Hofstede’s study of employees from 50 countries defined a high _______ as describing someone who holds the belief that it is better to live to work than to work to live.

people rely on peripheral information

are defined at birth and are based on characteristics such as gender, family, age, caste and ethnic, racial, or national origin.

change brought about by imposition.

states that people will try to fulfill lower-order physiological needs before satisfying (in order) their security, social, esteem and self-actualization needs.

people will determine principle before they attempt

people rely on first habd information

people are more comfortable working on multiple taks

many cultures assume age and wisdom are correlated; thus, they usually have a seniority-based system of advancement. In others, there is an emphasis on youth, particularly in the realm of marketing. All in all, age represents a complex, dynamic issue.

incorporates the wide variety of nonverbal cues through which messages are sent

Max Webe identified this view of work as a path to salvation as the

represents the belief that events are predestined. Such a belief may discourage people from working hard to achieve an outcome or accepting responsibility

high power distance implies little superior subordinate interaction - autocratic or paternalistic management style low power distance implies consultative style

a person’s desire for training, collaboration and shared rewards, i.e., one’s high dependence on and allegiance to the organization.

represents one’s belief in the reliability and honesty of another. Where _______ is high, there tends to be a lower cost of doing business

indicates a person’s desire for personal freedom, time and challenge and one’s low dependence on the organization; self-actualization is a prime motivator

people will focus more on details than principles

in societies where there is low trust outside the family (e.g., China and southern Italy), small family-run companies are generally more successful than large firms.

some nations base a person’s eligibility for jobs and promotions primarily on competence, but in others, competence is of secondary importance.

represents a managerial approach in which foreign operations are based on an informed knowledge of both home and host country needs, capabilities and constraints.

represents a managerial approach in which foreign operations are granted a significant degree of autonomy in order to be responsive to the uniqueness of local cultures and other conditions.

employees who are motivated to work long and hard are generally more productive than those who are not.

in every society, certain occupations are perceived as having greater economic and social prestige than others.

problems may arise when moving from one country to another, even though both countries share the same official language, as well as when moving from one language to another.

strong country-specific differences in attitudes toward males and females, as well as vast differences in the types of jobs. Nonetheless, barriers to employment based on gender are easing in many parts of the world.

people prefer to work sequentially

represents the trauma one experiences in a new and different culture because of having to learn to cope with a vast array of new cues and expectations

represents a belief that one’s own culture is superior to others, and that what works at home should work abroad. Excessive _______ may lead to costly business failures.

occurs when people return home, having accepted the culture encountered abroad and discovering that things at home have changed during their absence.

consist of people who share attitudes, values, beliefs. also dynamic: they evolve overtime

are based on one’s choice of affiliations, such as political party, religion and professional organizations.

represents the specific learned norms of a society, based on attitudes, values and beliefs.