Fluent Essays

1.1 Devotion: Biblical Perspective  ListenReadSpeaker webReader: ListenFocus Getting Started “Do not conform to the pattern of this world, but be transformed by the renewing of your mind. Then you will be able to test and approve what God’s will is—his good, pleasing and perfect will.” Romans 12:2 (New International Version) So often, we are quick to judge our neighbors and others around us. Todays society has allowed us to forget what Christ has taught us: to love thy neighbor. Romans 12:2 is a blueprint that is set forth to show us how each one of us should transform our character and renew our mind. The biblical perspective recognizes the active opposition of a personal adversary. In the business world, we diversify ourselves with others from all walks of life, not knowing that God has placed each of us together for the common good. Thinking back on your workplace, how do you engage with others from other backgrounds? Do you place judgment on others? Do you reflect your views on social media and other blogging components? Is this right? Upon successful completion of this discussion, you will be able to: Articulate the importance of integrating a Christian worldview with global business practice. Resources Bible Instructions Review the rubric to make sure you understand the criteria for earning your grade. Take time to reflect on Romans 12:2.  Consider the following question: How does this verse impact you in matters of faith in the workplace? Post your answer in the discussion thread by the end of the workshop. ==============================================================   1.2 Discussion: Power Distance (Part A)     Getting Started This is a two-week discussion. Your initial post is due by the end Workshop One. You will then engage in dialogue with your classmates in at least three discussion threads (one of which is your initial post) and will post a summary of your new knowledge for each of the three discussion threads. While your interactions are not due until the end of Workshop Two, you should be prepared to engage in the discussion throughout both workshops. For this discussion, you will watch a 10-minute video in which researcher Geert Hofstede explains “power distance,” which is one of six dimensions of national culture that were described in his formative research on culture. From the video and the accompanying PowerPoint presentation, you will discover: Definition of power distance How power distance transfers between generations within a society Differences between cultures characterized by large distance and small power distance The role of the perception of inequality and hierarchy in power distance Characteristics of power distance Components of the power distance index (PDI) Societal characteristics that can be correlated with the PDI  Upon successful completion of this discussion, you will be able to: Examine theoretical concepts in the exploration of globalization and culture. Research cultural differences related to business decision making and strategic planning. Resources Video: 10 Minutes with Geert Hofstede on Power Distance File: Power Distance PowerPoint Instructions Review the rubric to ensure your understanding of the criteria for earning your grade. Watch the video 10 Minutes with Geert Hofstede on Power Distance. Review the Power Distance file. Navigate to the discussion below and post a substantive response to the following questions: Compare and contrast attitudes toward authority between high power distance cultures and low power distance cultures. Think about an organization with which you are involved (work, church, civic organization, etc.). Identify the organization and describe how you would characterize the power distance dimension within the organization’s culture. Is it high, low, or somewhere in between? Explain how you came to this conclusion and provide an example to support your assertion. Describe how the principle of power distance is evident within the organization you identified. Your initial response should: Be 200–300 words in length Include a minimum of two properly cited references. For questions on APA style, go to OCLS APA Writing Style Guides. Your initial response is due by the end of Workshop One. You will respond to your classmates in the 2.2 Discussion: Power Distance (Part B). ======================================================   1.3 Assignment: PowerPoint Presentation   Getting Started In this assignment, you will read a Harvard Business Review article and view a five-minute video about a transcultural leader, former Chairman and CEO of PepsiCo, Inc, Indra Krishnamurthy Nooyi. She is considered one of the most highly influential CEOs in the world and was for five consecutive years at the very top of the list of the 50 most powerful women prepared by Fortune magazine. Nooyi was born in Chennai, India. She was heavily influenced by her stay-at-home mother, Shantha Krishnamoorthy, whom she considered her first management teacher in her life. Though she had a conservative South Indian upbringing, there were many contrasting influences in Nooyis life. Observers noted that though she belonged to a Hindu home, she went to a Roman Catholic School. Her mother would often ask her, “How would you change the world?” (Taneja, 2017). Reference Taneja, R. (2017, January 12). Career story of Indra Nooyi. CareerGuide.com. https://www.careerguide.com/blog/career-story-indra-nooyi Upon successful completion of this assignment, you will be able to: Develop a cultural profile. Understand the effects of power distance on a transcultural leader. Examine theoretical concepts of business globalization and culture. Defend multicultural competency as a necessary skill for managerial success. Analyze the impact of cultural differences on business decision making and strategic planning. Resources Video: Nooyi: You Can Have It All With Support, Sacrifices  Article: How Indra Nooyi Turned Design Thinking Into Strategy Instructions Review the rubric to make sure you understand the criteria for earning your grade. Read the article How Indra Nooyi Turned Design Thinking Into Strategy. Watch the video Nooyi: You Can Have It All With Support, Sacrifices. Develop an American-Indian cultural profile via a 10- to 12-slide presentation (utilizing the presentation tool of your choice). Include narrative giving generalized country profiles based on a synthesis of research, primarily from Hofstede as well as numerous other sources. This profile illustrates how to synthesize information and gain a sense of the character of a society from which implications may be drawn about how to manage more effectively in that society. The 10- to 12-slide presentation should also include the answers to the following questions: What is the PDI (power distance index) for India compared to America? The difference between the two PDIs indicates what information for global managers? What were the factors that shaped Indra Nooyi as a leader? If PepsiCo were headquartered in India, how might Nooyi lead her employees in India based on the PDI of this country in comparison to America?  What leadership style is being used by Nooyi at PepsiCo? Highlight the mix of various leadership styles found in Nooyi, such as that of servant leadership, ethical leadership, socialized charismatic leadership, and authentic leadership. Your presentation should include a minimum of three properly cited references. For questions on APA style, go to OCLS APA Writing Style Guides. Your presentation is due by the end of the workshop.Power Distance in 10 minutes Geert Hofstede August 2014 Origin of the term “power distance” Used in the 1960s by Dutch experimental social psychologist Mauk Mulder for describing interpersonal power differences In the 1970s, applied by Hofstede to differences between national societies Power Distance as a societal culture dimension Extent to which the less powerful members of institutions and organizations expect and accept that power is distributed unequally Transferred to children by parents and other elders 3 Large Power Distance Inequality is normal Superiors are superior beings Power comes before good and evil Children should learn respect as a key virtue Centralization Subordinates expect to be told Small Power Distance Inequality is wrong Hierarchy is for practical purposes Use of power should be legitimate Children should learn to be independent Decentralization Subordinates expect to be consulted How are societal power distances measured? There is no absolute standard for power distance “All societies are unequal, but some are more unequal than others” What we can measure is differences between national societies The position of societies relative to each other is expressed in a Power Distance Index score (PDI) PDI values have been plotted on a scale from 0 to 100; scores close to 0 stand for a smaller, scores close to 100 for a larger power distance Some Power Distance Index (PDI) scores, out of 76 High 93 Russia 81 Mexico 80 China 80 Arab countries 77 India 68 France 54 Japan Low 50 Italy 40 U.S.A. 38 Netherlands 36 Australia 35 Germany 35 Britain 18 Denmark Some examples of what these PDI scores correlate with High PDI societies More income inequality Smaller middle class Dictatorships or oligarchies Violence in national politics Political systems changed by revolution Business executives older Innovations only when supported by hierarchy Low PDI societies Less income inequality Larger middle class Separation of powers Peaceful conflict resolution Political systems changed by evolution Business executives younger Spontaneous innovations by mavericks or rebels Don’t the scores change over time ? The scores are based on values transferred from parents to children; these values rarely change after adulthood Research bij Sjoerd Beugelsdijk comparing answers to the same questions by two successive generations 30 years apart shows a worldwide shift towards slightly smaller power distances However, the position of countries relative to each other remained the same; and this is what the scores are based on Country differences expressed in the scores are often rooted in centuries of history So, the scores can be assumed to be stable over time