difference between them is that Trompenaars study lies on the surface of …show more content…
There is also some similarities between Hofstede’s power distance and Trompenaars achievement-ascription. One values the accepted degree of high class/low class lifestyle, while other values the motivation of low class to move higher. Later, Hofstede added a new dimension long-term vs short-term orientation which can be related to Trompenaars sequential-synchronic time, as both shows attitudes toward time. (http://www.ukessays.co.uk/, …show more content…
TATA is a well-known Indian firm spread all over the world, it operates in more than 100 countries across the world and its headquarter is in India. It serves in fields like steel, motor car, consulting service, chemicals, communication etc. (http://www.tata.com, 2014). The HRM of Tata chemicals faces the problem which is linked with the Individualism-collectivism of Hofstede as the employees, especially married are more concern about their families. Employee engagement is very important for company, so the company has to find drivers or new ways to manage them and make them consistent across the organization. (Nanda, 2014). Masculinity-femininity in Tata Motors, company says that diversity is their main objective, they want to recruit more women employees in Tata Motor and have the most women-friendly policies in the sector. (Jha, 2014). Tata Global Beverages encourages teamwork .i.e. collectivism, for example they have taken an initiative called “cultural champion” where each region has about 10 cultural champion who drive various initiative to encourage their colleagues. This initiative is done with an idea of participatory communication rather than top-down approach. (Srinivasan,
Hofstede’s main aim was to evaluate work values, while that of Trompenaars was to inquire about employees behaviour in both work and leisure time. Trompennars model is focus oriented as it tells us about what is on people’s mind and in their sight. It describes an logical organization and framework of their behaviour which can be seen in the dimensions like specific-diffuse, internal-external direction, universalism-particularism, and we can see relationships in individualism-collectivism, achievement-ascription, neutral-affective. On the other hand, Hofstede describes about values present in people and its effect on their behaviour. Therefore, the difference between them is that Trompenaars study lies on the surface of …show more content…
There is also some similarities between Hofstede’s power distance and Trompenaars achievement-ascription. One values the accepted degree of high class/low class lifestyle, while other values the motivation of low class to move higher. Later, Hofstede added a new dimension long-term vs short-term orientation which can be related to Trompenaars sequential-synchronic time, as both shows attitudes toward time. (http://www.ukessays.co.uk/, …show more content…
TATA is a well-known Indian firm spread all over the world, it operates in more than 100 countries across the world and its headquarter is in India. It serves in fields like steel, motor car, consulting service, chemicals, communication etc. (http://www.tata.com, 2014). The HRM of Tata chemicals faces the problem which is linked with the Individualism-collectivism of Hofstede as the employees, especially married are more concern about their families. Employee engagement is very important for company, so the company has to find drivers or new ways to manage them and make them consistent across the organization. (Nanda, 2014). Masculinity-femininity in Tata Motors, company says that diversity is their main objective, they want to recruit more women employees in Tata Motor and have the most women-friendly policies in the sector. (Jha, 2014). Tata Global Beverages encourages teamwork .i.e. collectivism, for example they have taken an initiative called “cultural champion” where each region has about 10 cultural champion who drive various initiative to encourage their colleagues. This initiative is done with an idea of participatory communication rather than top-down approach. (Srinivasan,