Indomarco Prismatama Ltd. was the first company who discover Indomaret on 1988. Indomaret was first discovered as conventional store that sold basic need, as time pass by Indomaret susceptible their market number by allowing everyone to franchise their conventional store. However Indomaret headquarter is located at Jakarta, Indonesia. Agustinus is one of Indomaret manager in IT (Information Technology) department, he’s assigned to create a computer program for Indomaret. In decision making process he will select a rational choice from the available options. Agustinus believe to make a good decision, he must weight the positives and negatives of each option, and consider all opportunities. To make decision making effective, a person must be able to outlook the effect of each option as well, and based on all these variables, that person are able to determine which option is the best for that particular situation. “I would prefer to be a team member rather than a leader” he exclaimed. He clarify as a manager the hierarchical status will intimidate employee, while equal status will encourage them to work effectively. Mainly Indonesian really appreciate hierarchical societies, hence managers may take a somewhat paternalistic attitude to their employees. They may include Maslow’s hierarchy of needs involvement in their family, housing, health, and other practical life issues. American manager try to ensure the successful cross cultural management is to treat all employees with an equal amount of respect and deference. In U.S. every employee in the company have an important role to play and all are valued for their performance. Therefore, managers consult employees to gather background information and they share their opinion about de... ... middle of paper ... ...k daily and sometimes most of their task almost doesn’t finish on time. He must think to solve this problem by strictly implement company policy and also increase work environment. Herzberg’s Two Factors Theory include extrinsic and intrinsic factory that could help employee performance. Extrinsic factor to this theory is hygiene factors (physically environment) that consists of company policy (policy that can be use to shaped employees discipline), salary, and work environment. He also considered that if he keeps pressure to their team members they wouldn’t do as motivated as they would be. So Herzberg’s second theory is Motivators that consists of growth (give opportunity for team member to think creatively), responsibility (give them obligation to do their task with maximum effort) and achievement (every team member deserve to get recognition for what they did).
Constant technological and global changes create challenges that forces leaders to manage different cultures in different countries. People, goods, services, and ideas are moving today at greater speeds which mean our labor force is becoming more diverse and multicultural by the day. Effective leaders need to understand such global dynamics in order to successfully manage organizational cultures. The cultures of leaders and their core assumptions might be different from the values and assumptions of employees in a different country. Two managers working for the same global company might see things differently due to their backgrounds and cultural values. The different countries, in which the organization operates, will have different cultures depending on the social, economic, and political history of the country. Managing and understanding these differences need an effective cross-cultural thinking leader (Yukl, 2013). Some research questions that Yukl, 2013 suggests are: 1) how behavior differs across cultural values and for different countries? 2) How values and behaviors are influenced by personality across company and country? 3) What types of traits, skills, and experience are most useful to prepare a leader being assigned to a new country? 4) How does the fast-changing culture in developing countries affect and relate to
This case demonstrated how difference in management style, personality and culture can result in conflict. It also showed why managers have to learn how to trust his subordinates and offer constructive criticism in order to be effective and that appraisal system can have a negative effect if not conducted properly.
A cross culture misunderstanding is when there is a difference between two cultures in the interpretation of a behavior, words, gesture that have different meanings in the different societies. In today’s multicultural business environment it is instrumental that managers are culturally aware so as to enable productivity and maximum efficiency of their human resource.
-formed by Frederick Herzberg in 1959 states that there are 2 factors that motivate a person to work. This is also known as Motivation-Hygiene theory. Herzberg’s 2 factor theory states there are factors in the workplace that causes job satisfaction, and a separate factor that causes dissatisfaction.(MacRae & Furnham, 2017). Hygiene factors are factors that are basic for the motivation to exist in an organization these includes salary, company policies, working environment and interpersonal relationships (Management Study Guide, 2013). In short, these are factors that conciliates workers,for them not to be dissatisfied (Management Study Guide, 2013). On the other hand, Motivation factors are factors that pleases or gratifies
As already said, Sarah is a high-need achiever and they have a strong desire to assume personal responsibility, are enthusiastic about finding a solution to a problem. Here Sarah is trying to understand her employees’ needs and she demonstrated the trait of responsibility according to Herzberg’s two-factor theory. She should increase her opportunities to increase the interaction with her employees and understand their needs. She should get continuous feedback from her employees by the way of biweekly or monthly one on one meetings, and address their concerns, escalate them as
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
Thomas, D. C., and Ravlin, E. C.,1995. Responses of employees to cultural adaptation by a foreign manager. Journal of Applied Psychology, 80(1),pp.133–146.
A well-managed bi-cultural team is proven to be a success because when people from different backgrounds bring their own unique cultural experiences to the situations they face in their companies and this broader perspective of viewpoints tends to allow for a better ultimate resolution, however if those teams are not managed properly, and if the size of those teams are not managed, and the individuals are not catered to, the cons may outweigh the
Nowadays, the phenomenon of globalization has massively affected the social and cultural values and has made an assembled standard of uniqueness and obstacles. Moreover, international organizations such as multinational companies, corporate brandings, non-governmental organizations, and global media play a critical part by quickening communications among social societies worldwide (Ghodrati, Joorabchi & Muati, 2015). Especially for the effect of globalization, world has started become more culturally diverse and incorporated each and another. In today’s workplace, a constructive effect of cultural diversity in the work environment is that employees having a place
Frederick Herzberg was a psychologist interested in the correlation between employee attitude and workplace motivation.
Communication is essential term in an individual’s life. Making conversations has become easier because of the sources but is the level of understanding has improved ? or is it challenging ?. Many of the business firm are coming across the issues of cross culture communication in the level of management. Cross culture refers to the the improper flow of communication towards employee and as well as the employer. A great level of scrutiny towards cross cultural issues has made managers overthink the final decisions.
Making decisions is an important part of our everyday life. Decisions define actions and lead to the achievement of goals. However, these depend on the effectiveness of the decision-making process. An effective decision is free from biases, uncertainties, and is deeply dependent on information and critical thinking. Poor decisions lead to the inability to achieve set objectives and could lead to losses, if finance is a factor. Therefore, it is important to contemplate about quality and ways to achieve it in decision-making, which is the focus of this paper. The purpose is to look into the needs of decision-making, including what one should do and what one should not do.
Communication is the key to organization for these companies and leaders depend largely on its effectiveness. In one study of cross cultural communication, managers were asked to think of seven problems before the meeting to make the communication effective (Barriers of Cross Cultural Communication in Multinational Firms). But, how do people understand each other when they do not share the same culture? To answer this question we must first understand cross cultural management. This type of management focuses on the behavior of people working together as a group ...
Decision making is one of the most important aspects in life and work because of its strong link to success and effectiveness. Actually, successful people achieve their goals in life and work through effective and efficient decision making. The decision making process is usually guided by an individual’s beliefs, values, and attitudes as well concepts. While a person can use various concepts in making decisions, they should be very careful to select a concept that is effective and contributes to huge success. Nonetheless, these concepts exist to help an individual become a better decision maker in the world around him/her.
Sonderberg, A-M & N Holden. (2002), Rethinking cross cultural management in a globalizing business world' International Journal of Cross Culture Management 2(1): 103-121