Intercultural Sensitivity Ch8

Question 1

Homogeneous Team

Answer 1

The members of the team all have a similar background

Homogeneous teams tend to see the world in the same way

Question 2

Token Team

Answer 2

Here all members are from the same culture except for one

Question 3

Bicultural Team

Answer 3

These teams exist out of two cultures

Question 4

Multicultural Team

Answer 4

Represents more than two cultures

Question 5

Different stages of forming a team (Tuckman)

Answer 5

Forming Stage
Storming Stage
Norming Stage
Performing Stage
Adjourning Stage

Question 6

Different stages of forming a team (Nancy Adler)

Answer 6

Entry Stage
Working Stage
Action Stage

Question 7

Forming Stage (Tuckman)

Answer 7

A multicultural team benefits from getting to know each other and gaining trust, this happens in this stage

Question 8

Storming Stage (Tuckman)

Answer 8

This stage is full of internal group conflict

Question 9

Norming Stage (Tuckman)

Answer 9

Group cohesiveness grows in this stage

Question 10

Performing Stage (Tuckman)

Answer 10

The group works at its full potential

Question 11

Adjourning Stage (Tuckman)

Answer 11

Here the group wraps up and comes to a conclusion. This is very hard for multicultural teams.

Question 12

What does GLOBE stand for?

Answer 12

Global Leadership and Organizational Behavior Effectiveness

Question 13

Who started GLOBE?

Answer 13

Robert J. House

Question 14

Cultural Competency: Uncertainty Avoidance

Answer 14

The extent to which members of a(n) organization/society strive to avoid uncertainty by trying to decrease unpredictability.

–> Singapore, Switzerland

Question 15

Cultural Competency: Power Distance

Answer 15

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

Question 16

Cultural Competency: Collectivism I // Individual Collectivism

Answer 16

The degree to which societal institutions encourage and reward collective distribution of resources (share all resources equally)

–> Japan, Sweden

Question 17

Cultural Competency: Collectivism II // In-group Collectivism

Answer 17

The degree to which individuals express pride, loyalty, and cohesiveness in their organizations and families

–> India, China

Question 18

Cultural Competency: Gender Egalitarianism

Answer 18

The extent to which a(n) organization/society minimizes gender role differences and gender discrimination

–> Denmark, Hungary, Poland, Sweden

Question 19

Cultural Competency: Assertiveness

Answer 19

The degree to which individuals in organizations/societies are assertive, confrontational, and aggressive in a social relationship.

–> Hongkong, USA

Question 20

Cultural Competency: Future Orientation

Answer 20

The extent to which organizations/societies engage in future-oriented behavior

–> Netherlands, Switzerland, Singapore

Question 21

Cultural Competency: Performance Orientation

Answer 21

The extent to which an organization or society encourages and rewards group members’ performance improvement and excellence

–> USA, Hongkong

Question 22

Cultural Competency: Humane Orientation

Answer 22

The degree to which individuals in organizations or societies encourage and reward individuals for being fair, friendly, generous, and caring

–> Ireland, Malaysia

Question 23

Which two ways does GLOBE measure

Answer 23

The way in practice “as is” and the way that is preferred “should be”

Question 24

Charismatic/ Value-Based Leadership

Answer 24

Underlines high standards, decisiveness, and innovation. Inspires people around a vision and generates passion among members to perform by holding onto core values.

Question 25

Team-oriented Leadership

Answer 25

Gives pride and loyalty and promotes collaboration among its members. Values cohesiveness and a common goal

Question 26

Participative Leadership

Answer 26

Underlines equality and delegation of tasks. It invites input from other team members.

Question 27

Humane-oriented Leadership

Answer 27

This style radiates compassion, generosity, and supportiveness. It is concerned with other’s wellbeing

Question 28

Self-protective Leadership

Answer 28

Strongly procedural, status-conscious and connected to face-saving behavior

Question 29

What is the aim of the GLOBE project

Answer 29

To investigate how cultural values are related to organizational practice, leadership, the economic competitiveness of societies, and the human condition of members.