When it comes down to business practices, there are very few pairings that are as different as that of the U.S. and China.  Culturally, they are worlds apart, yet as the two largest economies in the world, they must learn to coexist.  The very basis of the mentality difference between the two cultures provides a foundation of massive differentiation.  The U.S., having pride in the success of the individual at all costs is the seemingly polar opposite to the collective national identity of the Chinese. (IBS, 2018)

This is only one of the many differences that exist within the business cultures of these two nations.  Another being the contrast in the interpersonal mingling of client and representative.  In China, it is heavily encouraged and accepted as it is part of the growing relationship that is so sought after in business.  Whereas, in the U.S., this type of practice is often considered to be unethical and controversial.  American business practices tend to rely more on the negotiation and law of contracts rather than facilitating a long-lasting personal bond with its clients and partners.  The Chinese call this practice guanxi, and it comes into play to help protect their personal interests also as it is not unheard of for a business associate to ask for special “favors” in return for accommodations that may have been extended in earlier dealings between organizations.  (Moran et al., pg. 408) This being said, the Chinese tend to avoid confrontation at all costs in order to save face.  Even going so far as to tell a white lie and agree with the individual that they disagree with in order to save face.  In the U.S., it is not unheard of for aggressive discussions to occur as it is considered part of the negotiation process in the business.  Something that is not well received in Chinese business circles. (IBS, 2018)

Another major variation is that of how the hierarchal composition and role-plays out differently in each culture.  In the U.S., there is little hesitation for subordinates to challenge their managers in the workplace as the boundaries fall to the wayside as the culture seems to accept this transgression as it is seen as a positive interaction for the organization that helps to foster openness and innovation.  In China, however, the subordinate is expected to follow the direction of the supervisor regardless of the difference in opinion one may have.  The decision of the superior is final and should be respected at all costs.

These basic elemental differences provide challenges for either side when it comes to approaching a negotiation.  It is important for each party to realize these differences and especially so for the American congregation that is hoping to expand their business venture into the vast Chinese market.  It takes more than just a clever game plan to be successful in this competitive market, it takes local finesse in order to establish and cultivate successful business relations.

References:

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

IBS International (author unknown) May 8, 2018, Differences Between U.S. and China Business Etiquette, IBS International Business Seminars. Web. Retrieved March 29, 2020. Link:  https://ibstours.com/blog/differences-chinese-business-customs/

 

Effects of Differences Between Nations on Vaccination Rates

Revisiting the concept of differences between (Pennsylvania State University, 2020), can help add clarity to a growing problem in the United States of America.  Over the past few decades, the anti-vaccination movement has grown substantially.  In a recent Ted Talk, Jennifer Reich (2020), suggests that this could be a symptom of our country’s individualist culture.  She references that when most Americans choose to vaccinate their children, they do it to protect their child, not to protect the community.  Reich (2020), explains that we need look no further than the pharmaceutical advertising campaigns, which prey on our individualistic nature.  Most, if not all commercials are geared toward keeping yourself, or family member safe, not your neighbors.  This puts vaccines at a disadvantage, since a great deal of their effectiveness relies on larger numbers being immunized.  North, & Niccolai, (2016), discuss how vaccines can protect those who are more vulnerable through a concept called herd immunity.  Although difficult to quantify given the many contributing factors to vaccine penetration rates, the data around influenza vaccinations by country supports Reich’s argument.

Our culture is one in which we value individual efforts.  This is clearly visible in our established freedoms and our capitalistic economy.  As a nation, in general, we look out for ourselves and celebrate those who work hard and succeed.  Some could argue the “American Dream” gives everyone a shot, but on the other hand, not everyone will make it.  Looking at another nation to explore the differences between, Korea provides a great case study.  According to Hofstede Insights (2020), Korea scored an 18 on individualism scale.  The United States for comparison scored a 91 in this category.  This data shows that Koreans value collective goals over personal goals.  Of course, it would be false to claim that all Koreans or Americans are represented accurately by this scale.  This is a macro approach to better understand the manifestation of a growing global problem with anti-vaccination beliefs.  The figure below shows Korea’s vaccination rates in blue, the USA is depicted in red.

Cultural differences between these two countries may in fact influence vaccination rates.  According to the Organization for Economic Cooperation and Development (2018), Koreans over the age of 65, had a significantly higher rate of vaccination against the flu.  In the United States, only 67.5% of seniors were vaccinated, while in South Korea, 82.7% were immunized.  This data suggests that a collectivist culture may see higher benefits from vaccines when compared to a culture that values individualism.  While more research must be done to be certain, at first glance this could indicate a call for action is needed.

While vaccines are important, changing a country’s culture would not be a practical and or efficient method to move the needle.  Please note, every pun intended with the previous sentence.  This begs the question, what can be done in an individualistic society to mitigate this issue and increase vaccination penetration rates?  Perhaps the solution lies in our government’s ability and responsibility to keep our citizens safe. According to the California Legislative Information website (2020), Senate Bill No. 276 has been updated to increase the likelihood that parents will vaccinate their children.  The amendment adds provisions while removing others to protect the state’s population.  According to Aguilera (2019), Senate Bill No. 714, removes the ability to cite personal beliefs as a reason not to vaccinate your child.  To be clear this is in reference to children attending public schools.  This bill also makes it much more difficult to obtain medical exemption.  Going forward, California requires that a medical provider submit their request for exemption to a panel of experts.  The state of California has managed to carefully navigate the responsibility of public safety while honoring personal rights.  Said another way this law does not require parents to vaccinate their children, it simply prohibits their ability to attend public schools.  Those who choose not to vaccinate, will likely be home schooled.

 

In conclusion, the differences between can have much more of an impact than it may seem.  A society that values collectivism may have an advantage in its ability to promote health and safety as a nation.  This does not imply that countries who value individualism must change their belief structures, but perhaps they should consider updating their laws.  Doing so would increase the likelihood of vaccination compliance among parents and the safety of our communities.

 

References:

Aguilera, E. (2019). Five things to know about California’s new vaccine law. Calmatters.  

            Retrieved from: https://calmatters.org/health/2019/09/california-new-law-vaccination-

medical-exemption/

California Legislative Information, (2020). Medical exemptions. Retrieved from

https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201920200SB276

Hofstede-Insights.com. (2020). South Korea.

North, A. L., & Niccolai, L. M. (2016). Human Papillomavirus Vaccination Requirements in US

Schools: Recommendations for Moving Forward. American Journal of Public    

Health, 106(10), 1765–1770.

https://doiorg.swcproxy.swccd.edu/10.2105/AJPH.2016.303286

OECD (2020), Influenza vaccination rates (indicator). Doi: 10.1787/e452582e-en (Accessed on 3/29/2020)

 

 

Pennsylvania State University. (2020). Leadership in a global context – OLEAD 410. Lesson 1:

Introduction to leadership in a global context, Penn State World Campus. Retrieved from:

https://psu.instructure.com/courses/2041071/modules/items/27977817

 

TEDx Talks. (2020, February 7). What I learned from parents who don’t vaccinate their   kids/Jennifer Reich/TedxMileHigh. Retrieved from:https://youtu.be/CTj_xoCuhPU

 

 

 

 

 

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.

There are so many differences across the world among politics, history and culture.  Brazil is one country that was under a monarchy which they overthrew in 1889, after trying different governances the one that worked best for them was democracy which they still practice today (Moran, 2014).  When Fernando Cardoso was elected he made several changes that are still helping the economy even today.  In 2002 a new president was elected and he was working toward reducing hunger in the country.  Although there were many accomplishments achieved over his first term there were many corruption scandals within the Workers’ Party (2014).  As we came into the twenty-first century Brazil was known as “a large democratic and stable society, rich in resources, with a strong economy” (2014, p. 345).

There are several things that Brazil has to offer, especially the Amazon. Recently this is something that has fallen through the cracks.  The current president, Mr. Bolsonaro has supported deforestation instead of hindering it, he has stated that he believes that the forest is slowing economic growth (Casado, 2019).  There is a lot that is being lost as he pushes forward with getting to cut down more and more trees. Casado stated, “Germany’s minister of economic cooperation and development, Gerd Müller, called protecting the Amazon a global imperative, especially given the rain forest’s vital role in absorbing and storing carbon dioxide, essential to the effort to slow global warming” (2019).  I personally do not think that the current president is thinking about the bigger picture but simply about how he can better his own personal gain.

The people that live in Brazil are from several different backgrounds and cultures.  Those that live in Brazil are young with over half of the population being under the age of 20 (Moran, 2014).  Those that live in Brazil are welcoming to all those that come to visit, “they are a warm, friendly, and emotionally sensitive people who are generous and receptive to foreigners” (Moran, p. 346).  Overall those that live in Brazil have very open views in everything that they do from religion to traditions.  Those that live in Brazil are very accepting and are a good example for others around the world.

The culture and greetings are much the same in Brazil as it is the Americas.  Brazilians tend to greet with a handshake, but they also are quick to greet with one or two kisses on the cheeks.  This is something that is usually between women and they will even give a third kiss that is thought to be good luck for single women in finding a husband (2014).  Often when talking to others they do not use Mr. and Miss along with their last name the way that we do in the US.  Those that are in Brazil often use first names accompanied with Lady or Mister (2014).  Another big thing in Brazilian culture is to always offer food to those that are around before eating it alone (2014).

Although the culture is different there is a lot that the rest of the world can learn from Brazil.  I think that some of the most important things that the rest of the world should take from the way that those that live in Brazil.  I think that the way that people treat each other in Brazil should be something that those in the rest of the world should take notes on.  I think that it is also the fact that those from Brazil being open to different culture and different ways of life is something that others should also follow.  There are many things that the rest of the world can learn from those in Brazil about how to treat others and to be accepting of those around us.

Resources

Casado, L., & Londoño, E. (2019, July 28). Under Brazil’s Far-Right Leader, Amazon Protections Slashed and Forests Fall. Retrieved from https://www.nytimes.com/2019/07/28/world/americas/brazil-deforestation-amazon-bolsonaro.html

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing cultural differences. London: Routledge.

Synergy is a common term that comes up on a regular basis in the professional world.  I really can’t think of an industry that does not use this term or benefit from it in one way or another.  I think it’s important to first acknowledge that in this day and age, the term synergy has mostly become buzzword.  A lot of time when it is thrown out in the workplace, it inevitably has no substance or true actions behind it.  “Synergy is cool. Synergy is hip. Unfortunately, though, more often than not the term is tossed around an organization as a buzzword that doesn’t really mean anything.” (PSU WC, 2020, L.6) The reality, there is a greater meaning behind the word synergy, and it has the potential to have a significant positive affect on organizations.

“Synergy is the synthesis of what each individual in the group has to offer. It is about the whole being greater than the sum of its parts in the way an automobile is more than the pile of its individual parts.” (PSU WC, 2020, L.6)

Not that we have a brief introduction to synergy, I wanted to focus my post on cultural synergy.  When we say cultural synergy, we can immediately relate it to the description above but apply a cultural aspect to it.  I think it is safe to say that we can make the assumption that every culture has the potential to bring unique perspectives, skills, and practices.  “Cultural synergy is about using the diverse perspectives of various cultures to create something that is greater than each individual culture.” (PSU WC, 2020, L.6)

Like everything, we also need to remember that cultural synergy comes potential downsides that should be recognized.  We talk about creating synergy, we are almost always talking about bring people together as a team.  Without even introducing cultural differences, there is the chance for conflict with individuals that may have all been raised in the same culture, ideas, and views.  This is simply because, we are all individuals with our own perspective on how we should accomplish something.  Now let’s take this and frame it in the context of a culturally diverse team. There is a strong potential for conflict between the individuals on the team.  “Cross-cultural situations are almost guaranteed to generate constant conflict because of differing perspectives, not to mention possible language barriers and other communication issues that may lead to misunderstandings.” (PSU WC, 2020, L.6). Does this mean that we should be discouraged to put together a team with the potential for strong cross-cultural synergy?  No, it simply means that we need to plan a bit more, define clear goals, and excite the team on what can be accomplished if they work together.

I personally have the opportunity to work on such teams and a weakly basis.  I have seen both sides of this concept.  I have had teams that barely could get off the ground simply due to cultural conflict that could not be overcome.  On the other hand, I am currently on a team with individuals from around the world that despite some early conflict, we are all committed and excited to reach our goal.

 

Pennsylvania State University World Campus (2016). OLEAD 410 Lead Global Context. Retrieved from https://psu.instructure.com/courses/2041071/modules/items/27977820

 

 

 

” The airplane landed smoothly in Guarulhos Airport in Sao Paulo, Brazil, early in the morning on January 2, 2004. This was about to be the last smooth experience I would have for a long while. ” ( Moran, Abramson, & Moran. p237). This quote from our text begins to embody just how different other cultures are from the ours here in the United States. Chapter * focuses on Brazil, and more specifically, working in diverse groups abroad.

As stated before, Brazilian way of life differs from ours immensely. Starting with Brazilian airports, the security and police presence is greatly altered from airports in the United States. Federal Police dressed in full uniform separate travelers into specific lines based on where you are coming from and which country you are a citizen of. The process of getting through customs can be agonizing and time consuming. The language barrier also has a big presence in Brazil. The official language of Brazil is Portuguese. Working your way through this barrier is often a struggle for many people.

The center of Brazilian culture stems from a melting pot similar to the one of the United States. The way of life in Brazil forms from the cultures of Indians, Africans, and the Portuguese people. As you travel throughout Brazil, you seen the places where different cultures shine the brightest. For example, African traditions and normalcies are strongest along the coast between the Northeast and Rio de Janeiro. Everything from music, religion, foods, etc are centralized and specific depending on where you are. Foreign imports such as North American foods have made their way into local cities and towns, but Brazil’s true roots stay on top.

 

As we do in the United States, Brazil has campus monuments and tourist attractions that bring in guests by the thousands. The Brazilian Academy of Letters is regarded as the country’s most prestegious societies. It is located in Rio de Janeiro as are many other of Brazil’s special locations. Brazil slash shares differences in the arts and music space. Their country is known for many renowned people such as Oscar Niemeyer. This architect is recognizable all over the world for his work. Performing arts is another space where Brazil owns many unique characteristics. The rate as which their country is modernizing is rising which is a good sign. Most middle-class families posses an automobile which wasn’t always the case.

Brazilian culture is one I have never done much research on. The facts and differences that this country has compared to the United States is remarkable.

 

 

 

References:

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge

Burns, E. Bradford, and Ronald Milton Schneider. “Cultural Life.” Encyclopædia Britannica, Encyclopædia Britannica, Inc., 23 Mar. 2020, www.britannica.com/place/Brazil/Cultural-life.

 

There are no two countries more different than China and India. However, China’s and India’s nations are comparable since they are both based on massive societies with profound cultural histories, which have unified large numbers of people over vast territories. China and India have very different views on the importance of philosophy, their government and influences. India enforces their religions onto the citizens whereas, while china is the opposite. I think a very important question is posed in our lesson. Are the overall influences in larger populations subjective to the size of the population?

Both countries have populations of over a billion people and have taken different routes to enter the world’s economy. Interestingly enough, Indian leaders tend to think more strategically with emphasis on solid entrepreneurship, which is the foundation of success of many Indian corporations. On the other hand, Chinese counterpart’s leadership strengths include, coaching, business acumen, driving execution, customer focus, and leading teams. Chinese leaders tend to be good at bringing people together to execute an established strategy and meet the needs of their customers with a strong drive for results. They are less likely than their Indian counterparts in establishing strategic direction, entrepreneurship, building organizational talent.

Cultural experiences are rich and teach a diverse range of leadership lessons.Certain countries show focus on certain experiences. For example, China focuses on personal experiences and mistakes, whereas India’s focus is on experiences and crossing cultures.In our strongly interconnected society, social influence plays a prominent role in many self-organized phenomena such as herding in cultural markets, the spread of ideas and innovations, and the amplification of fears during epidemics (Ahlawat et. al., 2018).

China and India both aspire to global power status and dominance in their respective regions, but China’s offensive realism negates its ability to acknowledge India as a rising power in its own right (Moussaid et. al., n.d). Chinese leaders tend to be reasonably self-confident while Indian leaders are also relatively self-confident without raising the line into arrogance. I grew up in New York, where the population is over 8 million (population, n.d). A population that includes a high percentage of both Chinese and Indian cultures. Having grown up in such an environment has allowed me to witness the different leadership styles. With such an experience I have to say I agree with the studies conducted.

 

 

References:

Ahlawat, D., Ahlawat, D., & Hughes, L. (2018). India-china stand-off in doklam: Aligning realism with national characteristics. The Round Table, 107(5), 613-625. doi:10.1080/00358533.2018.1530376

Moussaïd, M., Kämmer, J. E., Analytis, P. P., & Neth, H. (n.d.). Social Influence and the Collective Dynamics of Opinion Formation. Retrieved from https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0078433

Population. (n.d.). Retrieved from https://www.google.com/publicdata/explore?ds=kf7tgg1uo9ude_&met_y=population&idim=place:3651000&hl=en&dl=en

 

 

 

 

 

 

 

In order to successfully do business in Brazil, leaders should first make an effort to understand Brazilian culture.  It would be a mistake to assume that everyday practices, communication and negotiations are conducted in the same way in which a foreigner is accustomed. For example, using the “ok” hand sign, which is common in America, would be considered extremely vulgar in Brazil (Moran, Abramson & Moran, 2014). Therefore, it would behoove leadership to better understand this culture before engaging with their Brazilian counterparts. Some cultural differences to keep in mind would be appearance, communication, time management and negotiation styles.

Appearance and hygiene are highly important in Brazilian culture (Moran, Abramson and Moran, 2014). Brazilians prioritize keeping in good physical shape and Brazilian men and women both keep their fingernails and toenails neatly manicured (Moran, Abramson and Moran, 2014). They tend to wash their teeth after every meal (Moran, Abramson and Moran, 2014). In terms of dress, businessmen tend to wear a two-piece suit, shirt and tie to work (Moran, Abramson and Moran, 2014). Businesswomen also wear suits, but are not limited to this option as it is also acceptable to wear dresses as well as clothing that is more fitted and revealing than is typical in American business culture (Moran, Abramson and Moran, 2014). It is important for visitors to understand these differences so as not to offend.

Brazilians are more expressive and yet almost paradoxically, more indirect than Americans (Moran, Abramson and Moran, 2014). Brazilians tend to speak very quickly and expressively, with very little silence during conversation (Moran, Abramson and Moran, 2014). Interruptions are common and show a listener’s enthusiasm in the conversation (Moran, Abramson and Moran, 2014). However, Brazilians tend to be indirect in terms of expressing their feelings (Moran, Abramson and Moran, 2014). Therefore, visitors should be aware of this and learn to read between the lines in order to understand the overall meaning of a person’s message (Moran, Abramson and Moran, 2014).

Brazilians view the concept of time in a more polychromic way than Americans (Moran, Abramson and Moran, 2014). This means that more emphasis is placed on involvement with people than strict adherence to a schedule or getting things done quickly (Moran, Abramson and Moran, 2014). Their idea of time is more flexible; it is common for meetings to begin 5-20 minutes late (Moran, Abramson and Moran, 2014). Once the meeting does begin, small talk is typical as personal relationship building is important in this culture (Moran, Abramson and Moran, 2014). Leaders intending to do business in Brazil should understand these differences and work to develop friendships in hopes of building trust. This will pave the way for successful business negotiations down the line.

If leadership should keep in mind all of the above, negotiations will hopefully run more smoothly. During negotiations, they should keep in mind that Brazilians will take their time (Moran, Abramson and Moran, 2014). Relationships are prioritized and leaders should work to build friendships before rushing into business (Moran, Abramson and Moran, 2014). Additionally, Brazilians tend to look at all details involved in each particular situation as opposed to applying universal rules, which will take time to review (Moran, Abramson and Moran, 2014). Also, Brazilians will expect flexibility and innovation; they will not favor negotiating based on standard procedures (Moran, Abramson and Moran, 2014).

In conclusion, to gain a foothold in Brazil, leaders should first make an effort to understand Brazilian culture. Brazil’s unique culture in terms of appearance, communication, time management and negotiation styles should be acknowledged and appreciated by leadership before engagement.  Understanding other cultures can serve to broaden a leader’s vision and worldview (PSU WC, 2020). It also gives an edge to leaders and makes them more successful globally, as they are aware of other cultural dynamics and needs (Moran, Abramson & Moran, 2014).

References

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

PSU WC: Pennsylvania State University World Campus. (2020). OLEAD 410 Lesson 01: Introduction to Leadership in a Global Context. Retrieved from https://psu.instructure.com/courses/2041071/modules/items/27977816