Intercultural Sensitivity Ch8 Flashcards
Homogeneous Team
The members of the team all have a similar background
Homogeneous teams tend to see the world in the same way
Token Team
Here all members are from the same culture except for one
Bicultural Team
These teams exist out of two cultures
Multicultural Team
Represents more than two cultures
Different stages of forming a team (Tuckman)
Forming Stage Storming Stage Norming Stage Performing Stage Adjourning Stage
Different stages of forming a team (Nancy Adler)
Entry Stage
Working Stage
Action Stage
Forming Stage (Tuckman)
A multicultural team benefits from getting to know each other and gaining trust, this happens in this stage
Storming Stage (Tuckman)
This stage is full of internal group conflict
Norming Stage (Tuckman)
Group cohesiveness grows in this stage
Performing Stage (Tuckman)
The group works at its full potential
Adjourning Stage (Tuckman)
Here the group wraps up and comes to a conclusion. This is very hard for multicultural teams.
What does GLOBE stand for?
Global Leadership and Organizational Behavior Effectiveness
Who started GLOBE?
Robert J. House
Cultural Competency: Uncertainty Avoidance
The extent to which members of a(n) organization/society strive to avoid uncertainty by trying to decrease unpredictability.
–> Singapore, Switzerland
Cultural Competency: Power Distance
The degree to which members of a(n) society/organization expect that power should be concentrated at a higher level of an organization/government
–> Brazil, Thailand
Cultural Competency: Collectivism I // Individual Collectivism
The degree to which societal institutions encourage and reward collective distribution of resources (share all resources equally)
–> Japan, Sweden
Cultural Competency: Collectivism II // In-group Collectivism
The degree to which individuals express pride, loyalty, and cohesiveness in their organizations and families
–> India, China
Cultural Competency: Gender Egalitarianism
The extent to which a(n) organization/society minimizes gender role differences and gender discrimination
–> Denmark, Hungary, Poland, Sweden
Cultural Competency: Assertiveness
The degree to which individuals in organizations/societies are assertive, confrontational, and aggressive in a social relationship.
–> Hongkong, USA
Cultural Competency: Future Orientation
The extent to which organizations/societies engage in future-oriented behavior
–> Netherlands, Switzerland, Singapore
Cultural Competency: Performance Orientation
The extent to which an organization or society encourages and rewards group members’ performance improvement and excellence
–> USA, Hongkong
Cultural Competency: Humane Orientation
The degree to which individuals in organizations or societies encourage and reward individuals for being fair, friendly, generous, and caring
–> Ireland, Malaysia
Which two ways does GLOBE measure
The way in practice “as is” and the way that is preferred “should be”
Charismatic/ Value-Based Leadership
Underlines high standards, decisiveness, and innovation. Inspires people around a vision and generates passion among members to perform by holding onto core values.
Team-oriented Leadership
Gives pride and loyalty and promotes collaboration among its members. Values cohesiveness and a common goal
Participative Leadership
Underlines equality and delegation of tasks. It invites input from other team members.
Humane-oriented Leadership
This style radiates compassion, generosity, and supportiveness. It is concerned with other’s wellbeing
Self-protective Leadership
Strongly procedural, status-conscious and connected to face-saving behavior
What is the aim of the GLOBE project
To investigate how cultural values are related to organizational practice, leadership, the economic competitiveness of societies, and the human condition of members.
