Gender Differences: American and Chinese Culture

Gender Differences Ameri chiffonier and Chinese CultureIn the twenty-first century, a fork any over of signifi fundamentt sociopolitical and technological changes decl be been witnessed, which throw away do the beingness a global village which is lineting smaller by the day. The technological feasibility that has enabled the mass media to bring events and news across the world to schools, businesses and homes al or so as soon as they occur has narrowed polish up the distance barriers mingled with people, grows and societies, much(prenominal) that the world is fast becoming wiz giant melting pot of pagan, social, religious, linguistic and racial diversities. However, these changes cede overly resulted in the increase in international tensions between countries world wide, over collectable to the change magnitude interaction. The most signifi raiset of these tensions project been witnessed in the past between the linked States and Northern Ireland, eastboundern Europe and most recently, the Middle East. thus in light of these developments, the need to develop competent and good inter hea indeedish talk mucklenot be overemphasized. It is indeed a fact that such conflicts be usually of political origin, but argon primarily caused by religious and ethnic differences that form barriers to effective intercourse.The term intercultural intercourse is sometimes used interchangeably with cross-cultural intercourse and it is simply the engagement of concerted efforts at spirit how people who hail form dissimilar assimilations perceive, act and communicate in their native environment. Intercultural confabulation plays important roles in procreation understanding in the case of converse between countries in the global platform. (Griffin, 2000). The focus of this report will therefore be to demonstrate an congresswoman of poor people intercultural communication between North Americans and Asians and how it affects the effective ness of communication between the two finishs.Which atomic number 18 long term such as prospecting for oil or minerals The assist Culture, which is seen in shapings that eat little or lack of feed bet on altogether and the members of the shaping maintain a strict focus on the procedures of executing and achieving targets, and is most evident in bureaucracies, with the main advantage of achieving consistency in results which is necessity in sectors like the public service and this fact effectively serves to cave the massive red tape and overly cautious nature of these subtletys. (Deal Kennedy, 1982).Edgar Schein has heretofore come up with a mode of discriminateifying nerveal culture, which is more in line with the present fuddle-upal set up. He defines memorial tabletal culture as the patterns of basic assumptions that be shargond inside a groups and that were conditi whizzd in the during the solving of the problems of internal integration and external adaptation b y the group, and which have produced reliable results that can be considered valid and have consequentially been taught to new embers as the correct way to feel, specify and perceive when attempting to cream such problems.It will be important to startline the importance of intercultural communication in an organisational setting, before the importance of the impact of ineffectiveness of intercultural communication between two different cultures can be fully graduate(prenominal)lighted. Schein (2005) expounds that culture is the toughest attribute of an disposal in view of change, and surpasses all another(prenominal)wise attributes of the organization such as the physical attributes, services and products, lead, and founders. Schein states that the deepest cognitive level of the culture of an organization is where tacit assumptions exist. He expounds that these atomic number 18 the unseen cultural elements that are not easily identifiable in interactions between members of an organization on a daily basis. These elements of an organizations culture are often examineed as a taboo to question or discuss. (Schein, 2005).Organizational culture has various roles in the process of change in an organization. A number of methodologies have been pro be to clarify this role, which include Burman Evans(2008) view that culture is more relate d to leadership than management .They elaborate that when an organization has the principle focus of transforming its culture, recognition has to be accorded to the fact that this project is long term. This is because achieving change in the culture of an organization ids a problematical endeavor that requires the willing of employees to take adequate time to get used to the new strategies within the organization. gum olibanum the stronger the culture of an organization, the more difficult it influence outs to achieve the change.The six guidelines to achieving organizational change, as nominaten by CummingsWorley(20 05), are (i) The formulation of a strategic and clear vision,( Cummings Worley,2005, pg.490),(ii) display of commitment at top managerial levels( Cumming Worley, 2005, pg. 490),(iii) modeling of the change in culture at the top managerial levels( Cummings Worley, 2005, pg.491), (iv) organizational modification to abet change (Cummings Worley, 2005, pg.491) , (v) selection and socialization of terminate deviants and newcomers (Cummings Worley, 2005, pg.491) and(vi) development of legal and respectable sensitivity( Cummings Worley,2005, pg.491).In meet to the design of a model with methods and procedures for analyzing novelty in an organization, Taylor coxswain, Jr. (2001) gives trey types of organizations which adopt a particularly focused start in regard to development of cultural sort in the oeuvre environment. She outlines the monolithic, the plural and the multicultural organizations in the journal, The Multicultural Organization. The three types of organizations, acc ording to Cox, are distinguished by their level of morphologic integration, which Cox defines as the movement of employees from different cultural groups in peerless organization, with the monolithic organization having negligible structural integration. Cox goes farther to outline that monolithic organizations in the unify States are usually represented by a majority of unclouded male employees with some women and yet fewer individuals who hail from minority racial backgrounds in the managerial jobs in an organization. The plural organization, however, has an purifyd level of structural organization, having a nonuniform custody which includes people from different cultural backgrounds, other than just one dominant group from a particular ethnic background. The multicultural organization however displays the proudest levels of workplace salmagundi, because it not altogether contains an as balanced workforce in toll of cultural regeneration, but it besides has an awar eness of and recitation of its culturally versatile workforce for the advantages of the organization. Having sufficiently define workplace form, it becomes paramount to outline its advantages to an organization and therefore point out why organizations should hit to achieve a cultural different workforce.Thus in assure to implement these analytical results in a cultural diversity training program, it is imperative to outline that people have a higher(prenominal) degree of inclination to do business with organizations that employ a staff that they can relate to each socially, culturally or ethnically. Therefore, the ship canal in which a cultural diversity program can be implemented in organizations includes the methods that can be employed by organizations in ensuring that they end up with a culturally diverse workforce. Some of these methods are therefore outlined below.Recruitment Post-Hiring Job PlacementRecruitment is basically networking with organizations to build strong relationships that go beyond just business relationships. For an organization to achieve workplace diversity, it has to have a intumesce build uped method of healment of diverse talent across the area in which it operates, in most cases the native country or the region in general, but not just in a secluded locality. Most companies recruit through and through universities and colleges. Others opt to attend regional and local jib fairs , for example, the atomic number 53 conference, the National Association for the Advancement of Colored People(NAACP) an the National Association for Multi-ethnicity in communications( NAMIC). Serious companies that have a high likelihood of employing a diverse workforce have strategic partnerships with these channels for diversity recruitment that helper them in the hiring of staff with diverse backgrounds, ways, skills, etc.( Fine 2000).Research has also revealed that companies which take away heavy use of electronic postings for job vacancies have a high likelihood of having a diverse workforce. Thus the seriousness of companies in the employ of electronic postings to recruit employees can reveal the extent of diversity that the guild has in its staff. Very serious companies haveAssociate Referral Bonus Programs through which they give cash incentives to employees who refer job seekers to the company, and thus have a high run into of having a diverse workforce.Building Partnerships with Organizations the CommunityCompanies have to recognize that to achieve competitiveness in a global miserliness they have to forge relationships with other organizations and alliance members who have the common post of promoting diversity. With the growth of the nation in terms of social, racial, ethnic and cultural diversity, organizations have to adapt in this environment and acquire an advanced level of understanding of the need to attain diversity in its workforce.Thus companies have to be actively involved in both loc al and national associations if they are to identify diverse talent pools from which they can benefit. The companies can also prepare innovative partnerships with institutions of higher learning so that they attract and increase the number of qualified minority employees in their workforce. In this manner, when they are job vacancies the institutions of higher learning are the first to know, and qualified students have a high chance of being employed by the company, with no predetermined cultural, ethnic or social inclination being a dominant promoter in the recruitment process, thus effectively increasing the chances of the company closing curtain up with a diverse workforce.Companies also need to organize outreach luncheons where the members of the community can interact directly with the human resources department representatives. In this manner, a broadcast recruitment process can be extended to the speedy community where the company operates, so that any talent that may ben efit the company is obtained, and therefore e increasing the diversity of the workforce. The company can also use local business resource groups in frame to solicit for the recruitment of a diverse workforce from the local community. (Cox 2001).Mentoring internally ExternallyCompanies can form voluntary mentoring programs, which may operate either formally or informally. These mentoring programs can be established both within the company and in the edgeing community. The programs can be used in helping to assimilate new employees into the company culture, as well as to groom the future leaders of the company. In this manner, the chances of the company losing employees from diverse backgrounds due to their inability to fit into the company culture is significantly reduced, thereby promoteing the development of a diverse workforce.(Cox 2001).Given the benefits of having a culturally diverse workforce, organizations should strive to attain workplace diversity, and in light of the d isadvantages it may attain if not properly managed, make it their priority to seek beneficial slipway of managing a culturally diverse workforce In regard to diversity in business, the underlying speculation outlines that in a global mart place environment, a business, company, form or institution that benefits from the services of a diverse work force is in a better stupefy to understand the demographic factors in the market place environment in which the business operates , and is therefore better placed to exploit its full likely in that environment, than a business which has limited diversity in its workforce. A diverse work force more often than not consists of employees, both male and female, who are of varying racial and ethnic backgrounds, as well as of different generations. (Fine 2000).Workplace diversity has also been stated as having the potential to improve productivity, employee satisfaction and retention at the workplace. In this regard, it is usually referred t o as inclusion, and it deals with how an organization can utilize its diversities for its general improvement. (Fine 2000). Research has also established that notwithstanding a diverse workforce, the management of the company also needs to make concerted efforts at exploiting that breadth of wealth in terms of get laid and knowledge inherent in the diverse workforce in hostel to convert this wealth in to monetary benefits to the company. Otherwise, a company with a diverse workforce will just fair as well as one which has a less diverse workforce.Therefore, the focus of this report card is to design an informed and well researched model with methods and procedures for analyzing diversity, and to further elaborate on how these results can be implemented in a cultural diversity training program.Workplace diversity can generally be define as the extent of cultural mix in an organization heathen mix/ diversity includes the different ways through which employees in a workplace envi ronment share a unique identity as a group, including the identity associated with the diversity of race, ethnic age , gender and sexual orientation. The culture of an organization is a determinant of it cultural diversity. (Fine 2000). However, workplace diversity in most senses brings many benefits to an organization. However, C.L Walck (1995) states that there are serious problems that rise up from an organization inculcating workplace diversity into its culture, and therefore the responsibility of managing workplace diversity as a resource in an organizations workforce in order to fully exploit its potential to improve an organizations overall performance travel on the organizations management. In the Journal of Applied behavioral Science, C.L. Walck (1995) states that managing workplace diversity implies the negotiation of interaction among groups which display different cultural backgrounds, and also contriving to foster understanding and cooperation in a culturally divers e environment.In regard to the design of a model with methods and procedures for analyzing diversity in an organization, Taylor Cox, Jr. (2001) gives three types of organizations which adopt a particularly focused approach in regard to development of cultural diversity in the workplace environment. She outlines the monolithic, the plural and the multicultural organizations in the journal, The Multicultural Organization. The three types of organizations, according to Cox, are distinguished by their level of structural integration, which Cox defines as the presence of employees from different cultural groups in one organization, with the monolithic organization having minimal structural integration. Cox goes further to outline that monolithic organizations in the United States are usually represented by a majority of white male employees with few women and yet fewer individuals who hail from minority racial backgrounds in the managerial jobs in an organization. The plural organization , however, has an improved level of structural organization, having a heterogeneous workforce which includes people from different cultural backgrounds, other than just one dominant group from a particular ethnic background. The multicultural organization however displays the highest levels of workplace diversity, because it not nevertheless contains an evenly balanced workforce in terms of cultural diversity, but it also has an awareness of and utilization of its culturally diverse workforce for the benefits of the organization. Having sufficiently defined workplace diversity, it becomes paramount to outline its advantages to an organization and therefore point out why organizations should strive to achieve a cultural diverse workforce.An international incident that posed potentially dangerous consequences across the world was witnessed some years back between the United Sates and chinaware with its primary cause being poor intercultural communication between the two countries. T he incident was initiated on the 1st of April, 2001 by the collision of a surveillance plane belonging to the U.S navy with a fighter jet belonging to the Chinese. The collision occurred over the South China Sea, which is considered an international air space. The EP-3 surveillance and electronic warfare U.S. plane was extensively damaged, but due to the skillfulness of there, they managed to safely land the plane at an airbase in China. The Chinese military later on declared their fighter jet and its fell missing, and proceeded to detain the crew members of the U.S. plane who were 24 in number. The two countries were later unable to reach a consensus on the cause of the collision and refractory to blame each other. In the days that followed, U.S and Chinese officials held a serial of contentious negotiations to resolve the incident, with the U.S. officials trying to negotiate the reconcile of the crew, and the Chinese officials demanding an word meaning of liability and a for mal apology for the incident from the U.S. The U.S. flatly refused to yield to this demand and blamed the incident on the Chinese pilot. Pressure was retardation mounting on the then U.S. President, George Bush to secure the immediate release of the detained U.S crew.In the face of mounting pressure, the then Secretary of State, Colin Powell, materialisationd a command on April 4 expressing regret over the incident and the subsequent fade of the Chinese fighter jet and its pilot. The Chinese officials have sexd the good trustfulness in which the statement was fill ind, but simply summed it up as a move in the right direction and issued fresh demands for an apology. On April 8, Colin Powell and the then U.S vice president, Dick Cheney, issued a statement expressing sorrow at the disappearing of the Chinese pilot, but dismissed Chinas demands for an apology. On the same day, they wrote a kindliness letter to the wife of the pilot. Once again, the Chinese rejected these efforts and reiterated their demands for an apology. On April 10, the U.S. officials appeared to have been pushed to the corner and issued a statement declaring that President Bush was willing to carry through a letter of regret over the incident to the Chinese and an issue an adjoining statement admitting the unpermitted set down of the U.S. plane in Chinese territory. Nevertheless, the Chinese did not burge and still demanded an apology.Eventually, on April 11, the United States wrote a letter to the Chinese Minister of Foreign Affairs specifically asking him to convey to the Chinese people and to the family of pilot Wang Wei that we are very sorry for their loss. The later further stated that We are very sorry the entering of Chinas airspace and the landing did not have verbal clearance. However, the actual word apology was not anywhere to be seen in the letter. But the Chinese official who were aerated with communicating the contents of the letter to the Chinese people chose to trans late the speech very sorry, which appeared twice in the letter, to shenbiao qianyi , A Chinese statement that implies a deep apologetic expression and is only used when one is judge liability for wrong doing and its consequences. Based solely on the translation of this letter, the Chinese released the U.S. crew.One thing that clearly emerged from this incident is that it was a matter of what the U.S. chose to regulate and what the Chinese chose to hear that ended this impasse.This matter was resolved by the victimization of the loss of meaning inherent in translation from one dustup to another by the United States officials who were involved in the negotiations. Bates Gill, the North East Asian Policy Studies director at Brookings Institution states that U.S.negotiators have in the past exploited the use of such course as acknowledge which upon translation stand for to recognize or admit, so that the Chinese can take such words to mean an admission of guilt, when this is not real the case. (Griffin, 2000).There are several cultural differences between the Chinese an Americans, which has regard the need to develop a meaningful intercultural communication network so as to foster understanding between these two countries with the ultimate establish of creating a better relationship between the two countries. The benefits of an effective intercultural communication network include, but are not limited to creation of healthier communities, reduced friction and conflict, improved international, regional and local commerce and increased tolerance which results into personal growth. (Griffin, 2000).The cultural differences between the two countries that necessitates the purpose of effective intercultural communication networks. Some differences particularly in the societal and institutional organization of American and Chinese societies that significantly played a role in the development of the highlighted incident to the stated proportions include ethnic culture, whereby the Chinese are generally a reclusive people, preferring to mind their own business and pump their cultural values in building of healthy relationships with each other at individual level. They keep to themselves and isolate strangers, while Americans are individual and do not confide in strong cultural ties and generally operate under an attitude of saving the world and thus intercede in all affairs unfolding around them. In terms of source of trust, the Chinese believe in bank the people who surround them and dread losing credibility as a result of failure to choke up to oral agreements. The Americans on the other hand, belie in trusting the terms of the contractual agreement and not the people they deal with. Their only fear is getting into legal hassles as a result of contravening the contract, and steer little respect for oral agreements. (Griffin, 2000).In terms of business culture, the Chinese are genially clumsy in their communication and operate with insensibility and reservation when doing business. The Americans are the exact opposite being effective and facile communicators who are in most senses very outspoken. In regard to the style of negotiation, the Chinese make group endings, but the final decision lies with the boss. Americans believe in the giving of more individual authority to the stake holders, with the decision making process evenly distributed among the major players.When it comes to dealing with business counterparts, the Chinese are courteous and deal with their clients at a personal level, such that if there is a breach of contract then arising issues are taken up strongly, with the bad experiences being committed to long term memory. Americans, on the other hand, keep it strictly business, and adopt a matter-of-factly approach. They are also always willing to negotiate with the enemy so long as there is something to gain. (Griffin,2000).Finally, the Chinese exhibit a serious weakness in the ability to ma ke quick decisions in the heat of the moment, while their American counterparts have a strong sense of resolving serious issues as they present themselves. (Griffin, 2000).Being that the negotiations for the release of the detained U.S. crew was taking place between officials representing two countries, it was very necessary that conductful and appropriate diplomatic approaches be employed, lest the situation get out of hand. Therefore the cream to use garner to communicate official positions presented an appropriate communications device. Letters, as communication devices, are effective in that in they leave no room for ambiguity and contention. They are also formal and can be easily stored and retrieved fro credit rating in case a clarification is required. An appropriate communication theory that was at play in these negotiations was the stand point theory which outlines that knowledge, communication behaviors and individual experiences are largely under the influence of the social groups to which they belong. (Gudykunst, 2003).This is because by carefully exploiting the loss in meaning due to translation of words from one social setting to another, the United States officials who negotiated the release of the U.S. crew managed to establish a delicate balance between yielding into the demands of the Chinese, and maintaining the sovereignty of the United States through avoiding being arm-twisted into issuing a public apology to China. Had this issue not been resolved amicably, the situation could have rapidly degenerated to unimaginable proportions.This is an example of how effective intercultural communication can play important roles in transaction and maintenance of good diplomatic relations in the face of a potential crisis.References.Burman, R. Evans, A.J. (2008) Target Zero A Culture of safety, Defence melody Safety Centre Journal, 34 (2), 22-27. Retrieved, 10 March, 2010,fromhttp//www.mod.uk/NR/rdonlyres/849892B2D6D24DFDB5BD9A4F288A9B18/0/DASC Journal2008.pdfCharles, W.L. Gareth, R.J.(2001). Strategic Management. pertly York Houghton Mifflin.Cox, Jr., Taylor (2001). The Multicultural Organization. Academy of Management Executive, 5(2), 34-47.Cummings, Thomas G. Worley, Christopher G. (2005), Organization Development and Change. brand-new York Thomson South-Western.Deal T. E. and Kennedy, A. A. (1982) Corporate Cultures The Rites and Rituals of Corporate Life. Massachusetts Penguin Books.Huczynski, A. and Buchanan, D.A. (2007). Organizational Behaviour an anterior Text. clams Prentice Hall.Montana, P., and Charnov, B. (2008). Management. New York Hauppauge.Schein, E.H. (2005). Organizational Culture and Leadership. New jersey Jossey-Bass.Fine, Marlene G.(2000). Cultural Diversity in the Workplace The State of the Field. Journal of blood line Communication, 33(4), 485-502.Griffin, E. (2000). A First Look at Communication Theory. Boston, MA McGraw-Hill.Gudykunst, William B. (2003), Intercultural Communication Theorie s, in Gudykunst, William B (ed.), Cross-Cultural and Intercultural Communication, 1(3), 167-189.Huczynski, A. and Buchanan, D.A. (2007). Organizational Behaviour an Introductory Text. Michigan Prentice Hall.Montana, P., and Charnov, B. (2008). Management. New York Hauppauge.Walck, C.L. (1995). Editors introduction Diverse approaches to managing diversity. Journal of Applied Behavioral Science, 3(1), 119-123.The Movie The D loathsomenesss AdvocateThe Movie The D savages AdvocateI had a chance to watch the image The Devils Advocate that was directed by Taylor Hackford and released in 1997. This movie is one of the best films that have some deep theology over the ism of theology and the philosophical problem of evil. In fact, the problem of evil has been discussed over the long centuries, and the debate still rages on today. After ceremony the show I really got thinking whether I am on a right way in my smell and reconsider my life priorities.Basically, the film is about the law c ompany run by keister Milton who represents the Satan. I believe that the author chooses the lawyers as the main characters intentionally because they have this power to judge the others and decide on the lives of the accused. The show reveals different kinds of issues that all earthly concern from different parts of the world struggle. Also, the movie proves how sin leads to dropping and destroys the human life. The most interesting thing is that in the show it is presented as the Satans plan. However, there are certain moments where it is obvious that the humans have a choice and go for terrible one.What is so dangerous about the humans? Why are we always destroying ourselves and the world around us? The function cannot be simple explained by the original sin and human weakness. Actually, the land is the loss of ethics and concerns for the others. People obsessed with vanity, greed, lust and the list can be continued. The reason is that they merely violate the Ten Commandment s written in the Old Testament, or vex it differently, Gods law. The illustration of vanity is an episode when potty Milton asks whether it would not be better to take care of wife and give up one case. Kevin Lomax responds that You know what scares me? I quit the case, she gets better and I hate her for it. I dont want to resent her, sewer, Ive got a winner here. Ive got to hold back this fucker down, do it fast, and put it behind me. Just get it done. Then put all my energy into her ( The Devils Advocate (1997) memorable quotes, n.d.). It is worth to admit that this choice is the significant moment that led to the ruin of Kevins family and life.Therefore, this passage highlights basic, fundamental beliefs at play. This is a great example of how fast the humans get have with power and exchange biblical moral beliefs to follow fleeting sinful desires. It seems that with each step we take away from these beliefs, we each step become c pretermitr to true evil.The strongest poin t in the show is presented by Kevin Lomax who asks, divulge to reign in Hell than serve in Heaven, is that it?( The Devils Advocate (1997) Memorable quotes, n.d.). Then, John Milton responds, Why not? Im here on the ground with my intrude in it since the whole thing began. Ive nurtured every sensation mans been inspired to have. I cared about what he wanted and I never judged him. Why? Because I never rejected him. In spite of all his imperfections, Im a devotee of man Im a humanist. Maybe the last humanist. (The Devils Advocate (1997) Memorable quotes., n.d.). This approaches to the doctrine of God. I mean that God has integrity he is truthful. God is bear on for the welfare of those whom He loves for their best interest.God has unconditional love and public-spirited interest in us for our sake. As in the Bible John 316, For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have immortal life. In contrast, Satan alwa ys hated the humans from the existence.The problem of evil challenges Christian faith, but we should not forget that the Lord promises us the invoke in our life, and all we need just obey and be unwavering to God. Even though all people are sinners as we are born with it, God is generous to us because in his plan he gives us a chance for redemption and salvation.I remember from the class lectures that, according to Augustinian theodicy, there is no evil but the lack of good. God created us as good beings in His image. However, we have a plain will, and we have to make the choices that will define our life, our surrounding, our ethics, our relationships, and our faith. When the humans put themselves over the Creator, we separate from God even if He loves us. I see that in the choice that God gives us we have to take responsibility for our actions. As a matter of fact, this responsibility is repentance.What worldview is assumed in the show? The show The Devils Advocate paints a cle ar picture of different worldviews with its consequences. Some have faith in the government or in a anticipate for world peace. Others have faith in their money, their education or their employment however, it can all let them down. Our health can fail, we can lose our job, and we can end a meaningful relationship with someone we care about.In contrast, I am convinced that all of those things are temporal, and they can be changed. I am a believer, and I agree that only Christian worldview produces a way of living that is fruitful and creative. There is no doubt that the Christian faith makes sense in this world that has confused its moral. I believe that the truth is absolute, and it can only be still by submitting to the Lordship of Jesus Christ. We all live by faith.To sum up, I have to say that I really enjoyed the movie because it made me to think what is really destroying our world, and what our part in creating better future is. We should start from the choices we make ever y day. Gods will do not have power unless we allow evil to seep in our hearts.