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10 Cards in this Set
- Front
- Back
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Hofstede's Dimensions (1980) - What are the 5 dimensions? |
Individualism-Collectivism: Self Identity definition Power-Distance: Low or High power distance Uncertainty Avoidance: Reduce risk-taking and encourage security Masculinity-Feminity: Ambition and achievement vs Nurture and harmony Long-term Orientation: Tradition vs Societal change |
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Individualism-Collectivism: Explain the differences and HR policies that can be used to achieve this: |
Individualist: - High Job satisfaction and positive workplace emotion (Chiu, 1999) - Reward is more personalised HR Policies: - encourage individual performance through rewards for individual performance. Collectivism: - Better informal workplace relations (Bochner and Hesketh, 1996) - Higher Citizenship behaviours (Wagner and Moch, 1986) - Greater desire for equality in Reward (Leung and Iwawaki, 1988) HR Policies: - Encourage group performance through group rewards. |
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Power-Distance: Acceptance of power differentials. High or Low?
Explain the difference and HR policies that can be used to achieve this: |
Higher Power Distance: (Autocratic) - Centralised Decision making - Formal rules, personal, Well-meaning Ruler - Managers rely on themselves - Innovation supported through Hierarchy.
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Low Power Distance: (Democratic) - Flat (short) hierarchy structure - Decentralised decision-making HR policies: Extremely high power distance in China, caused through tall Hierarchy structures, more supervisors and managers helps control operations keeping formalities.Low Power Distance: - Flat (short) hierarchy structure- Decentralised decision-making- Consultative leadership- Innovation through skilled employees- Higher satisfaction with careerHR policies: The UK has low power distance. Policies would include providing more freedom to employees and provide delegated power to make their own decisions. - Consultative leadership - Innovation through skilled employees - Higher satisfaction with career
HR policies: The UK has low power distance. Policies would include providing more freedom to employees and provide delegated power to make their own decisions.
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Masculinity-Feminity: Ambition and Achievement vs Nurture and Harmony. Explain the difference and HR policies that can be used to achieve this: |
Masculinity: (Global majority inc China and - Managers - Managers more prepared to put work before family. - Work = Security, Pay and interesting work HR Policies: long hours culture of tech firms, encourage hardwork through job security Feminity: - Problem solving through: Compromise, talking and negotiation - Stress on equality - Humanised approach to work HR Policies: Higher employee voice through personalised performance appraisals |
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Long-term vs Short-term orientation: Tradition Vs Societal change Explain the difference and HR policies that can be used to achieve this: |
Long-term Tradition: (China score high) - prefer to maintain time-honoured traditions and practices. - Suspicious of changes in society Short-term Society Change: (Denmark are short term) - Encourage efforts in modern education/practices to prepare for the future |
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Critiques of Hofstede's cultural analysis: |
- Outdated (Communication, Stereotypical gender roles and Globalisation have changed. - Fails to recognize subcultures - Claims cultural similarities despite major differences (USA and UK) - Theory is based on a sample of 70ish countries |
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What is Best fit? Explain the link to strategy: |
Best fit: Structuring HRM to fit their strategy. Combining external and internal to find and implement the one best way to do things.
Link to strategy: Implementing certain HR policies and practices to achieve their strategy. Examples:
Encourage Team working - Reward Group Performance - Innovator Strategy (Jackson and Schuller, 1987)
Training and Development - Minimal - Cost Leadership Strategy (Porter Generic Strategies) |
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Advantages and Critiques of Best Fit: |
Advantage: Provides greater alignment between senior manager decisions and employee behaviours, this results in:- Efficiency Savings- New and improved products/services Critiques: - Internal Fit: HR policies must be coherent as they may work in opposite directions (Encourage teamworking then reward individual performance) - Different departments require different Employee Role Behaviours: Amazon Warehouse (Cost reduction/Efficiency Savings) Tech Staff (Innovate/Quality Enhancement) - Different policies for staff: May cause fairness issues - Amoral and Antisocial: Profit over justice and society e.g Sports direct - Employee Manipulation: Long hours culture of tech firms |
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What are the 7 best practices? |
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What is Employee Voice? How to implement it: |
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