本文讲的是Hofestede和GLOBE模型，对企业文化管理的不了解，将阻碍企业在现代社会的进步和发展。马斯洛的激励理论和泰勒的科学管理理论是已经建立的理论，并取得了成果。这些理论的问题在于它们在处理来自不同文化的人时所采用的方法的泛化(Chan et al.， 2006)。文化模型理论使企业能够在导致企业创新的所有操作过程中系统地发展同理心。本篇澳洲代写文章由澳洲论文人EducationRen教育网整理，供大家参考阅读。
Not understanding the culture management will impede the progress and the direction of the companies in the modern era. Maslow theory of motivation and Taylor theory of scientific management are established theories that have yielded results. The issue with these theories is the generalization of approach that they undertake when dealing with people from different culture (Chan et al., 2006). The culture model theories enable the companies to develop empathy systematically in all the operational procedures leading to innovation in the companies.
Hofestede theory that we found has six important variables, they are long-term orientation vs. short term, uncertainty avoidance index, masculinity vs. femininity, power distance index, individualism vs. collectivism and indulgence factor (Minkov and Hofstede, 2011). These are found to important formulas that enable the managers to understand the paradigm and the thought process of the employees. Based on these comprehensions, the companies in the modern times can devise strategies that enable the company to develop a trend towards holistic development (Hofstede, 2011). GLOBE theory uses the major tenets of Hofestede theory and also additionally adds in the assertiveness factor, Gender Egalitarianism, societal collectivism vs. in-group collectivism (Kim, Cable and Kim, 2005.). In Hofestede dimensions, there is one variable related to collectivism. In GLOBE theory, there is more importance given to the notions of collectivism.
Since there is a lot of important given to collectivism by the Chinese workers, GLOBE theory is added in addendum to the Hofestede dimensions theory?
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