1. Chapter 14
Managing Work Groups across Cultures: From Small Teams to Large Labor Forces

2. Overview Managing groups across cultures
Labor relations in and across cultures
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3. Managing Groups across Cultures
Great potential for pooling knowledge and getting things done
Can be unproductive if not managed properly
Additional challenges when working with multicultural groups
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4. Cultural Differences in Groups
Individualists and collectivists
In-groups and out-groups
Family
Organization
Group Process
Cooperative, group enhancing
Self-enhancing, competitive
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5. Group Productivity
Social loafing—being less productive in a group because one believes the group will do the work.
Phenomenon most pervasive in U.S.
Also evident in collectivists cultures when working with out-groups
Managers must match methods and tasks based on the cultural environment
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6. Managing Diversity Managers likely to have diverse work groups
There are different philosophies on diversity
Most managers think of it as a negative to productivity
Diversity holds promise for innovation and productivity over time
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7. Philosophies about Diversity
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8. Cultural Diversity in Groups: Advantages and Disadvantages
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9. Guidelines for Forming Effective Multicultural Groups
Choose appropriate tasks
Explicit recognition of differences
Adoption of a vision/mission
Equal status among team members
Feedback
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10. Labor Relations
Labor groups larger than teams and more complex to manage
Management and labor have different perspectives
Relationships may be highly regulated
Must consider alliances or connections with other groups
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11. Labor Unions Concerned with:
Pay level – Benefits
Job security – Working conditions
Involvement in decision making
Power and regulation of relationship varies
MNCs manage labor issues across multiple countries
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12. Severance Payments Required for European Employees
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13. Unions around the World
Influence varies
Membership high in many countries, declining in others
Most pervasive in Western countries
Impacted by government and political environment
Economic vs. political orientation
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14. Union Density Rates around the World
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15. Unions in EU Countries Power still strong
Highly regulated and protected
Economic focus
Germany (Codetermination system)
Political focus
France, Netherlands, United Kingdom
Cooperative focus
Belgium
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16. Unions in Asia Japan China Other Asian countries
Enterprise or in-house unions
One company, one union
Harmonious relationship
China
Iron rice bowl, full employment policy
Different for joint ventures
Other Asian countries
Many variations
Often in a state of transition
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17. Unions in Mexico Regulations favor labor Federal legislation
Relatively high participation
Impact of NAFTA
Maquiladoras
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18. Unions in Africa Generally underdeveloped
Varies from compliance to active involvement
Countries in transition
i.e., South Africa
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19. International Employee Unions
Develop transnational bargaining systems
International Labor Organization (ILO)
Guidelines and standards for labor conditions and treatment
Ratification and compliance
International Confederation of Free Trade Unions (ICFTU)
Assist national unions in dealings with MNCs
International Trade Secretariats (ITSs)
Industry-based groups
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20. Effectiveness of International Unions
Unique laws of each country
Ability to play one country against another
National interests tend to be greatest concern
Competitive attitude
View foreign members as competitors rather than allies
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21. Other Forms of Employee Control/Input
Variety of terms:
Industrial democracy
Self-management
Worker participation
Joint Consultation Committees (JCCs)
Works Councils
Board Membership
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22. Rankings of the General Climate of Industrial Relations in Thirty-Seven Countries
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23. Strike Activity General decline since 1970s
Decline in the number of days lost due to work stoppages
Shift in the nature of strikes
Toward
Political objectives
Public/service sector
Work process issues (security, participation)
Away from
Outcomes such as pay level
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24. Strike Activity in a Variety of Countries
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25. Unions and Strike Activity
Managers generally find working with unions difficult
However, there are some benefits to unionization
May quell more extreme and militant worker action
Fewer incidence of violence
Smoother management-worker relations
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