With respect to the cultures of both countries, the differences are outlined to be quite drastic when one considers the type of leadership that the cultures promote. In a quick summary, American culture dictates that individualism takes precedence over collectivism due to the values that enable one to have full autonomy over their life. In contrast, Mexican culture dictates that collectivism and the betterment of the group takes precedence, and as such, the culture promotes values that makes it less about autonomy and more about the group as a whole. Both concepts have their pros and cons, but it is not simply about choosing how one is, as culture is quite innate depending on the environment one is in.
In terms of specifics, my uncle is a business owner in the technology sector and makes constant trips between America and Mexico due to his company having locations in both countries. In interviewing him about the concepts learned in lesson 09, the culture difference in terms of work and leadership is most definitely apparent, especially when it comes to his employees between the two countries. In general, his Mexican employees and managers have a more group-focused attitude, while his American employees aim for self-improvement, both of which have been great in regards to conducting business.
Focusing on his Mexican employees and managers, they consistently have a set goal per day in order to reach a certain milestone, and all of those under that collectivistic umbrella make sure that the goal is attained by working together. As an example, his employees have enough autonomy to decide how the business is conducted there in terms of the hiring of employees and the delegation of tasks. To be specific, they do not have anything that promotes individualistic achievements such as an “employee-of-the-month” system. He figured that since they know the culture better than he does, he will let them control the culture of the company there. “In collectivist societies offence leads to shame and loss of face, employer/employee relationships are perceived in moral terms (like a family link), hiring and promotion decisions take account of the employee’s in-group, management is the management of groups” (Hofstede Insights, n.d.).
In terms of his American location, the individualistic culture is highlighted as the contrast is stark. For example, in the American location, there is an “employee-of-the-month” system, and there are other systems in place, one of which includes the use of employee reviews which help make decisions in promotions, raises, and more. Adding to that, personal achievements are also celebrated, such as landing a big sale or contract which demonstrates a competitive culture. Moran, Abramson, and Moran, explain differences in individualism vs. collectivism between Canada and America, specifying American culture, “On the individualism versus collectivism scale, Americans would perceive Canadians as less concerned with personal achievements and individual rights, and less likely than Americans to stand up for themselves and their beliefs” (Moran, Abramson, Moran, 2014, p. 567). These findings demonstrate accurate similarities between the American and Mexican employees according to my uncle, even with the other differences involved which include power distance.
Overall, there does not seem to be a downside for either culture with respect to how the business is managed; though, there is a focus on teamwork in place in both locations as the general aim is inclusiveness, which may help in avoiding miscommunication in not understanding culture. For instance, the cultures that are similar between the two locations are highlighted, and there is an emphasis on team-building as there are consistent meetings between the employees of both locations. In short, the dissimilar aspects are avoided, while the similar aspects are emphasized; however, the differences are there.
References
Hofstede Insights. (n.d.). Country Comparison. Retrieved from https://www.hofstede-insights.com/country-comparison/mexico,the-usa/
Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.
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