Comparison of Cultural Differences between North and South Americans` Management - Research Paper Example

Communication is of paramount importance in business as the business involves collaborative activities. An organization can sell its goods and services via a close exchange between several individuals, at times within a small geographical location, and at times across vast distances. Such coordination calls for excellent communication. For successful business transactions, there is the need to understand multifaceted products and services specifications. Similarly, there is the need to negotiate complex deals between a business and its customers.

Styles of communication vary significantly from one country to the other, and this leads to a considerable variation in business styles (Hooker, 2008). At times, there is the need to use talent management practices to make them compatible with local conditions. In the case of international business, it is incredible to observe how cultural diversity affects management. Undoubtedly, there are many ways of doing business. Technology and globalization have narrowed borders in addition to integrating economies, and this brings about an understanding of the manner in which different cultures operate in organizations and other areas (Hooker, 2008).

Different cultures welcome different viewpoints on crucial issues in the workplace, such as teamwork, respect for seniors, time management as well as accountability. Differing understandings of ethics, ways of communication, issuance of feedback, and transparency can also occur (Gallant, 2013). When customers and employees work with diverse beliefs and incompatible outlooks, obstructions on job bonding emerge. A company, therefore, needs to break down these obstacles to establish an efficient and harmonious working environment.

It is the obligation of the management, and especially the human resource managers, to make sure that there is proper management of issues

Moreover, business communication has changed due to the diverse business cultures from different nations that globalization has set on collision. Emerging economies are now starting to incorporate business cultures of developed countries into there businesses. As a result, the developing economies leave traces of their cultures in the areas that they operate. The impact of cultural differences in communication in business organizations has enormous consequences. Therefore, there is the need for companies to understand the peculiarities of all cultures that affect their operations. This paper aims to compare the cultural differences between North and South American's management. The work will cover the various aspects of each culture separately to enhance flow and readability. The research will also consider the rank of some countries in the two regions (North America and South America) according to the five dimensions of culture described by Hofstede.

South America

Researchers describe South America's business model as an amalgam of globalization and the historic cultural beliefs in the region. Some characteristics of the culture include social gaps and extensive collectivism with some manifestations. The social deficits are evident locally via compassionate, paternalistic leadership. Senior executives have a personal obligation to protect juniors in addition to catering for their needs and the needs of their families. Typically, paternalism encompasses a "father" who takes care of his sons by promoting non-judgmental practices and giving them moral support. The people in South America manage business organizations like families. They prefer to rely on somebody closer to the core of the firm. The people also understand that the firm's leadership must ensure that there is no conflicts and confrontation between the juniors and the seniors. Failure to respect the superiors attracts disciplinary repercussions (University of Pennsylvania, 2005).

The people in South America value status in a hierarchy as it points toward social gaps between the senior executives and the subordinates. Job titles, as well as other benefits, are also necessary due to the social status that they give a person. For instance in Chile, social status promotes social discrimination. However, in spite of the hierarchical leadership, business organizations in South America attempt to do away with power distance between managers or senior executives and subordinates by establishing committees that signify an egalitarian atmosphere among all the company members. Playing the role of a supervisor is, however, not easy as a leader needs to assume such a responsibility without actually conducting himself as such (University of Pennsylvania, 2005).

Organizations in the region promote a collective atmosphere in many ways. First, they insist on the significance of personal relationships. South Americans expect other people to treat them with courtesy as well as kindness in the workplace. Second, the companies promote the sense of devotion to the central group (Stewart, 2013). The workers understand that the success of their firm relies more on social as well as governmental ties than on the help they receive from financial systems in their country. Widely held celebrations also help in promoting collectiveness in the workplace. Hence, South America business model demonstrates a hybrid management style (University of Pennsylvania, 2005).

The cultural practices that exist in South America have significant impacts in the workplace. Most of the exercises in the region differ with most methods in North American countries like the United States. ...Download file to see next pages Read More