Table of Contents
Brazil and United Arab Emirates. 3
Individualism and Collectivism.. 4
Brazil and United Arab Emirates
Power Distance
The dimension of culture the power distance defines that ‘Power Distance’ or the acceptable inequality or equality between the employees and workers (Greet, 2013). The dimension discuss the point that the people are in the societies are not equally treated.
In the U.A.E workplace culture the employees score is high in the dimensions of power distance and scored as 90 (Breik, 23, March 2015) .The score tells that the employees admits the hierarchy in the organization in this country and every one at the workplace have specific designation.
The centralized decision making in the organization and inequalities are identified clearly between the different level of employees .The manger used the autocratic decision making procedure and subordinates have to follow the manger order and so tasks accordingly.
In the Brazil the Power Distance inequality or equality between the employees and workers. The dimension discuss the point that the people are in the societies are not equally treated.
In the Brazil the workforce society has a type of culture in which the inequality level is acceptable to some extent because the Score as 69 that reflects that the power distribution level (Breik, 23, March 2015). In the Brazil the culture symbol of power is identified as by status symbol in the society. The power and social position is shown by them who are having power and status. Apart from it the in the culture of Brazil there is a lot of respect for elders the communication by them is show the power distance dimension.
Both the countries have some extent similarity in this dimension of power distance.
Individualism and Collectivism
This dimension of the culture explain that how the people of a society express its self. The interdependence on each other of the society members.
In the Individual economy the people of individualistic country are independent in their decision making.
While in the collectivism countries people are not alone in making the particular decisions they involves the other people and group in the decision making.
In the U.A.E the score represents that the culture of workforce in this country is collectivistic scores are 25. They made the commitment and take decisions like a family everyone at the workplace opinion matters a lot. The hiring and others type of decision taken in the group of employees’ management (Breik, 23, March 2015).
In the Brazil the score represent that they also have the culture of collectivism they work and take decisions in the group and have long lasting relationships with each others. They do meeting and business deals with collaboration of each management decisions. The score is 38.
Masculinity vs. Feminists
The masculinity in the organization shows that in the society the is drive by the competition, success and achievement. While in the Feminists the society culture is according to the life quality and care for each others.
In the U.A.E the scores shows that feminists are low the society culture is according to the life quality and care for each others. The sign of success is the Quality of Life. The score is 50 it’s not the Feminists not the Masculinity (Datum, 2015).
In the Brazil the Score is to motivate the people they want to be best follows by the feminists the score are 49 it shows that it is intermediate.
This dimension tells about that the future is not known it defined that the future can be controlled or what will be coming the way it is let it happen. Different cultures deals with such things that how to deal with anxiety .When the people of any culture feels anxiety in a certain situations how they avoids all such.
In the U.A.E the Score of this dimension is 80 and Brazil have 76 score of it. In U.A.E this culture scores shows that it have the better and high preference of certainatinty avoidance in the same way the Brazil also have same way they deal with it (Datum, 2015). They have rules and regulations in which they have to follow strictly. The security is also the important for it.
Long Term Orientation
In this dimension it tells that how the society responses the different upcoming challenges and the present one how they connected through links .Follow the pragmatic and normative approach Some maintains the norms of time honored with the low score and some societies change it with the disbelief and have high score (AlenaP, 2002) .The brazil are intermediate in this and have score of 44 while the U.A.E the Score is not available in this dimension.
Indulgence
This dimension is about how the people control the desires and wants. This based on the how the people raised in the specific culture. The low indulgence means less control on desires. Brazil has high score in it they possess the positive attitude towards it and have score of 59. In U.A.E the Score is not available in this dimension (Breik, 23, March 2015).
It is important to talk about the other culture people according to its Cross cultural communication and training may be characterized as any system proposed to expand an individual capacity to adapt and work in an outside situation or foreign environment. Culturally diverse introduction projects are intended to show individuals from one cultural method for cooperating successfully, with insignificant interpersonal misconception, in another culture or society”. This is a general definition and can be connected to most cross cultural introduction or trainings programs. Change in accordance with another society or culture is moderate and step-wise procedure, which can be facilitated by training of cross cultural (Datum, 2015). Initial, current cultural theories about culturally diverse change and training techniques are present. Increase in Globalization of business has lead to an increase in interaction of cross cultral.These communications happen in a work and business related situation, including business trip to outside nations, long assignments, and even domestically inside of the multicultural workforce in the same multinational business Organizations.
References
- (2002). MINDTOOLS. Retrieved from Hofstede’s Cultural Dimensions: https://www.mindtools.com/pages/article/newLDR_66.htm
- (23, March 2015). Cross Cultural Awareness For The International Manager. Retrieved from Cross cultural awareness: https://www.ukessays.com/essays/cultural-studies/cross-cultural-awareness.php
- (2015, march 23). Retrieved from Dimensions of Trompenaars: https://www.ukessays.com/essays/business/dimensions-of-trompenaars.php
- (2013). itim international. Retrieved from GEERT HOFSTEDE; What about the United Arab Emirates?: https://geert-hofstede.com/arab-emirates.html