ORGANIZATIONAL LEARNING

1. MOTIVATION IN THE WORKPLACE: Argentineans has a strong influence from Europe mostly from Italy, and this influence has a strong impact on business. The management style in most of he countries are mainly position, dignity and personal style. Managers tend to be authoritarian and paternalistic, they think that the manager needs to be respected and obeyed and the power and the decision making are on his hands, he should maintain his role as a boss: when working collectively, this needs to be clearly stated. “The business set up in a lot of countries is hierarchical and, as such, clearly defined roles exist. To ensure successful cross cultural management it is important to remember this.”

What is innovation: is the force that make us do things, is the result of individual needs and change parson to person. “Your employees are your greatest asset and no matter how efficient your technology and equipment may be, it is no match for the effectiveness and efficiency of your staff.” There are two kinds of incentives for employees; financial (for those employees involved in production; company cars, private health, or share of the company profits) and non-financial (giving employees more responsibilities and promise the chance of promotion if they reach a certain standard or target).

for example the Argentineans organizational culture: Argentines have a relatively strong work ethic; it is based on the short-term planning, High information flow, Relationship oriented. A handshake and nod show respect when greeting someone, but most of the time they use a hug and a kiss on the cheek to great friends and acquaintances. About the body language Argentines are touchers and stand close to each other when speaking. Do not back away. Business dinners are generally held in restaurants. When you are the host, arrange payment ahead of time. If this is not possible, insist on paying when the bill comes. And Argentines are extremely fashion conscious. Dress well if you want to make a good impression. Conservative, modest clothing is best. It is important not to change your negotiating team because Business is based on personal relationships, and these relationships are based on trust.

2. WORK ETHICS: The ethics of an organization, it is how an organization ethically responds to an internal or external stimulus. Organizational ethics is interdependent with the organizational culture. It aims at inculcating a sense within a company’s employee population of how to conduct business responsibly. Some organizations choose to recast the concept of business ethics through such other terms as integrity, business practices or responsible business conduct. U.S. business scandals that occurred in the 1980s gave rise to corporate compliance, which is most often narrowly focused on complying with national and local laws and regulations. Corporate governance refers to the broad range of policies and practices that stockholders, executive managers, and boards of directors use to manage themselves and fulfill their responsibilities to investors and other stakeholders.

In Vietnam for example the 80% of the population is young, they think that actions are more important that words, they focus the time in season instead of weeks, and for them saving faces is very important, they are very collectivist and a masculine society. Some tips that are important when doing business with Vietnamese people are: know the person before doing business, act professional and conservative, respect the hierarchical structure, international business are made in English but it is important to have all written documents translated into Vietnamese. Most of the foreign companies do not agreed to any labour contract, their work conditions are very bad, they have not safety regulations and to explain this they use the case of NIKE.

3. COMMUNICATION AND TEAM WORK: In the United States for example, the organizational culture of the corporations is strongly oriented to “results”, they work long hour and spend a lot of time doing work-related travel. Americans like to know exactly where they stand, what are their responsibilities and to whom they report. Telecommunications, information technology, service and manufacturing jobs are very common in the US, agriculture is scantier every time. The society has individualistic attitudes and compared with the word average, this country experiences a higher degree of gender differentiation of roles.

We can see some communication problems as the cultural differences, language barriers, gender differences, noise interrupting a communication process.

Communication styles:

- Aggressive communication: this is common in someone that is Close minded, does not listen, and that has problems to get and understand the other person's point of view Interrupts in conversations.

- Passive communication: this kind of communications is clear when you allow others to choose and make decisions for you, you are emotionally dishonest, you are indirect and self denying, you are inhibited, you feel anxious, ignored, helpless, manipulated, angry at yourself and/or others.

- Passive- aggressive communication: you can see this kind of communication when someone Manipulates, Speaks up if he needs to, Not honest with others, Tries to achieve his/her most wanted goal no matter how.

- Assertive communication: used by someone that is effective, active listener expresses self directly, honestly, and as soon as possible about feelings and wants, makes sure others feel good and comfortable as well.

Teamwork can be defined as the process of different people working together to achieve the same goal by taking into account the following factors:
• Communication

• Coordination
• Balance of contributions
• Effort

Behaviour on business in USA: Business meetings may be arranged as breakfast meetings, lunch meetings, or dinner meetings depending on time schedules and necessity, business conversation may take place during meals, gift giving is discouraged or limited by many US companies, Americans value straight talking and 'getting to the point'.



4. ORGANIZATIONAL LEARNING: foe example The Russian business culture is very difficult because it change from generation to generation.

1. Severe climate conditions: fatalistic mentality.
2. Orthodox Christian ethic: forbearance, strict hierarchy, obedience.
3. Rapid historical change: communist to post communist mentality.

For these characteristics it is impossible to generalize the Russian culture in business. They are divided in three groups:

Technocrats:
- Inventive
- No formal management education
- Soviet tradition
- Rules oriented
- Highly qualified
- Collectivist, hierarchical and paternalist work style

First entrepreneurs:
- “the end justifies the means”
- Perestroika influences
- Pragmatic
- Risk taking
- Flexible

Modern Russians:
- Diplomatics
- Less tough negotiators
- Highly educated
- Business oriented
- Western influences

Organizational learning: “ways to design organizations so that they fulfill their function effectively encourage people to reach their full potential and at the same time help the world to be a better place.”

Religions and beliefs

Religions and beliefs

WHAT IS THE DIFFERENCE BETWEEN A RELIGION INSTITUTION AND A SYSTEM OF BELIEFS?

Human cultures identified in religion a deep sense of integration with the explanations that given the complexity involved in the definition of the concept of man and humanity, a characteristic that has led to an approach to the cultural values of the groups and the emergence of manifestations consistent with the ideals and perspectives that drive the sense of existence of society.

It comes from the Latin word religere (back together) the religion establishes standards of conduct and dogmas through which the ownership of a group will be clarified and defined in accordance with the levels set for this purpose.

Malinowski (1931) portrayed religion as filling a gap between aspiration and human capabilities, thereby giving the sense of individual involvement, personal-generating activities developed by religion. Parsons (1952) believes that religion is filling the gap between the experiences and expectations. Geertz (1965) defined religion as a relief from the intense anxiety that people feel when they are within the limits of their analytical and moral insights. The approach of religion as a structure of ideas and thoughts offered the possibility of responses to facts and events where the probabilities of human certainty do not allow for speculation and questions to its principles.

We cannot deny the strong cultural ties that religions have given to the cultures. Since ancient times man has felt the need to respond, either objectively or not their concerns about the world, which has led to generate forms of social organization supported by certain beliefs and structures from the articulation of the ideas.

Religions in the contemporary world have transcended the stage in which they were established. The diversification of cultures gives to religions an important role in building the model of society.

“Belief drives behavior, but often belief is not based on experience and so does not reach or reflect the intimately lived dimension of human existence. Indeed, the very nature of belief precludes the necessity of experience. Belief does not merely dispense with the evidence of experience, it can go further and deny the evidence of experience. And it often does. Therein lies the power of belief. Belief is motivation by reliance on an assigned version of reality or an assigned version of what might be imagined. Ultimately, the problem introduced by belief is not a matter of believing versus non-believing, because annulment of the will to believe is not possible. The true conflict here is between believing and learning.” A system belief is a mental idea or knowledge assumption that a person believes that is the truth and accepts that as his/her point of view on something concrete.



http://www.trufax.org/general/beliefsystems.html

Buddhism, based on the

teachings of Siddhartha Gautama

Buddhism is a tradition that focuses on personal spiritual development. Buddhists strive for a deep insight into the true nature of life and do not worship gods or deities.

Siddhartha Gautama, known as the Buddha, was born in the sixth century B.C. in what is now modern Nepal. His father, Suddhodana, was the ruler of the Sakya people and Siddhartha grew up living the extravagant life of a young prince. According to custom, he married at the young age of sixteen to a girl named Yasodhara. His father had ordered that he live a life of total seclusion, but one day Siddhartha ventured out into the world and was confronted with the reality of the inevitable suffering of life. The next day, at the age of twenty-nine, he left his kingdom and newborn son to lead an ascetic life and determine a way to relieve universal suffering.

For six years, Siddhartha submitted himself to rigorous ascetic practices, studying and following different methods of meditation with various religious teachers. But he was never fully satisfied. One day, however, he was offered a bowl of rice from a young girl and he accepted it. In that moment, he realised that physical austerities were not the means to achieve liberation. From then on, he encouraged people to follow a path of balance rather than extremism. He called this The Middle Way.

That night Siddhartha sat under the Bodhi tree, and meditated until dawn. He purified his mind of all defilements and attained enlightenment at the age of thirty-five, thus earning the title Buddha, or "Enlightened One". For the remainder of his eighty years, the Buddha preached the Dharma in an effort to help other sentient beings reach enlightenment.

http://www.buddhanet.net/e-learning/buddhistworld/buddha.htm

Judaism: Beliefs, practices,

Jewish-Christian relations, news...

http://www.religioustolerance.org/htm

Judaism is an Abrahamic religion, a faith which recognizes Abraham as a Patriarch. Others include Christianity Islam, and the Baha'i Faith. Although Jews comprise only about 0.2% of the human race, Jewish influence on the world has been vast -- far more than their numbers would indicate.

"Dearer to God than all of the Israelites who stood at Mount Sinai is the convert. Had the Israelites not witnessed the lightning, thunder, and quaking mountain, and had they not heard the sounds of the shofar, they would not have accepted the Torah. But the convert, who did not see or hear any of these things, surrendered to God and accepted the yoke of heaven. Can anyone be dearer to God than such a person?"

Tanhuma (ed. Buber),

Lekh Lekha 6:32

Catholicism

Catholicism is a broad term for the body of the Catholic faith, its theologies and doctrines, its liturgical, ethical, spiritual, and behavioural characteristics, as well as a religious people as a whole.

For many the term usually refers to Christians and churches belonging to the Roman Catholic Church in full communion with the Holy See. For others it refers to the churches of the first millennium, including, besides the Roman Catholic Church, the Eastern Orthodox Church, the Oriental Orthodox Church, and the Assyrian Church of the East. And for others again it refers to "adhering to the catholic faith as it has been inherited from the earliest Christians seeking to restore the faith and order of the primitive church", as claimed by the Anglican Communion and other churches of the second millennium.

www.catholicism.about.com/middleage

Hostile reception:

Hostile reception:

• Xenophobia: an unreasonable fear or hatred of foreigners or strangers or of that which is foreign or strange.

• Social invisibility

• Political, economical, and legal abandonment

• Discrimination: treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual merit. Discrimination can be for age, disability, race, religion or belief, sex and sexuality

INFORMAL ORGANIZATION
Informality: operates in illegality but not with antisocial objectives. It has in mind legal goals.

Characteristics of informality:
• Do not use complex technologies
• There is not a well established work division
• They are not legally constituted
• They have many work relationships at the same time

Informal workers (DANE)
• Unpaid family employees
• Domestic service
• Self-employees
• Ten people or less

Elements
• High or low entry or exit barriers, depending on the activity

• Need for seasonality

• Illegal control of certain activities

• Abuse of power

• Irregular salary

• Reduced or no control from the governments
• Autonomous or complementary activities
• Small-scale, with some exceptions
• Social or family relationship replace the impersonal work
• Buy expensive and sell cheap (poor competitiveness)
• No reinvestment
• Low voice and non-organization

Social problems

Here in Colombia this kind of organizations are very common, almost everyone has something in their house from an informal organization; the most common things are movies, CDs, books, shoes, etc. these organizations had bad influence in an economy because as we saw in class they do not pay taxes, they take away value from the original things, and most of the people that buy these things is not satisfied because they do not have warranty and they commonly come with imperfections or mistakes.

• Do not pay taxes

• Unfair competition with the formal sector (prices, piracy, distribution, copyright, etc)

• No warranty on products
• Social discomfort
• Threats on health

Induction factors
• Economic needs
• Traffic and exploitation of human beings
• Migrations
• Access to cheaper resources
• Lack of legal and financial opportunities

• Unemployment

• High transaction cost

• Poor economic growth and high birth rates

PRESENTATION

The role of workers

In the Tayloristic world of a century ago, the role of the worker was to execute work according to instructions and job descriptions. Work processes were considered to be definable and repeatable. For most, that has changed —and continues to change. Workers on all levels—managers, professionals, crafts workers, and “unskilled” workers—are all required to think independently to act effectively. They must respond to daily work challenges in ways that serve the enterprise, its customers, and themselves in the best way possible.
Some things that the worker should consider in their own development include seeking a variety of assignments, tackling tough problems and asking for feedback. Coaching is another helpful activity, both in looking for opportunities to coach others and finding good coaches for him or her. It can help to ask for feedback when working with a variety of people and in a variety of situations. Employees should be looking for developmental relationships that can provide a variety of learning. They can also identify goals for new skills and abilities and then look for ways to meet those goals. It can also be helpful to attend classes and workshops to fill in conceptual needs.
While employee development is critical to the success of an organization, both the employee and the organization must recognize that most of the responsibility for development falls to the employee.

Migrant workers
The term migrant worker has different official meanings and connotations in different parts of the world. The "United Nations Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families" defines migrant worker as follows:
The term "migrant worker" refers to a person who is engaged or has been engaged in a remunerated activity in a State of which he or she is not a national.
The term can also be used to describe someone who migrates within a country, possibly their own, in order to pursue work such as seasonal work.

KOREA

Traditional management in Korea
The Korean management system shares with other management system, from this perspective we may state that all management systems function under universally applicable principles of planning, organization, control, leadership, and motivation.
However, the Korean management style is unique in that it is also culturally bounded. It strives to enhance the performance of organizations in the most effective way within the context of the Korean culture. Japan and the United States management have had a significant impact on that of Korea. When the Japanese occupied Korea from 1910 until the end of World War II, The Japanese brought a modernized or Westernized management system to Korea. Koreans integrated the Japanese management system into their own. Even today, the organizational hierarchical structure, for example, is mostly the same in both South Korea and Japan. It is interesting to see the similarity between South Korea and Japan on official ranks in an organization.
Characteristics of the Korean management:
· Decision making by consensus with some qualifications.
· Lifetime employment with some qualifications.

· Individualism in group settings.

· Loyalty

· Interorganizational mobility

· Significance of promotion
· Paternalistic leadership with qualifications
· Close relationship between government and business with qualifications
· Confucian work ethic
· Inhwa dangyul, or harmony and solidarity.

MAKING RELATIONSHIPS A PRIORITY
To westerners who are accustomed to an efficient and logical approach, this stress on interpersonal relationships and group harmony is excessive. Positive working relationships require time (both short and long term), money, honesty and care.
While to some expatriates the emphasis Koreans place on workplace relationships can be burdensome, many are equally impressed with the sense of connection and caring Korean workers have for one another, and for you. It is not unusual, for example, for teachers to contribute a set percentage of their salary to a community fund that is used for going out to lunch together periodically or to help a colleague undergoing a difficult situation (family death).
Developing good relationships with work associates
Fortunately, most Koreans at their workplace are looking to develop a good relationship with you, recognizing that their relationships with you will also benefit them. These socializing experiences are an excellent opportunity for them to know you better.
One of the best ways to begin a relationship is to look for things you have in common, such as hobbies, travel experiences, past residences and current social activities. Koreans will observe your attitude about Korea and Koreans and you will certainly be asked about your impressions of their country. Note that your answers should include only things you like about Korea until you have known someone for a long time and have a close and open relationship. You will be invited out at your colleagues’ expense; don’t forget that you will be expected to return the favor before too much time has passed.
Having fun with your work associates
One of the best ways to develop good relationships with Korean co-workers, bosses and subordinates is to have fun together. Activities such as hiking, tennis or visiting cultural sites are quite common for Korea workers to do together. You would be wise to participate in these events as a way to get to know your colleagues.

COMUNICATION IN THE WORKPLACE
In Korea, when you wish to begin a business relationship with someone, it is very important to be introduced to that person by a third party. Joining various organizations, even organizations for expatriates, will be a source for these important networking connections.
Tips for greeting someone for the first time
· Stand up for greetings

· Shake hands (not to hard or firm)
· Bow (not as deep or long as Japanese)
· Say “ban gop sumnida” (I’m happy to meet you)
Tips for exchanging business cards
· Exchange is a ritualized and important part of first meeting which lets everyone knows where they stand.
· Cards are exchange while you are standing.
· Cards are presented and received with both hands, with the writing on the card facing the receiver.
· Upon receipt, study the other person’s card for a moment.
· Place it in front of you on the table.
· Take care of the card (don’t treat it as a scrap of paper or a bookmark and keep it for future reference).

LANGUAGE
All educated Koreans have studied English in primary school, secondary school and college, many have had little experience communicating verbally: the emphasis has been on reading and writing. To facilitate verbal communication keep the following in mind:
· Speak patiently and slowly.
· Repeat key points several times, or write them down.

· If speaking to two Koreans, pause occasionally so that one may translate for the other, or two allow them to discuss with each other (in Korean) what they think you are saying.

· Find a tactful way of asking the listener to paraphrase what you said.
· When negotiating, you may want to have your own translator with you.

THE MEANING OF “YES”
In English, “yes” usually means “I agree” or “I will do it”. The Korean “yes” means “I understand” or “I’ll do my best”. It is important you understand exactly what someone when they say “yes”. It is best to avoid negative questions.

THE EMBARASSED SMILE
Besides being an expression of happiness, a smile can mean shame or embarrassment. When your assistant mistakenly erases several hours of your work on the computer, he is most likely to smile, or even laugh. It means that he is embarrassed and sorry.
The meaning of contracts
To some Koreans, a contract is merely a general guide for conducting business. It is assumed that after agreements are signed, concessions will be made. For them, a contract is not as important as the interpersonal relationship between the two parties. A contract made between two people who do not trust each other has little value.
Reaching an agreement in business contracts
You will need to be firm about your position, remembering two things: insisting on having your way, with no flexibility, will be viewed unfavorably by your Koreans counterparts; and appearing to be in a hurry puts you at a disadvantage. Koreans may pressure you to accept less than ideal terms just to finalize an agreement before you leave.

LOYALTY IN THE WORKPLACE
Loyalty to people
The best way to move up is to be completely loyal to someone on the rise, because when he finally has the power to fill positions, he will look to those who have been loyal to him. He would generally choose a loyal person over a more competent but unknown person.
Koreans are not particularly loyal to business organizations. If a better opportunity comes up, transferring to another company is natural.

WORKPLACE ETIQUETTE
Respect
If you work for a Korean president, owner or principal, he or she probably will not expect you to follow the Korean rules of behavior, but you should not forget that his or her position is higher than yours, and you are not equal in any sense.

PARTICULAR WORK SITUATIONS
Women in the workplace
It is awkward for a Korean man to be supervised by a woman so the women will need to take care to establish her position of power while at the same time, treating her subordinates with kindness.

Explain why is there a cultural difference between North Korea and South Korea


Although Korea has a long history of unity and success, their present situation is horrible. Split into two countries following World War II, North Korea inherited a communistic form of government from the USSR, while South Korea became a democracy. While North Korea has lived in both a physical and religious drought, South Korea has found prosperity at home and abroad, as they grow in success, and spread the gospel around the world.

“One of the best books where you will learn more about the differences between North and South Korea is authored by Don Oberdorfer, in his work ‘The Two Koreas’. In it, he said that Koreans are on either side of the dividing line: “Brothers and sisters and cousins from the same heritage… bitter enemies who have been waging fierce struggles against one another for half a century”.”

Some differences:
1. North Korea has Pyongyang as is capital, while South Korea has Seoul as its capital.
2. North Korea is a country which experiences economic problems and mass starvation, while South Korea is a country whose citizens are happy, and its economy is slowly but surely thriving.
3. North Korea is led by the supreme leader Kim Jong-Il, while South Korea has a democratic, semi-presidential republic, led by the president and a prime minister.

The political differences between the north and the south of the peninsula also mean that there is a different focus on specific aspects of Korean culture.

BIBLIOGRAPHY

• http://www.differencebetween.net/miscellaneous/politics/difference-between-north-and-south-korea/
• http://www.hyperhistory.net/apwh/essays/cot/t3w30korea.htm
• http://www.adviceguide.org.uk/index/your_rights/discrimination.htm
• presentation of the teacher.

EXPATRIATES AND MIGRATION:

EXPATRIATES AND MIGRATION:

Expatriate: “a person temporally or permanently residing in a different culture or country from where he or she is a citizen. They are skilled and work in their own profession”. A company send someone to other country in order to transfer “know how”.

Expatriates in the company:

· The company requires the knowhow of an employee.

· That work cannot be done by a local worker.

· They became ambassadors of the culture, the knowledge and the philosophy of the organization.

· Having an expatriate employee is really expensive, so it is possible to talk about an expatriation about quality and no quality.

· They have to be trustworthy employees, and have the complete support of the organization.

Migration: Population phenomenon on which an individual or group of individuals moves from its habitat towards a new location, implying permanence in the new place.

Immigration: Process of entering the frontier of a foreign country by people who resides in a different place.

Emigration: Act of leaving a country with the intention of staying in a second country or region.


Reasons for migration:

· Road construction
· Media development
· Rural economic difficulties
· Armed conflict
· Health and education conditions
· Better rewards
· Growth of public administration

Transnational case:

· Political, social, religious, and racial persecution
· Lack of resources
· Increasing life expectancy
· Environment conditions
· Armed conflict

What is your role towards migrants?

I think that in this globalized world, migrants are not a problem anymore; they used to be because of the differences between cultures, languages, religions, etc. But now a day people do not focus too much on these things, almost everyone respects a lot the different ways people do things.

One of my major dreams as a student of international business is traveling and working in different countries, so I wouldn’t like that in those countries people treat me like a stranger or discriminate me. In this sense I can say that I never do to others what I do not like them to do to me. I respect people’s dreams and happiness.


The presentation:

They brought a guy from China and it was very interesting, because he explained all the differences between Chinese people and the Colombians, I learned a lot of new things about their culture that I did not know, I also liked the way he sees the life here and the comparison that he did, saying that most of the time people in China does not enjoy life at all and that the Colombian people is more relaxed and we can enjoy life in all it ways.

Then their continued with the presentation; First they talked about China (like an introduction), the most important things like the president, the capital city, demographics, kind of government, education, religion and culture.

finally, they give us some tips in order to have good relations and goos business with Chinese people.

BIBLIOGRAPHY:

• Presentation of the teacher.
• Presentation of merging processes and China.
• www.migrantwatch.org/
• www.migrantsrightsinternational.blogspot.com/

THE MANAGER AS A HERO

THE MANAGER AS A HERO


• Save or destroy money: it means that the manager of a company can even make more profit or put the company in bankrupt.

• Wise manager

• Immortal manager: someone that can’t be fired from an organization because some kind of power that can be for time or for a relationship with the owner or manager of the company.

• Sexy manager: this means that an employee can have some attraction to the manager because of the power or the money that he/she make.

• Manager is never wrong: when an employee is having a confrontation about something with a manager it is common that the manager is the one who has the reason.

• Manager pays the employer

WHAT IS THE MANAGER IN THE MODERN ORGANIZATION?

“The three vital determinants of team work are the leader (manager), subordinates and the environment. These factors are interdependent. It is the leader’s responsibility to make the environment conducive to work. He studies the employees individually and insists interest in them. By encouraging the inquisitive employees and by prohibiting insidious elements, he creates hygienic environment. He inculcates the sense of collectivism in employees to work as a team. The resultant output will then be efficiency.” We can say that the role of the manager id divided in two parts; one is basically have the ability of run the businesses in an efficient manner, they have to ensure that the goals of the organization are achieved removing all the obstacles that come on the way day by day. The most important role of a manager is to identify, nurture and groom employees who would ultimately becomes future business leaders of the organization. Most of the managers forget this role and concentrate on running day to day business and are more concerned with increasing profitability for the organization. He has to understand the success of an organization depends on the shoulder of employees who has diverse skills and competencies. One type of people will not be able to get you success for a long time. He has to develop leaders all across the organization. Managers develop people into becoming leader who are directly working under them. “You can never underestimate the importance of the role of a manager in an organization. They are like the conductor of the orchestra with the role of keeping everyone in tune to the beat of the organization. It takes skill and the ability to interact and work with their employees and their peers. The role of being a customer service advocate encompasses every task that a manager is involved in. Organizations need gifted and talented individuals to achieve success in their organization.” Every manager has the vital role of knowing what their employees are capable of and recognize and promote their potential for growth.

THE PRESENTATIONS

The first presentation was about Brazil and the “traditional management style” and the other one was about Chile and “Change & Conflict in organizations”. Brazil is the biggest country in South America with a population of 178 million, and a very important country in manufacturer companies. This group talked about management style, which is the method the manager of a company use for leadership. They talked also about some things that are really important in management style, for example the democracy, the autocratic, consultative and laissez faire. There are 3 kind of management style, the first on is participatory style, the second one is directing style and the last one is team work style.

The second presentation was about Chile and the conflicts on an organization, they talked about what is a conflict and what are the kinds of conflict that can be present on an organization, and there types of conflicts are interpersonal conflict, intragroup conflict, intergroup conflict and interorganizational conflict, they also comment about some business protocols that organizations in Chile follow.

BIBLIOGRAPHY

 

http://www.helium.com/items/1691770-role-of-management

http://hrpeople.monster.com/topics/981-role-of-manager-in-the-organization/posts

http://www.management-hub.com/hr-manager-roles.html

CORPORATE CULTURAL DIVERSITY

CORPORATE CULTURAL DIVERSITY

The coexistence of different ethnic, gender, racial, and socioeconomic groups within one social unit.

It is the diversity of cultures that interact and participate in the cultural identity of the company.

Interaction: From its start, any strong cultural manifestation leads an initial polarization. This will bring preferential or discriminatory treatment.

Cultural added value:

1. Exceeds the market value.

2. These products are not only consuming products.

Some countries are specialized in the manufacture of a specific product, this makes the product get a cultural added value because people believe that the product is of better quality if is produced there.

What is diversity?

• The differences which make us each unique

• Recognizing the differences until the differences don’t make a difference anymore

• All of our differences and similarities.

What does Diversity Include?

• Age

• Race

• Religion

• Gender

• National Origin

• Disability

• All of our differences and similarities



Diversity appreciation:

• It seeks to use the maximum potential, without having limitations of group identities.

• Diversity appreciation is respecting and enjoying the wide range of cultural and individual differences.

• Organizations are rapidly changing to accommodate expanding markets, increasing diverse workforce, and increasing public consciousness about how businesses should operate.

Diversity Appreciation in a Business Environment:

• Developing an atmosphere in which it is safe for all employees to ask for help

• Actively seeking information from people from a variety of backgrounds and cultures

• Including people who are different than you in informal gatherings such as lunch, coffee breaks, and spur of the moment meetings

• Creating a team spirit of which every member feels a part.

“Effective and efficient communication should be strengthened in the organization, and seek to understand people attitudes”

You should avoid:

• Ethnocentrism: presumption of the cultures as the only one.

• Visual obstinacy: believing the manners in a culture are the best way to do things.

Bibliography:

www.state.ia.us/government/crc/docs/Appreciating_Diversity.ppt

http://www.added-value.com/source/2010/06/added-value-france-reinforces-its-innovation-offer-by-investing-in-cultural-insight-expertise/

Fifth class notes.

Ethical decision making in organizations:

We make decisions all the time, sometimes very quick and sometimes we take time to be sure before make any decision.

Programmed decision: Go to organization and culture class every Thursday at noon (routine matter).

Non-programed decision: Get a candy (new, not frequently).

There are some models of decision making as an effective way to follow up. Those are:

Rational model: Search to do things very rationally, getting notice what one is doing at a specific moment. So, here is why, because when people usually make any decision we as a human do not realize how big consequences we are facing and waiting for the results, so we have to be aware of the prior decision and think before act.

Bounded rationality model: there are limits upon how rational a decision maker can actually be.

Taking into account http://www.princeton.edu/~smeunier/JonesBounded1.pdf, Usually decision makers since they are very oriented to achieve specific objectives, sometimes do not make the right decision because have some limits for doing the best decision making due to the lack of a good procedure and also because limits that affects the person in the choises directly to the decision maker.

Garbage can model: decisions are randomly and unsystematic.

Managing risk-taking behavior: I think risk is a behavior that not a lot of people have. Managers have to manage their company or group in a risky level because how you are going to know that is true the fact that you need a fire to burn oneself without try it. Fear of taking risk stifles creativity and innovation.

Participative decision making plays an important role in the scope of this issue i am presenting and also i would rather work in a good team that perform well in order to get good result in the objectives we wanted to affront at the beginning, because decision making in which individuals are affected by decisions influence the making of those decisions. There is a mix of decisions between all people trying to get the right one. To support this idea and taking into account the next source: http://www.ownershipassociates.com/ocr2.shtm, i can argue that there are some responsibilities in the structure as a hierarchy does, in which each person of the group has to be delivered in a seriously way in order to be organize in presenting the possible decision to work in alliance with the others to get at the end a satisfactory results of those decisions.

Do you think that your ethics and values make your decisions “politically correct”, how? 

Yes, because ethics are those behavioral norms and rules in order to make the right thing. People taking into account the source: http://gbr.pepperdine.edu/2010/08/why-good-leaders-do-bad-things/, are influenced by their values and all our lives teachers at schools have teached us to act in an ethical and moral way, but people in real life do not act usually in that way because there is a friend or family that need a hand and we as a good people help her/his in a way that won’t be seen as ethical and we do not care about what will happen in response of that actions or helps. So, there its in which problems appears. For instance, I can say that if somebody did not help me in getting an objective or even an university task, and did not contribute in the workshop or homework at all i can assure that I won’t help that person in getting a good grade with me as a group, otherwise I would be acting in an unethical way because is not fair to give him/her a hand just because is a classmate or because he or she gave me a chocolate bar. Consequently, I can say that acting in an ethical way, my decisions will be carrying out in a correct way. Taking into account the example explained above i can also say that if I had acted in an unethical way, putting the name of my classmate in the homework presented without doing anything with me, I will for sure feel very bad and i will cause a damage to that person because I am allowing him or her to do not work or even worst encourage him to be lazy in all the course. Then, is better to act in a proper and ethical way to not allow people to work in a mediocrity way.

What are the impacts of culture in terms of mixed-motive decision making?

Cultural differences in decision making: there are some problems that decision makers can face when entering a culture that is unknown for them. However, they belief in their own ability to solve problems, and it is a good advice to everybody to do not be afraid in entering a new market or culture.

Taking into account http://www.jstor.org/pss/3085984?searchUrl=%2Faction%2FdoBasicSearch%3FQuery%3DCultural%2Bdifferences%2Bin%2Bdecision%2Bmaking%26acc%3Doff%26wc%3Don&Search=yes, I can say that we have to spread our abilities abroad to break the wall of scared in entering a new system or culture with different values and customs and systematize decision-making practice and face the challenges that culture provide us and take them like as they are daring us to entering and go for it without fear. We have to be very secure in what we do to be able to be aware of what we are doing and where we are trying to enter and feel very comfortable in all the issues to take the best decision.