This week, we learned about motivational strat
This week, we learned about motivational strategies and why to use different strategies with different cultures. For this discussion, focus on the country of Vietnam and the Swedish company IKEA, which established a warehouse and retail center there several years ago.
Decide which of the motivation theories described in the chapter would be the best to use in motivating potential employees to work for IKEA in Vietnam. Then give an example of a motivational technique you would use as a manager to motivate your employees in a warehouse distribution center and a retail store.
Embed course material concepts, principles, and theories, which require supporting citations along with two scholarly peer-reviewed references supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references.
Be sure to support your statements with logic and argument, citing all sources referenced. Post your initial response early and check back often to continue the discussion. Be sure to respond to your peers’ posts as well.
You are required to reply to at least two peer discussion question post answers to this weekly discussion question and/or your instructor’s response to your posting. These post replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post's answer. Normal course dialogue does not fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required.
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Chapter 12 in International Management: Culture, Strategy, and Behavior
Chapter 12 PowerPoint slides Module 13 PowerPoint slides – Alternative Formats in International Management: Culture, Strategy, and Behavior
Choi, Y., & Ha, J. (2018). Job satisfaction and work productivity: A role of conflict management culture. Social Behavior and Personality: An International Journal, 46(7), 1101.
Oh, H., Lee, S., & Oh, S. (2018). Expatriate managers' cross-cultural motivation and host country national employees' attitudes (Report). Social Behavior and Personality: An International Journal, 46(5), 841.
Monnot, M. (2018). The effect of incentives on intrinsic motivation and employee attitudes: A multilevel study across nations and cultural clusters. Thunderbird International Business Review, 60(4), 675-689.
International Management
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Chapter 12
Motivation across Cultures
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Learning Objectives
Define motivation, and explain it as a psychological process
Examine the hierarchy-of-needs, two-factor, and achievement motivation theories, and assess their value to international human resource management
Discuss how an understanding of employee satisfaction can be useful in human resource management throughout the world
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Learning Objectives (continued)
Examine the value of process theories in motivating employees worldwide
Understand the importance of job design, work centrality, and rewards in motivating employees in an international context
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Motivating Employees in a Multicultural Context
Motivating and rewarding diverse workforces is a significant challenge to organizations
Employee preferences are correlated with culture
Managers must be aware that a reward in one culture may be viewed differently in another culture
Managers focus on extrinsic rewards and ignore intrinsic rewards
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Figure 12.1 – Basic Motivation Process
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Determinants of Motivation
Intrinsic
Individual experiences fulfillment through carrying out an activity and helping others
Extrinsic
External environment and result of the activity in the form of competition and compensation or incentive plans are of great importance
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Universalist Assumption
Motivation process is universal
Culture influences the specific content and goals pursued
Specific needs and goals can be different between two cultures
Move toward free-market economies and emergence of new opportunities will change the ways in which individuals are motivated
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Assumption of Content and Process
Content theories
Explain work motivation in terms of what arouses, energizes, or initiates employee behavior
Subject of most research in the field
Process theories
Explain work motivation by how employee behavior is initiated, redirected, and halted
More sophisticated and focused on individual behavior in specific setting
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Hierarchy-of-Needs Theory
Known as Maslow’s theory
Five basic needs constitute a need hierarchy
Physiological: Basic physical needs for water, food, clothing, and shelter
Safety: Desires for security, stability, and absence of pain
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Hierarchy-of-Needs Theory (continued)
Social: Desires to interact and affiliate with others and the need to feel wanted by others
Esteem: Needs for power and status
Self-actualization: Desire to reach one’s full potential
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Assumptions Made by Maslow’s Theory
Lower-level needs must be satisfied before higher-level needs become motivators
Need that is satisfied no longer motivates
More ways to satisfy higher-level needs than to satisfy lower-level needs
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International Findings on Maslow’s Theory
Haire group's study indicated that all needs are important to respondents across cultures
Upper-level needs were of particular importance to international managers
Respondents reported that autonomy and self-actualization were the most important and least-satisfied needs
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International Findings on Maslow’s Theory (continued)
Some researchers suggested modification of Maslow’s Western-oriented hierarchy
Nevis's collectivist need hierarchy
Belonging (social)
Physiological
Safety
Self-actualization (in service of society)
Hofstede reported a link between job types and levels and the need hierarchy
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Two-Factor Theory of Motivation
Formulated by Frederick Herzberg and his colleagues
Identifies two sets of factors that influence job satisfaction
Motivators: Job-content factors that ensure satisfaction
Achievement, recognition, responsibility, advancement, and the work itself
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Two-Factor Theory of Motivation (continued)
Hygiene factors: Job-context variables that lead to dissatisfaction when they are not taken care of
Salary, interpersonal relations, technical supervision, working conditions, and company policies and administration
Criticisms
Classification of money as a hygiene factor and not as a motivator
Findings support a theory of job satisfaction and not a total theory of motivation
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Two-Factor Theory of Motivation: International Findings
Research holds the overall theory to be true
Cross-cultural studies show that motivators tend to be of more importance to job satisfaction than are hygiene factors
Results indicate that job content is more important than job context
Motivation-hygiene theory must be applied on a country-by-country or a regional basis
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Achievement Motivation Theory
Holds that individuals can have a need to get ahead, attain success, and reach objectives
States that need for achievement is learned
Relies solely on the Thematic Apperception Test (TAT) to measure individual achievement
Does not explain the need for achievement in cultures in which individual accomplishment is neither valued nor rewarded
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High Achievers
Like situations in which they take personal responsibility for finding solutions to problems
Tend to be moderate risk takers rather than high or low risk takers
Want concrete feedback on performance
Tend to be loners and not team players
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Achievement Motivation Theory: International Findings
Theory must be modified to meet specific needs of local culture
Culture of many countries does not support high achievement
Anglo cultures and those rewarding entrepreneurial effort support achievement motivation, and their human resources should be managed accordingly
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Select Process Theories
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Equity theory
Goal-setting theory
Expectancy theory
Equity Theory
Focuses on how motivation is affected by people’s perception of how fairly they are being treated
Job performance is positive when people perceive they are treated equitably
Job performance is negative when people believe they are not treated fairly and are dissatisfied
Supported in the West but has mixed results internationally
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Equity Theory: International Findings
In Israeli kibbutz production unit, everyone is treated the same but managers reported lower satisfaction levels than workers
Employees in Asia and the Middle East readily accept inequitable treatment in order to preserve group harmony
In Japan and Korea, men and women receive different pay for doing same work
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Goal-Setting Theory
Focuses on how individuals set goals and respond to them and overall impact of this process on motivation
Specific areas given attention
Level of participation in goal setting
Goal difficulty
Goal specificity
Importance of objective
Timely feedback to progress toward goals
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Goal-Setting Theory (continued)
Has been continually refined and developed
Research shows that employees perform well if they are assigned specific and challenging goals that they have had a hand in setting
Most studies have been conducted in the U.S.
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Goal-Setting Theory: International Findings
In the U.S., employee participation in goal setting is motivational
U.K. and Norwegian workers prefer to have their union representatives work with management in determining work goals
Value of goal-setting theory may well be determined by culture
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Expectancy Theory
Postulates that motivation is influenced by a person’s belief that:
Effort will lead to performance
Performance will lead to specific outcomes
Outcomes will be of value to the individual
Predicts that high performance followed by high rewards will lead to high satisfaction
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Expectancy Theory: International Findings
Theory seems culture-bound
May have less value in societies where people believe that much of what happens is beyond their control
Able to explain worker motivation in cultures where there is a strong internal locus of control
Managers must be aware of limitations in their efforts to apply the theory to motivate human resources
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Job Design
Job’s content, the methods that are used on the job, and the way the job relates to other jobs in the organization
Quality of work life (QWL) – Directly related to culture of the country
Challenge for MNCs – Adjusting job design to meet the needs of the host country’s culture
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Sociotechnical Designs
Job designs that blend personnel and technology
Objective – Integrate new technology into the workplace so that workers accept and use it to increase overall productivity
Employee resistance is common as new technology requires people to learn new methods
Must be a result of job to be done and cultural values that support a particular approach
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Work Centrality
Importance of work in an individual’s life relative to other areas of interest
Provides vital insights into how to motivate human resources in different cultures
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Work Centrality (continued)
Levels
Highest – Japan
Moderately high – Israel
Average – U.S. and Belgium
Moderately low – Netherlands and Germany
Low – Britain
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Value of Work
Culture, gender, industry, and organizational characteristics:
Influence the degree and type of work centrality within a country
Interact with national cultural characteristics
Growing interest exists in the impact of overwork on employees
Overwork or job burnout is now recognized as a real social problem
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Job Satisfaction
Motivation approaches used in one culture may have limited value in another
Assumption – Satisfaction is highest at the upper levels of organizations
Job attitudes toward quality of work life is related to motivation
Work is important in every society, but the extent of importance varies
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Reward Systems
Used to motivate personnel
Financial – Salary raises, bonuses, and stock options
Nonfinancial – Feedback and recognition
Differ from one country to another
Differences are a result of competitive environment or of government legislation
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Financial Incentive Systems
Individual incentive-based pay systems
Workers are paid directly for their output
Organizational incentive-based pay systems
Employees earn individual bonuses based on how well the organization achieves certain goals
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Incentives and Culture
Compensation is based on group membership or group effort in many cultures
Systems are designed to stress equality
Type of rewards that are used is not culture-bound
Cultures
Can affect the overall cost of an incentive system
Influence the effectiveness of various rewards
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Be the Management Consultant
As an international management consultant, how do you view this partnership for Indosat Ooredoo with IBM?
How does this partnership help IBM?
If you were a consultant for an unrelated company, does this deal increase your interest in expanding into Indonesia?
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Review and Discuss
Do people throughout the world have needs similar to those described in Maslow’s need hierarchy?
What does your answer reveal about using universal assumptions regarding motivation?
Is Herzberg’s two-factor theory universally applicable to human resource management, or is its value limited to Anglo countries?
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Review and Discuss (continued 1)
What are the dominant characteristics of high achievers?
Using Figure 12–7 as your point of reference, determine which countries likely will have the greatest percentage of high achievers
Why is this so? Of what value is your answer to the study of international management?
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Review and Discuss (continued 2)
A U.S. manufacturer is planning to open a plant in Sweden
What should this firm know about the quality of work life in Sweden that would have a direct effect on job design in the plant?
Give an example
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Review and Discuss (continued 3)
What does a U.S. firm setting up operations in Japan need to know about work centrality in that country?
How would this information be of value to the multinational?
Conversely, what would a Japanese firm need to know about work centrality in the United States? Explain
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Review and Discuss (continued 4)
In managing operations in Europe, which process theory―equity, goal-setting, or expectancy―would be of most value to an American manager? Why?
What do international managers need to know about the use of reward incentives to motivate personnel? What role does culture play in this process?
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