32). As in the Chinese culture, distance is higher; therefore, the employers at higher posts do not make decision by consulting the employees. This fact has been recognized at Ford and the power distance is lesser in US based industries as well as Ford that makes the employees to share the ideas, bringing more innovation to the firm.
Collectivism is the dimension reflecting the formation of strong groups within societies supporting each other since the start. On the other hand in individualism an individual has to look after his or herself. This dimension has been applied in Ford as the employees and employers help each other in different ways so as to solve the conflicts that might be creating problems (Rugman, 2005, p. 12).
The dimension of masculinity versus femininity reflects the distribution of roles between genders within a society. The dimension of short term orientation versus short term orientation refers to the following of moral values including social relation obligations as well as respect for the tradition that is reflected in individuals with short term orientation.
The success of any organization is truly reflected by innovative minds that it has. For the innovation the main factor that works is the risk taking minds or uncertainty. In this case the dimension of uncertainty avoidance shows how innovative or successful an organization can be in the coming time. The uncertainty avoidance index is higher if the employees and employers avoid taking any risks. It is noticed that the uncertainty avoidance index in China is higher (Mauche, 2003, p. 22).
Ford Motors is one of the organizations that has been known all around the world for its newer and better innovative ideas that are reflected in the cars, especially in the hybrid manufacturing. These products reflect the strong strategy of Ford motors towards the workplace by applying unique laws in cross cultural management in human resources as well as by making the employees feel the best when they are at work in such a workplace.
The expatriates are recruited for this job and at Ford the best managers and expatriates have been recruited so that the overseas projects are dealt with in a better manner. The importance of cultures and cross-cultural businesses are best realized at Ford. The human resource managers at Ford are trained in a manner such that the issues related to the cultures are understood and realized at the level of the workplace (Rugman, 2005, p. 30).
Cross cultural training at the workplace matters the most for an organization that is aware of the fact that overseas projects are necessary for a business. In this case the human resource managers are the ones having the responsibility for training employees the cross cultural strategies.
Adler, J. Nancy. (2002). International dimensions of organizational behavior. 4th edition. South-Western.
Mauche, W. Christopher. (2003). Accretion-powered Compact Binaries. Cambridge University Press.
Mercado, Simon., Welford, Richard., and Prescott, Kate. (2001). European business. 4th edition. Financial Times/Prentice Hall.
Rugman, M. Alan. (2005). The regional multinationals: MNEs and "global"