Presentation by Robert Braden, Brian Deeb and Trevor Davisson. The title describes the presentation, as our International Business professor said at the beginning of the semester "You will succeed or fail based upon understanding cultures in international business." Aside from the cultural dimensions, additional criteria was comparing the US dimensions to the following countries: Australia, Hong Kong, France, Colombia and Morocco.
The Hofstede’s Cultural Dimensions Theory. The aim of the study was to determine the dimensions in which cultures vary.
Hofstede identified six categories that define culture: Power Distance Index. Collectivism vs. Individualism. Uncertainty Avoidance Index.
The Hofstede’s Cultural Dimensions Theory. The aim of the study was to determine the dimensions in which cultures vary.
Hofstede identified six categories that define culture: Power Distance Index. Collectivism vs. Individualism. Uncertainty Avoidance Index.
,geert hofstead ,dimensions of natural culture ,un certainity avoidance index ,long term and short term orientation ,indulgence vs restraint ,power distance index ,masculinity vs femininity
Cross cultural management involves managing work teams in ways that considers the differences in cultures, practices and preferences of consumers in a global or international business context. Many businesses have to learn to modify or adapt their approaches in order to compete on a level in fields no longer bound by physical geography with online interactions more common in business and other situations.
Globe project cultural dimension and its various conclusions, way forward, future plans, advantages and criticisms. comparison to hofstead cultural dimension and the business skills relevant in various countries and areas
This presentation features a scenario about top managers who have a cultural misunderstanding. Their misunderstanding jeopardizes a key business outcome: The integration of the global retail operations of their employer. The top managers need to develop cultural competency, including the skill of switching behavioral styles. This presentation also includes information about the contrasting problem-solving styles of Germans and US Americans.
,geert hofstead ,dimensions of natural culture ,un certainity avoidance index ,long term and short term orientation ,indulgence vs restraint ,power distance index ,masculinity vs femininity
Cross cultural management involves managing work teams in ways that considers the differences in cultures, practices and preferences of consumers in a global or international business context. Many businesses have to learn to modify or adapt their approaches in order to compete on a level in fields no longer bound by physical geography with online interactions more common in business and other situations.
Globe project cultural dimension and its various conclusions, way forward, future plans, advantages and criticisms. comparison to hofstead cultural dimension and the business skills relevant in various countries and areas
This presentation features a scenario about top managers who have a cultural misunderstanding. Their misunderstanding jeopardizes a key business outcome: The integration of the global retail operations of their employer. The top managers need to develop cultural competency, including the skill of switching behavioral styles. This presentation also includes information about the contrasting problem-solving styles of Germans and US Americans.
1
MBA 670 Capsim: Strategic Decision Making
Project 5 - Creating an International Business Plan
Learning Topics
2
MBA 670: Strategic Decision Making
Project 5 Learning Topics
1 Assess the Characteristics of MediCorp's Potential Customers in
the Selected Country
International Cultural Differences
Communications, teamwork, organizational hierarchy, and positive attitudes toward management roles
are essential in any organization. These are crucial in international business, as problems are often
exacerbated by subtle cross-cultural differences. When defining roles in multinational teams whose
members have diverse attitudes and expectations about organizational hierarchy, these cultural
differences can present a challenge.
Culture is a system of values and norms that is shared among a group of people. The ways people
interact socially, their mutual expectations, and the values they share all have consequences for doing
business and managing across cross-cultural boundaries.
How a country's cultural differences relate to international business can be seen in the following
examples:
• In Japan, social hierarchy and respect for seniority are highly valued and are reflected at the
workplace. Those in senior management positions command respect and expect a formality and
deference from junior team members.
• In Scandinavian countries, societal equality is emphasized. Workplaces therefore tend to have a
comparatively flat organizational hierarchy. In turn, this organization can result in relatively
informal communication and an emphasis on cooperation across the organization.
• The way to address colleagues and business partners varies in different countries. While
Americans and Canadians tend to use first names, in Asian countries such as South Korea,
China, and Singapore, colleagues tend to use the formal address, Mr. or Ms. So do Germans and
many Europeans.
• The concept of punctuality also differs between cultures. Where an American may arrive at a
meeting a few minutes early, an Indian or Mexican colleague may arrive well after the scheduled
start time and still be considered on time.
• Attitudes to work also differ. While some may consider working long hours a sign of commitment,
others may view it as an encroachment on their personal time and a sacrifice of essential family
time.
• Greeting customs are highly culture- and situation-specific. In the United States and Canada, a
simple handshake while looking a person in the eye is the norm. In Japan, bowing is the
traditional greeting—the deeper the bow, the greater the respect shown. In India, you put hands
together as in prayer and say "namaste." In Arab countries, men might hug and kiss each other
(but not a woman) on the cheek.
• In Latin America and the Middle East, the acceptable physical distance needed to respect
someone's personal space is much shorter than what most Europeans and Americans feel
comfor.
1
MBA 670 Capsim: Strategic Decision Making
Project 5 - Creating an International Business Plan
Learning Topics
2
MBA 670: Strategic Decision Making
Project 5 Learning Topics
1 Assess the Characteristics of MediCorp's Potential Customers in
the Selected Country
International Cultural Differences
Communications, teamwork, organizational hierarchy, and positive attitudes toward management roles
are essential in any organization. These are crucial in international business, as problems are often
exacerbated by subtle cross-cultural differences. When defining roles in multinational teams whose
members have diverse attitudes and expectations about organizational hierarchy, these cultural
differences can present a challenge.
Culture is a system of values and norms that is shared among a group of people. The ways people
interact socially, their mutual expectations, and the values they share all have consequences for doing
business and managing across cross-cultural boundaries.
How a country's cultural differences relate to international business can be seen in the following
examples:
• In Japan, social hierarchy and respect for seniority are highly valued and are reflected at the
workplace. Those in senior management positions command respect and expect a formality and
deference from junior team members.
• In Scandinavian countries, societal equality is emphasized. Workplaces therefore tend to have a
comparatively flat organizational hierarchy. In turn, this organization can result in relatively
informal communication and an emphasis on cooperation across the organization.
• The way to address colleagues and business partners varies in different countries. While
Americans and Canadians tend to use first names, in Asian countries such as South Korea,
China, and Singapore, colleagues tend to use the formal address, Mr. or Ms. So do Germans and
many Europeans.
• The concept of punctuality also differs between cultures. Where an American may arrive at a
meeting a few minutes early, an Indian or Mexican colleague may arrive well after the scheduled
start time and still be considered on time.
• Attitudes to work also differ. While some may consider working long hours a sign of commitment,
others may view it as an encroachment on their personal time and a sacrifice of essential family
time.
• Greeting customs are highly culture- and situation-specific. In the United States and Canada, a
simple handshake while looking a person in the eye is the norm. In Japan, bowing is the
traditional greeting—the deeper the bow, the greater the respect shown. In India, you put hands
together as in prayer and say "namaste." In Arab countries, men might hug and kiss each other
(but not a woman) on the cheek.
• In Latin America and the Middle East, the acceptable physical distance needed to respect
someone's personal space is much shorter than what most Europeans and Americans feel
comfor.
The very objective of this presentation is to give a detailed brief picture on how Culture plays a significant role especially in the context of Global HRM coupled with few other concepts regarding the context.
I hope this PPT will serve as good reference for aspiring HR learners.
valuable feed & suggestions are most welcome :)
Happy reading... !!
An analysis of the early upgrade cell phone plans for Economics class. The topics discussed were incentive plans, demand, and microeconomic decision making.
A presentation about innovation with Paul Bergeron, Ron Keenan, Samantha Ruiz, Necoline Vazquez, Eric Bashaw and I. The main subject was Oakley but we profiled other companies if they were applicable to the criteria: managing innovation, innovation process, Ethics (Patents, Copyrights, etc), CSR in relations to innovation and Current & future trends of innovation
Final for Organization Behavior. We presented how companies adapt to growth, my section was about Evernote. They have chosen to deal with growth by creating a company with no exit strategy and are willing to take a purchase offer and convert that into a valuation that gives them money.
Another presentation from International Business. Robert Braden, Brian Deeb and I tackled the topic of exchange rates utilizing Sony as a tool. There is plenty of information included especially how the rise in the Japanese Yen affected Sony's financial outlook.
Our task (Thomas Hunt, Brian Deeb, Robert Braden and Trevor Davisson) was to write a business plan that incorporated all the lessons learned from our International Business course, sell a product or service in a foreign country. Luckily our country was Hong Kong. Nitro Fusion was the concept for a nitrogen infused ice cream shop.
This is my teammate Ron Keenan and I final project for our marketing class. We profiled a small company named GPS nation highlighting the history of mapping industry and the evolution toward GPS devices, social media suggestions, psychographics that were already on their website, SWOT analysis and the value (4 P's) of their offering.
My teammate Ron Keenan and I presented this based on the Harvard Business Review case (same name) dated May 2012 and additional research that we performed.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
3. GEERT HOFSTEDE
Internship in 1947 which included a trip to Indonesia
British girl, experienced culture shock for the first time in England
Joined IBM in 1965
PhD in social psychology cum laude in 1967 from the University of Groningen (Netherlands)
5. MASCULINE/FEMININE
(MAS)
· What motivates people: wanting to be the best (masculine) or liking what you do
(feminine).
· High Score on MAS falls on the Masculinity side of this dimension. Represents a
preference in society for achievement, heroism, assertiveness and material reward for
success. Society at large is more competitive.
· Femininity, stands for a preference for cooperation, modesty, caring for the weak and
quality of life. Society at large is more consensus-oriented.
http://geert-hofstede.com/index.php
6. Uncertainty avoidance (UAI)
· How a country or society handles the fact that the future or situations can be
unpredictable or unclear: should we try to control the future or just let it happen?
· The uncertainty avoidance dimension tells the degree in which citizens of a society feel
apprehensive or nervous with uncertainty and ambiguity and have created beliefs and
institutions to specifically protect against it.
· Countries that possess a strong UAI have strict codes of belief, laws, and behavior and
are unaccepting of different behavior and ideas. There is a strong emotional need for rules.
· Weak UAI societies maintain a more relaxed attitude in which practice counts more than
principles. More “care-free”; accepts inherent ideas; not threatened by change or different
ideas.
http://geert-
7. LONG VS. SHORT TERM
ORIENTATION (LTO)
Long-term orientation exists when you are focused on the future. You are willing to delay short-
term material or social success or even shot-term emotional gratification in order to prepare for the
future. If you have this cultural perspective, you value persistence, perseverance, saving and being
able to adapt.
Short-term orientation exists when you are focused on the present or past and consider them
more important than the future. If you have a short-term orientation, you value tradition, the current
social hierarchy, and fulfilling your social obligations. You care more about immediate gratification
than long-term fulfillment.
• http://geert-hofstede.com/index.php
8. INDULGENCE VS.
RESTRAINT (IDV)
Indulgence stands for a society that allows relatively free gratification of basic and natural human
drives related to enjoying life and having fun. Restraint stands for a society that suppresses
gratification of needs and regulates it by means of strict social norms.
• http://geert-
hofstede.com/index.php
10. POWER DISTANCE (PDI)
• Degree to which less powerful people accept & expect that power is distributed unequally
• Hierarchical order created in which people have a place or status
• Score of >50 means people are more accepting of a hierarchical order
• Score of <50 seek equalization of power, pursue inequalities
• http://geert-hofstede.com/index.php
11. INDIVIDUALISM VS.
COLLECTIVISM (IDV)
• A society’s ability to create and rely upon a social framework that supports each respective
person
• Score of >50 is a looser social framework
• Score of <50 is a tighter social framework with people looking after each other
• http://geert-hofstede.com/index.php
13. MOROCCO/US CONTINUED
Power Distance: 70 - hierarchical society; people accept the power structure and demand no
justification. Inherent inequalities reside in Morocco.
Individualism: 25 – Collectivistic society. Large groups of family, extended family, or extended
relationships. Very high sense of loyalty.
Masculine: 53 – Tends to lead more towards masculinity features. Very male dominated society.
Living wills, divorce issues, wives needing permission to work. Vast majority of males do work.
Uncertainty Avoidance: 68 – Morocco has a very high preference for avoiding uncertainty. Strict
religious laws but just introduced a democratic government and a constitution. Sharia law.
Long-Term Orientation : N/A – No score for Morocco yet.
• http://geert-hofstede.com/index.php
15. FRANCE/US CONTINUED
Power Distance: 68 –Very formal interactions with managers. Semi-Presidential government but a
member of the Socialist party is currently President of France.
Individualism: 71 – Very high – favor individual and private opinions. Worried about immediately
family only and do not belong to groups. Autonomy is favored in the work place.
Masculine: 43 – Relatively feminine country. Securite Sociale; only work 35 hours per week;
majority get 5 weeks of holiday per year; cares for its quality of life than work. Material signs of
success not very visible.
Uncertainty Avoidance: 86 – One of the highest UAI scores out of all countries. Planning is favored.
Education and academia world are extremely important. Structured life of school, college, and
work.
Long-Term Orientation : 39 – Short-term orientated society. Great respect for their tradition. Focus
on quick results in business (Quarterly results). Sensitivity to social trends and more immediate
gratification.
• http://geert-hofstede.com/index.php
16. How about Hong Kong with
Long-term short –term
orientation?
• http://geert-hofstede.com/index.php
17. HONG KONG LONG VS
SHORT TERM CONTINUED
With a score of 96 Hong Kong is a highly long term oriented society in
which persistence and perseverance are normal. Relationships are
ordered by status and the order is observed. People are thrifty and
sparing with resources and investment tends to be in long term projects
such as real estate. Traditions can be adapted to suit new conditions.
• http://geert-hofstede.com/index.php
18. HONG KONG LONG VS
SHORT TERM CONTINUED
The long term orientation dimension is closely related to the teachings of Confucius and can be
interpreted as dealing with society’s search for virtue, the extent to which a society shows a
pragmatic future-oriented perspective rather than a conventional historical short-term point of view.
• http://geert-hofstede.com/index.php
19. WHY IS THIS IMPORTANT?
Knowing about a person's cultural time orientation - whether they're short-term orientated or long-
term orientated - is crucial information in management and in negotiations because it plays a large
factor in motivation. Organizations and managers who know the time orientation of their employees
will be able to fashion appropriate motivating incentives that align with their orientations, such as a
bonus - a short-term incentive - or an additional contribution to an employee's retirement fund,
which is a long-term orientated incentive. Cultural time orientation is also a crucial bit of information
in cross-cultural negotiations as illustrated in the example below.
• http://geert-hofstede.com/index.php
20. SUMMARY
Long-term orientation versus short-term orientation is one of five cultural dimensions identified by
Geert Hofstede. Cultures demonstrating a long-term orientation emphasize preparation for the
future, while cultures demonstrating a short-term orientation are more concerned with short-term
gratification. Understanding a culture's time orientation will help organizations, managers and
negotiators effectively understand the incentives and motivations of people and organizations.
• http://geert-hofstede.com/index.php
21. HONG KONG
INDULGENT/RESTRAINT
Indulgent/Restraint
In a place like Hong Kong with a high restraint, you can expect for employees not to voice
their opinions and not give feedback.
Another interesting facet to this dimension is around attitudes to customer service. In
indulgent cultures such as in the USA the expectation is that customer service representatives
visibly demonstrate their ‘happiness’ with a smile and friendly demeanor. However, in Hong Kong
you may not see this, this might be deemed as inappropriate and unnatural.
• http://geert-hofstede.com/index.php
22. HONG KONG POWER
DISTANCE
Power distance
This dimension deals with the fact that all individuals in societies are not equal – it expresses the
attitude of the culture towards these inequalities amongst us.
Power distance is defined as the extent to which the less powerful members of institutions and
organisations within a country expect and accept that power is distributed unequally.
At 68 Hong Kong has a high score on PDI – i.e. a society that believes that inequalities amongst
people are acceptable. The subordinate-superior relationship tends to be polarized and there is no
defense against power abuse by superiors. Individuals are influenced by formal authority and
sanctions and are in general optimistic about people’s capacity for leadership and initiative.
• http://geert-hofstede.com/index.php
23. HONG KONG
INDIVIDUALISM
At a score of 25 Hong Kong is a collectivist culture where people act in the interests of the group
and not necessarily of themselves. In-group considerations affect hiring and promotions with closer
in-groups (such as family) are getting preferential treatment. Whereas relationships with
colleagues are cooperative for in-groups they are cold or even hostile to out-groups. Personal
relationships prevail over task and company. Communication is indirect and the harmony of the
group has to be maintained, open conflicts are avoided.
• http://geert-hofstede.com/index.php
24. HONG KONG MASCULINITY
At 57 Hong Kong is a somewhat masculine society –success oriented and driven. The
need to ensure success can be exemplified by the fact that many will spend many hours at
work. Service people (such as hairdressers) will provide services until very late at
night. Another example is that students care very much about their exam scores and
ranking as this is the main criteria to achieve success or not.
• http://geert-hofstede.com/index.php
25. HONG KONG
UNCERTAINTY AVOIDANCE
The dimension Uncertainty Avoidance has to do with the way that a society
deals with the fact that the future can never be known: should we try to control
the future or just let it happen?
• http://geert-hofstede.com/index.php
However, there may well be some interesting application of the sixth dimension to the international work place. For example, indulgent cultures place more importance on freedom of speech and personal control while in restrained cultures there is a greater sense of helplessness about personal destiny. In workplace this is likely to have an impact on how willing employees are to voice opinions and give feedback. In cultures that are perceived as placing a greater importance on personal happiness and freedom, employees may be more likely to leave an organization when they are not happy in their role.
The fundamental issue addressed by this dimension is the degree of interdependence a society maintains among its members. It has to do with whether people´s self-image is defined in terms of “I” or “We”.In Individualist societies people are supposed to look after themselves and their direct family only. In Collectivist societies people belong to ‘in groups’ that take care of them in exchange for loyalty.
A high score (masculine) on this dimension indicates that the society will be driven by competition, achievement and success, with success being defined by the winner / best in field – a value system that starts in school and continues throughout organisational behaviour.A low score (feminine) on the dimension means that the dominant values in society are caring for others and quality of life. A feminine society is one where quality of life is the sign of success and standing out from the crowd is not admirable. The fundamental issue here is what motivates people, wanting to be the best (masculine) or liking what you do (feminine).
This ambiguity brings with it anxiety and different cultures have learnt to deal with this anxiety in different ways. The extent to which the members of a culture feel threatened by ambiguous or unknown situations and have created beliefs and institutions that try to avoid these is reflected in the UAI score. At 29 Hong Kong has a low score on uncertainty avoidance. Adherence to laws and rules may be flexible to suit the actual situation and pragmatism is a fact of life. The people in Hong Kong are comfortable with ambiguity; the Chinese language is full of ambiguous meanings that can be difficult for Western people to follow. They are adaptable and entrepreneurial.