Organisational Change Management Volume 1
Contrasts Between Americans and Australians
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Some basic differences between American and Australian cultures are
Theme |
Americans |
Australians |
Social Structure |
Optimistic and future-oriented Higher degree of class structure Categorize others by status High degree of cultural pluralism |
Present-oriented Relatively few class differences; sensitive to class distinctions Cut the 'tall poppy' Low degree of cultural pluralism |
Cooperation and Competition |
Seek agreement Need to be liked Less assertive |
Enjoy disagreement Don't care what others think More assertive |
Trust and Respect |
Based on position and qualifications |
Based on assessment of one's character |
Consistency and Contradiction |
Reluctant to accept contradictions |
Not bothered by contradictions |
Ideals and Principles |
Idealistic but pragmatic |
Less idealistic; expect a fair go |
Styles of Conversation |
Place importance on exact words Objective, positive |
Terse, noncommittal, understated Language colourful, disrespectful, often profane |
Humour |
Appreciate informal, spontaneous humour in the right place Disinclined to use humour under stress |
Use humour frequently, often injecting a certain amount of cynicism or irony Inclined to use humour under stress |
Friendship & Interpersonal Relations |
Value accomplishments of others Friends and membership groups change easily Relationships develop and end quickly without excessive personal disruption Friendship seldom includes a strong sense of obligation |
Value inherent qualities in others Friends and membership groups take a long time to establish Relationships are long-lasting and meaningful Friendship involves a very strong sense of obligation |
Inner-vs. Other-Directed |
Other-directed Evaluate behaviour based on things outside of self More flexible |
Inner-directed Evaluate behaviour based on one's own feelings and preferences Less flexible |
Women and Men |
Less chauvinistic than in the past Establishment of equity sought through legislative process (ERA) Sexes mix freely in social gatherings |
Still very chauvinistic but changing slowly Women's admission to professions is limited Sexes at parties etc., still separate |
Commitment to work |
Workaholic achievers Work comes before friends Overtime and extra effort accepted as part of the job Value the amount done, assuming its usefulness |
Laid back Work rarely comes between friends Overtime not accepted unless the reason is extremely important Need to be convinced of usefulness before the value of work is seen |
Standards |
Conscious and concerned about standards Litigation, forms, procedures and documentation standard "Got to get it right" |
Concerned (but not nearly to the same degree) Less litigation, less documentation 'she'll be okay' |
Authority |
Respectful within limitations Respect superiors Like to be in control Generally accept management decisions |
Disrespectful Resent superiors Resist control Prefer to bargain with management |
Decision Making |
Top down; senior management has "big picture" Assume subordinates have less to contribute to organisational decisions Information need not be shared |
Collaboration between management and employees Assume subordinates share equal interests and capabilities Information should be shared |
Motivation |
Achievement is important and is related to ambition Salaries and bonus very important |
Achievement is not so important; position and honours are minimised More free time very important, salary less so |
Taking Risks |
Cautious risk takers |
Ready to have a go at a thing |
Giving Credit |
"Give credit where credit is due" Expect praise |
Only begrudgingly give credit Do not expect praise |
Pace of Life |
Easy-going to fast In a hurry to get places "Doing" -oriented |
Laid back to easy-going Slow down the rush, enjoy life "Being" - oriented |
Conflict |
Uncomfortable with conflict Avoid argument Concerned about what others think |
Comfortable with conflict Invite argument Not concerned about what others think |
Labour Relations (source: George Renwick, 1991) |
Unionised but becoming less so Informal arbitration Official strikes generally at end of contract Terms of dismissal unregulated |
Highly unionised Formal arbitration Many strikes at advantageous times Terms of dismissal regulated |
NB It needs to be remembered that stereotyping has severe limitations as there are many variations within each group