The environment found in business reflects the collective culture of the individuals within the business. Hofstede’s dimensions of cultural differences generalize employee’s cultural values based on the countries value system. One of these six dimensions is power distance. A high power distance can be described as power that is distributed unequally and the less powerful accept this as normal. (Rutledge, 2011). In a low power distance culture, the individual’s inequality is perceived negatively, and unfairly. Often these countries try to fix any inequities of power to be fair. In high power countries, employees are submissive and do not contradict their leader. In low power countries, employees are encouraged to voice their differences, and they work openly with leaders to resolve disputes. Australia is an example of a low power distance country whereas Hong Kong is a high power distance country.
Gender difference plays a role in power distances in all countries, but the difference is more noticeable in high power distance countries. In a Hong Kong (a high power distance country) to a female, a lower salary could be acceptable for a man in the same position. A woman in Australia (a low power distance) would voice her concerns about not being treated equally.
Our goal in the business environment is to foster a climate of mutual respect, fairness, and democracy across cultural differences. Recognizing that culture is “all-encompassing, and everlasting” it will assist us in appreciating these differences. (Hynes, p. 204)
How can gender impact business communications within each country’s workplace environment? Discuss and support your perspective in a narrative format. Do not use bullet points
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