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Essay / Research Paper Abstract
This 10 page paper considers the aspect of individual v. collective orientation in Hofstede’s model and uses this to analysis the differences that are found in the employment relationship in the UK and Germany. Both counties have different balances and even where there is collectivism in both countries, the manifestation of that collectivism indicates large cultural differences. The bibliography cites 14 sources.
Page Count:
10 pages (~225 words per page)
File: TS14_TEindukg.rtf
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Unformatted sample text from the term paper:
may be the most obvious, but they are not the only differences. The culture of two difference countries will also be of importance in the way trade is negotiated and
conducted and the manner in which decision are made. The culture will embody the aspects such as morals, ethics and the use of tools such as empowerment (Veiga, 1993). Comparisons
between very different cultures are often undertaken, however, if the models, such as Hofstedes is correct, then the examination of only a single element of the model between two nearby
nations should still reveal the differences. There have been many cultural differences between the UK and Germany, on different sides in the war the animosity that is still seen in
the Anglo German relationship is only one aspect of the differences. Hofstedes model looks at different elements found in the workplace environment to define cultural differences, these the five
continuums are individual vs. collective orientation, power-distance orientation, uncertainty-avoidance orientation, dominant-values orientation and short-term vs. long-term orientation (Hofstede, 2001). In this paper the element that will be chosen is that
of individual verses collective orientation. In this area we need to look at the levels from which the power emanates that regulates
the behaviour of an organisation. In the west there have been many different models of both bureaucratic and organic organisation structures. There is a great deal of change. However, in
general terms behaviour of employees has developed in a manner where behaviour is more self regulated and less formal. In looking at the UK and Germany we can consider the
development and current status of employment relationships and the role of collectivism in that relationship. In the UK there has been a
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