This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
Speaking up could help to expose bias or prejudice, it could promote innovations that go against the status quo, or simply suggest strategies that differ from one’s line manager. New research from the University of Pennsylvania explores why employees tend to be uncomfortable with speaking up, and what managers can do about it.
The importance of organizational agility was reaffirmed in a second report , from the Institute for Management Development’s (IMD) Future Readiness Centre. It brings to mind the groundbreaking work of Dutch sociologist Geert Hofstede. Organizational agility.
Choosing to move In management and business, self-initiated expatriates are defined as those who move to another country for work on their own initiative, intending to stay for a limited time. Migrants, on the other hand, move with the intention of staying long-term and often becoming citizens.
Professor Geert Hofstede calls the phenomenon " power distance." It has the highest power distance of any country in the world: a staggering 104 on the Hofstede comparative power distance index. When businesses fail to address issues of power, they remain vulnerable to failure. What makes it particularly relevant in Asia?
Sure, there are language issues and not everyone likes the way other people manage their time, but the most insidious and intractable problems between coworkers from different parts of the world often arise from variations in how colleagues perceive (literally) and prefer to use space. Great Britain, and the Scandinavian countries.
So we relied on a setting where firms faced an unexpected competitive shock, one that directors could not have anticipated and selected specific CEOs to manage it, and one that forced CEOs to make complex, non-routine, and unstructured decisions — decisions where CEOs’ characteristics are likely to affect how they respond.
Geert Hofstede, the author of the pioneering book Culture’s Consequences , makes that point when he talks about how his Dutch modesty failed to win him the job he wanted with an American firm.) Leadership Managing yourself' Yes, we must learn to connect with people in order to move them.
For example, the Dutch social psychologist, Geert Hofstede outlined a number of dimensions that highlight ways that cultures differ. This information was valuable when having conversations with people so I didn’t assume people were disagreeing with me when in fact they were agreeing.
Dutch social scientist Geert Hofstede famously developed the Power Dimension Index, which compares a number of characteristics that allows us to compare different cultures. Hofstede argued that these cultural differences can explain around half of the differences observed in how we react to various situations as managers.
We organize all of the trending information in your field so you don't have to. Join 5,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content