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Demonstrate that taking risks admitting failures are

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→ demonstrate that taking risks & admitting failures are desirable (reward ppl who take chances & make mistakes) → encourage functional conflict Managing Change: It’s Culture-Bound Do people believe change is possible ? -cultures vary in terms of beliefs about their ability to control environment *if ppl believe they can dominate environment (US, Canada) → take proactive view of change *see self as subjugated to environment (Iran, Saudi Arabia) → passive approach toward change If change is possible, how long will it take to bring it about? -culture’s time orientation
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P ART 5: R EORGANIZING THE W ORKPLACE *societies that focus on long term (Japan) → considerable patience while waiting for +ve outcomes from change efforts *societies w/ short-term focus (US, Canada) → ppl expect quick improvements & seek change programs that promise fast results Is resistance to change greater in some cultures than in others? -society’s reliance on tradition *if focus on past (Italy) → more resistant to change *emphasize present (US) → less resistant Does culture influence how change efforts will be implemented ? -power distance *high power distance (Spain, Thailand) → change efforts tend to be autocratically implemented by top management *low power distance (Denmark, Netherlands) → democratic methods (greater participation) Do successful idea champions do things differently in diff. cultures? Yes! *collectivist culture → prefer cross-functional support for innovation *high power distance → prefer champions to work closely w/ those in authority to approve innovative activities before work is conducted on them *high uncertainty avoidance → more champions work within org’s rules & procedures (Austria, Denmark, Germany) **in contrast to Russia
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