Running Head: Culture and Worldview 1

Culture and Worldview

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Culture and Worldview 2

Human thinking and the actions are shaped by the issues of values, beliefs and the norms

of the organizations. It is these values and beliefs that affect, determine and influence the manner

in which people interact in the workplace, in the communities as well as in firms and

organizations. According to the information presented from research done by the GLOBE, there

are various concepts affecting the mannerisms of interaction of people different aspects of life.

Selected countries, that is Japan and the United States, have some differences and similarities

with regard to the highlighted nine dimensions. These dimensions are: performance orientation,

gender egalitarianism, avoidance of uncertainty, assertiveness, humane, power distance, in group

collectivism, institutional collectivism as well as the future orientation. This analysis paper will

involve the comparing and contrasting of these highlighted dimensions.

It should be noted that research by the GLOBE on the cultural issues and implications of

the values, leadership and even the practice does not show reality of the practice. Therefore,

there are a lot of differences between the interaction at the different levels in the United States

and Japan, from the community, workshop or even in organizations. One of the key notable

difference is the dimension is the orientation in terms of performance. According to the

information provided by the GLOBE, orientation in terms of performance in Japan is a bit lower

than in the United States. Values of training inclusive of development in Japan are highly

encouraged, while the United States on the other hand values competitiveness and views which

tend to be materialistic (Grove, 2005). Personal performance and productivity is given higher

value in the United States as opposed to Japan.

Values attributed to the low performance orientation in Japan is characterized by the

values of relationships that exists between the society while United States on the other hand, is

characterized by the attached value to training. Effectiveness of the leaders in the promotion of
Culture and Worldview 3

cohesion in the organization plays an essential role, in that it is the leaders that develop and

implement the strategies that can foster healthy relationships.

On the idea of gender egalitarianism, gender equality in Japan is lower, with United

States being given some higher ratio. Issues of gender are bringing out a lot of controversy, with

the female gender facing marginalization, oppression or even other forms of abuses. Despite the

existence of movements and amendments fighting for the liberation of the female gender, cases

of disparities and inequalities seem to be inevitable. In Japan for instance, there exists disparities

in the school attainment of the female gender, limited or even no participating in the making of

decisions in the workplace or even at the community level. United States on the other hand has

lesser cases of gender inequality across the different cultures, with notable cases in sex

segregation in various occupations (Singh, Cooper, Cole, Gnanapragasam & Shapley, 2019). The

funniest thing with the United States is that gender equality is characterized by the participative

leadership.

There is some similarity between the United States and Japan on the issue of gender

egalitarianism, in that there is still existence of disparity between the different genders. What this

means is that in both countries, total liberation of the women has not yet been achieved.

Disparities in the school attainment, the social status and power as well as the perception of

women by the society has not changed much. Existence of the cases of stereotyping of women

and the patriarchal nature of the society, is a clear indication of the inevitability of the disparity

and the heightening of marginalization of women. Gender equality should not just be related

with participation in positions of leadership, just like in the United States, but rather all aspects

of life (Javidan, House, Dorfman, Hanges & De Luque, 2006). Based on the culture of the

organization, a leader will be able develop techniques for addressing cases of gender disparity.
Culture and Worldview 4

On the idea of future orientation, Japan has higher ratio as compared to the United States.

Most of the firms and organizations in Japan focuses on orienting their people about the future.

This means that in Japan, creativity and innovation is highly emphasized, for ensuring perfection.

United States on the other hand believes in gratification, in giving immediate results. In Japan,

most cultures believe in the integration of spiritual fulfillment and succeeding materially, while

United States view spiritual satisfaction as being different from succeeding materially as well as

trade-offs requirement. Unless an organization or the setting in the workplace emphasizes on

future orientation, then issues of ethics will have little or no attention (Grove, 2005). As long as

we are focusing on the present, then immediacy is what is required, reducing the possibility of

coming up with diversity of options.

Most of the communities’ cultures having high orientation of the future are characterized

by the following: propensity in saving currently, emphasizing on the importance of hard work for

future achievements, flexibility and adaptability in the workplace. Communities with cultures

characterized by reduced orientation for the future rarely save for the future, advocated for

gratification in the current world, inflexibility and cases of maladaptive. It is this orientation for

the future that most organizations, communities and workplaces emphasize on hard work and the

development of culture for saving. Countries such as Japan value orientation for the future, as a

way of maintaining good reputation.

To conclude, these dimensions developed by GLOBE play an essential role in the

dictation of the interaction in the various levels. Every aspect of the dimension criteria has some

correlation with the ideology of leadership and the applicability of ethics and values.
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References

Grove, C. N. (2005). Worldwide Differences in Business Values and Practices: Overview of

Globe Research Findings. Grovewell.

Grove, C. N. (2005). Worldwide differences in business values and practices: Overview of

GLOBE research findings. GroveWell LLC. Global leadership solutions.

Javidan, M., House, R. J., Dorfman, P. W., Hanges, P. J., & De Luque, M. S. (2006).

Conceptualizing and measuring cultures and their consequences: a comparative review of

GLOBE's and Hofstede's approaches. Journal of international business studies, 37(6),

897-914.

Singh, J., Cooper, T., Cole, C., Gnanapragasam, A., & Shapley, M. (2019). Evaluating

approaches to resource management in consumer product sectors-An overview of global

practices. Journal of cleaner production, 224, 218-237.