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Module 1 Discussion 1. After reading Hofstede’s dimensions of cultural differences in Chapter 2 (pages 40-44) and looking up and reviewing near the bottom of Geert Hofstede’s web page (http://www.geert-hofstede.com/), describe a significant difference between cultures that you have witnessed. Use the Geert Hofstede comparison tool (at the link below) to compare the two cultures in your example and describe the relative merits of the different approaches in an organizational situation. 2. Compare and contrast two cultures using information contained at http://www.geert-hofstede.com/hofstede_dimensions.php (If the Hofstede website is not working, please do your best with the summary information in the book, or other sources you may find). 3. Use Saint Leo University’s core value of integrity as the foundation to form anopinion concerning whether the developing global economy develops will cause ethics and social responsibility to become more similar or more distinct across cultures? Be certain to explain why and how and provide examples. Module 2 Discussion For this module, you will use what you learned in Chapter 3 of the textbook and expand your critical thinking about the differences in people and how to appreciate and effectively manage these differences in the workplace. 1. Take the abbreviated (and less accurate) Myers-Briggs test. Reveal your MBTI type in your response and describe the following scenarios: a. An organizational situation (job function, event, team assignment, etc.) where your personality type could be at a disadvantage (real world or hypothetical) b. A situation where your personality type might be an advantage (real world or hypothetical) c. Based on your MBTI, how you learn best? 2. Respond to the following two questions about negative effect and self-monitors: a. Imagine that you have a person with negative affect in your organization. What might be a positive contribution that this person could make in a group where everyone else has positive affect and similar backgrounds? b. What contributions can high self-monitors make in organizations? Low self-monitors?

Module 1 Discussion

1. After reading Hofstede’s dimensions of cultural differences in Chapter 2 (pages 40-44) and looking up and reviewing near the bottom of Geert Hofstede’s web page (http://www.geert-hofstede.com/), describe a significant difference between cultures that you have witnessed. Use the Geert Hofstede comparison tool (at the link below) to compare the two cultures in your example and describe the relative merits of the different approaches in an organizational situation.

2. Compare and contrast two cultures using information contained at http://www.geert-hofstede.com/hofstede_dimensions.php (If the Hofstede website is not working, please do your best with the summary information in the book, or other sources you may find).

3. Use Saint Leo University’s core value of integrity as the foundation to form anopinion concerning whether the developing global economy develops will cause ethics and social responsibility to become more similar or more distinct across cultures? Be certain to explain why and how and provide 

examples.

Module 2 Discussion

For this module, you will use what you learned in Chapter 3 of the textbook and expand your critical thinking about the differences in people and how to appreciate and effectively manage these differences in the workplace.

1. Take the abbreviated (and less accurate) Myers-Briggs test. Reveal your MBTI type in your response and describe the following scenarios:
a. An organizational situation (job function, event, team assignment, etc.) where your personality type could be at a disadvantage (real world or hypothetical)
b. A situation where your personality type might be an advantage (real world or hypothetical)
c. Based on your MBTI, how you learn best?

2. Respond to the following two questions about negative effect and self-monitors:
a. Imagine that you have a person with negative affect in your organization. What might be a positive contribution that this person could make in a group where
everyone else has positive affect and similar backgrounds?
b. What contributions can high self-monitors make in organizations? Low self-monitors?

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