The document discusses several theories related to labor supply:
1. Social Darwinism argues that individuals rise or fall in the social hierarchy based on innate personal attributes and struggles for survival.
2. Human capital theory views low income as due to low worker productivity, which is improved through education and training to qualify for better jobs.
3. Functional theory argues inequality in rewards is universal as it ensures the most capable people fill important roles and attracts talent through high pay.
This document summarizes research on power distance and individualism/collectivism across different cultures and contexts. It finds that cultures can generally be characterized as either high or low on power distance and individualistic vs. collectivistic. Societies with high power distance tend to be more collectivistic, with unequal relationships and acceptance of inequality. Low power distance societies are more individualistic, with equality and independence emphasized. Examples are provided of how these dimensions manifest in families, schools, workplaces, governments, and other areas.
Culture refers to integrated patterns of human behavior that are learned through experience and shared among a group. It includes shared attitudes, values, goals and practices. Culture is not inherited but acquired, and is symbolic, adaptive and transgenerational. There are different levels of culture such as national, organizational and occupational culture. Culture impacts business by creating people's behaviors and determining the goods and services that are valued within a society.
This document discusses dimensions of diversity in the workplace and challenges of discrimination. It defines workforce diversity as valuing uniqueness and differences among all workers. It outlines primary dimensions like age, race, gender that shape identity, and secondary dimensions like education that can change. Prejudice forms from stereotypes that ignore individuality. Childhood experiences, ethnocentrism, and economic factors contribute to prejudiced attitudes. Discrimination then denies some groups equal opportunities based on these prejudices. The document examines types of discrimination like those based on gender, age, race, religion and other characteristics.
This document discusses diversity in the workplace. It begins by outlining how the US workforce has become more diverse over time, with increasing numbers of women, older workers, immigrants, and racial/ethnic minorities. Diversity is important for several reasons, including serving a diverse customer base and preparing for globalized business. The document then covers different types of diversity including gender, age, culture, sexual orientation, family situations, and disabilities. It outlines challenges of diversity and strategies companies use to manage diversity through clear goals, recruitment, support programs, and diversity training.
The document discusses Hofstede's five cultural dimensions model, which identifies and defines the following dimensions that can be used to analyze and compare cultures:
1. Power Distance Index (PDI) - The degree of inequality within a society.
2. Individualism vs Collectivism - The relationship between individuals and groups.
3. Masculinity vs Femininity - The distribution of gender roles within a culture.
4. Uncertainty Avoidance Index (UAI) - A society's tolerance for uncertainty and ambiguity.
5. Long-Term vs Short-Term Orientation - The importance placed on virtues versus truth; long-term cultures value thrift and perseverance.
This document provides an overview of cultural factors that affect international business operations. It discusses several key cultural concepts including cultural diversity, cultural awareness, and how national boundaries can act as a proxy for culture. Several cultural dimensions are examined that influence relationships, risk-taking, information processing, communication, and dealing with cultural differences. Strategies for instituting cultural change are also briefly mentioned. The document aims to help understand methods for learning about cultural environments and analyzing major causes of cultural difference.
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.
This document summarizes research on power distance and individualism/collectivism across different cultures and contexts. It finds that cultures can generally be characterized as either high or low on power distance and individualistic vs. collectivistic. Societies with high power distance tend to be more collectivistic, with unequal relationships and acceptance of inequality. Low power distance societies are more individualistic, with equality and independence emphasized. Examples are provided of how these dimensions manifest in families, schools, workplaces, governments, and other areas.
Culture refers to integrated patterns of human behavior that are learned through experience and shared among a group. It includes shared attitudes, values, goals and practices. Culture is not inherited but acquired, and is symbolic, adaptive and transgenerational. There are different levels of culture such as national, organizational and occupational culture. Culture impacts business by creating people's behaviors and determining the goods and services that are valued within a society.
This document discusses dimensions of diversity in the workplace and challenges of discrimination. It defines workforce diversity as valuing uniqueness and differences among all workers. It outlines primary dimensions like age, race, gender that shape identity, and secondary dimensions like education that can change. Prejudice forms from stereotypes that ignore individuality. Childhood experiences, ethnocentrism, and economic factors contribute to prejudiced attitudes. Discrimination then denies some groups equal opportunities based on these prejudices. The document examines types of discrimination like those based on gender, age, race, religion and other characteristics.
This document discusses diversity in the workplace. It begins by outlining how the US workforce has become more diverse over time, with increasing numbers of women, older workers, immigrants, and racial/ethnic minorities. Diversity is important for several reasons, including serving a diverse customer base and preparing for globalized business. The document then covers different types of diversity including gender, age, culture, sexual orientation, family situations, and disabilities. It outlines challenges of diversity and strategies companies use to manage diversity through clear goals, recruitment, support programs, and diversity training.
The document discusses Hofstede's five cultural dimensions model, which identifies and defines the following dimensions that can be used to analyze and compare cultures:
1. Power Distance Index (PDI) - The degree of inequality within a society.
2. Individualism vs Collectivism - The relationship between individuals and groups.
3. Masculinity vs Femininity - The distribution of gender roles within a culture.
4. Uncertainty Avoidance Index (UAI) - A society's tolerance for uncertainty and ambiguity.
5. Long-Term vs Short-Term Orientation - The importance placed on virtues versus truth; long-term cultures value thrift and perseverance.
This document provides an overview of cultural factors that affect international business operations. It discusses several key cultural concepts including cultural diversity, cultural awareness, and how national boundaries can act as a proxy for culture. Several cultural dimensions are examined that influence relationships, risk-taking, information processing, communication, and dealing with cultural differences. Strategies for instituting cultural change are also briefly mentioned. The document aims to help understand methods for learning about cultural environments and analyzing major causes of cultural difference.
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.
influence offamily and social class on consumer behaviorswatibandil
The document discusses how social and cultural factors influence consumer behavior. It describes how reference groups, family, social roles and culture impact purchasing decisions. Family is a particularly strong influencer through socialization and shared experiences. Social class is also a determinant and can be measured objectively through variables like education and income or subjectively through self-reported assessments. Consumption patterns vary across social classes in areas like fashion, savings habits, and media exposure. Understanding these cultural and social influences provides insight into consumer decision-making.
This document discusses key aspects of culture and managing across cultures, including:
- Hofstede's cultural dimensions of power distance, uncertainty avoidance, individualism/collectivism, and masculinity/femininity.
- Trompenaar's dimensions of universalism vs. particularism, individualism vs. communitarianism, neutral vs. emotional, specific vs. diffuse, and achievement vs. ascription.
- The importance of understanding cultural similarities and differences when managing employees, customers, and business partners from different cultures.
- Challenges multinational companies face in adjusting their global strategies for regional markets.
Lesson 2 The Local and International Business Environment of the FirmGLADS123
The document provides information about Lesson 2 on the local and international business environment of the firm. It includes activities for students to complete, which focus on defining cultural intelligence and other terms, comparing student answers to textbook definitions, and analyzing Geert Hofstede's cultural dimensions model. Specifically, it discusses power distance and uncertainty avoidance dimensions, comparing characteristics in Western countries versus the Philippines. Students are assigned homework questions to further their understanding of these topics.
This document discusses managing diversity in the workplace. It covers topics like valuing diversity, challenges of diversity, initiatives to promote diversity, and stages of diversity awareness. Managing diversity effectively requires building an inclusive culture, reforming HR practices, providing training, and leveraging diversity through initiatives like global programs, multicultural teams, and employee networks. Diversity reflects the changing demographics in the customer base and workforce and allows organizations to better serve a diverse population.
This document discusses organizational communication and diversity. It addresses how women and minorities are entering the workforce in increasing numbers and facing challenges such as the glass ceiling and lack of access to informal networks. It also discusses ensuring inclusion and fair treatment for other diverse groups such as those with disabilities and LGBT employees. The document outlines approaches an organization can take to diversity, including opportunities that diversity brings in terms of creativity and problem solving, as well challenges like potential backlash and issues around affirmative action. It also discusses the importance of both formal and informal communication channels within an organization.
This document discusses culture and its impact on international business. It provides an overview of key cultural concepts like values, attitudes, customs and perceptions of time and space. It also summarizes several models of national culture, including Hofstede's dimensions of culture and Hall's high-low context framework. The chapter emphasizes that culture affects managing employees, communications, negotiations and other business functions. Successful managers develop cross-cultural skills, avoid bias and understand differences in cultural orientations like deal vs relationship-focused.
Mla style essay women need to reach some level of values in order not to be...CustomEssayOrder
The document discusses how women have been degraded in society and denied equal opportunities and dignity. It argues that for women to be treated with respect, they need to attain certain levels of education, rights awareness, and independence. Specifically, it states that women should have access to education to make rational decisions, know their legal rights regarding issues like property and reproduction, and not be solely reliant on men but able to support themselves. Only by gaining these things can women overcome stereotypes of weakness and gain proper respect and dignity in society.
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...Atlantic Training, LLC.
This document provides an overview of diversity and inclusion training presented by the Deputy Assistant Secretary of the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. The training objectives are to define diversity, raise awareness of diversity issues, and recommend tools to foster cohesion. Diversity is defined as people bringing varied backgrounds and perspectives. Distinctions are made between equal employment opportunity, affirmative action, and diversity and inclusion. Primary and secondary dimensions of diversity are identified. Benefits of workforce diversity and inclusion include improved performance and productivity. The business, economic, and human imperatives for diversity are discussed. Best practices for promoting diversity and inclusion are recommended.
Youth are the building blocks of a nation. Developed countries recognize the importance of investing in their youth through education, employment opportunities, and recreational activities. This prepares young people to lead their countries productively.
Globally, youth prioritize four things - the chance to start their own businesses; an education that prepares them for the real world; an end to corruption and bad governance; and a safe, secure life free from conflict and violence.
Young people have the potential to change the world. They are innovative, courageous problem-solvers full of hope and energy. With globalization and technology, youth have unprecedented opportunities to connect, unite in solidarity, and work towards positive social change.
Hofstede identified four key dimensions of cultural differences - power distance, uncertainty avoidance, individualism vs collectivism, and masculinity vs femininity - based on a large study of employees at an American multinational company across 50 countries. Power distance relates to unequal distribution of power in societies. Uncertainty avoidance relates to a society's tolerance of ambiguous situations. Individualism vs collectivism relates to the strength of social frameworks and prioritization of self vs group. Masculinity vs femininity relates to assertiveness and social gender roles. Hofstede's work provides insight into how national cultures vary along these dimensions and their implications.
This document discusses the concept of culture and Hofstede's cultural dimensions model. It defines culture as ways of living that are learned rather than innate. Hofstede's model examines power distance, individualism, masculinity vs femininity, uncertainty avoidance, and long-term orientation as key dimensions to analyze differences in cultures. The document then provides characteristics and cultural patterns for some countries, including Japan with its emphasis on harmony and uncertainty avoidance, Germany with its focus on planning and orderliness, China with its long-term investments in organizations, and Mexico with its collectivism and emphasis on family.
Hofstede conducted a large study of over 100,000 questionnaires from IBM employees in 53 countries from 1978-1983. The study identified patterns of similarities and differences in national cultures along five dimensions: power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, and long-term vs short-term orientation. Hofstede's model provides a framework for understanding how cultures vary, though it has limitations such as overgeneralizing cultures and being based on data from one company.
At the Y, we believe that in a diverse world, we are stronger when we are inclusive and our doors are open to all. Our Movement is made up of people from all backgrounds who are joined together by a shared commitment to our cause of strengthening community and helping all people reach their fullest potential with dignity.
This Dimensions of Diversity Wheel is an evolving framework that illustrates some of the key dimensions of diversity and the importance of understanding the intersectionality across multiple dimensions that informs an individual’s identity and experiences.
The document discusses diversity in the workplace. It defines diversity as variety resulting from people from different racial, ethnic, and cultural backgrounds working together. It notes the five largest racial/ethnic groups in the US and how cultural heritage, language, religion, gender, age, and disability can impact diversity. The document also discusses the benefits of diversity, promoting diversity, discrimination laws, and organizations like the EEOC that enforce these laws.
Social class-and-consumer-behavior-1224353409137212-8Dr. Ravneet Kaur
This chapter discusses social class and its influence on consumer behavior. It defines social class and status, and how consumers compare themselves through consumption. Various approaches to measuring social class are presented, including income, occupation, education. Profiles of different social classes are provided based on these factors. The chapter also looks at targeting specific social classes and segments using geodemographic and lifestyle data.
This document discusses Hofstede's cultural dimensions model and describes the characteristics of cultures that score high or low on each dimension:
1. Power Distance - Cultures with large power distance have centralized authority and acceptance of inequality, while small power distance cultures have decentralized authority and questioning of power.
2. Uncertainty Avoidance - Strong uncertainty avoidance cultures avoid risk and have strict rules and structure, while weak uncertainty avoidance cultures accept uncertainty and take risks more easily.
3. Individualism vs Collectivism - Individualistic cultures value independence over groups, while collectivistic cultures prioritize group harmony and sacrifice self-interest for the group.
4. Masculinity vs Femininity - Masculine
Cultural Differences. Hofstede's Cultural Dimensions: Power Distance Maria Antonietta Marino
A brief overview on Power Distance, one of Hofstede's cultural dimensions. How do people react to authority according to their own culture? How likely are they to act upon their own initiative and to apply critical thinking in their daily doings? Let's discover it together!
The document discusses differences in culture and how it relates to business. It defines culture as shared values and norms among a group that constitute a design for living. Culture includes both visible and invisible components, with values and norms being deeper components. Different types of norms like folkways and mores are described. Culture is determined by factors like social structure, religion, language, and education. Hofstede's model of cultural dimensions is presented as a framework to analyze differences in individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity across cultures. Culture influences business decisions and must be considered to avoid costly mistakes when conducting international business.
Culture of the nation based on 'hofsted cultural dimensionjayantin
The document discusses Geert Hofstede's cultural dimensions theory which identifies five dimensions of national culture - power distance, individualism, masculinity, uncertainty avoidance, and long-term orientation. It provides definitions and examples for each dimension. Power distance refers to inequality acceptance. Individualism indicates loose personal ties. Masculinity is linked to traditional gender roles. Uncertainty avoidance relates to anxiety over uncertainty. Long-term orientation focuses on pragmatic future-oriented values. The document aims to explain Hofstede's influential framework for analyzing cultural variation.
The document discusses the problems with the current Philippine education system and proposes an alternative model called the Life Learning System. The main issues with the current system are that it widens gaps in society, skews access to quality education, and is biased towards certain types of intelligence. The Life Learning System aims to develop all types of abilities, teach entrepreneurship skills, focus on wisdom over just knowledge, and engage students in their learning community. It promotes socially responsible entrepreneurship through experiential learning and preparing students to solve real-world problems in their families and communities.
The document discusses the problems with the current Philippine education system and proposes an alternative model called the Life Learning System. The main issues with the current system are that it widens gaps in society, skews access to quality education, and is biased towards certain types of intelligence. The Life Learning System aims to develop all types of abilities, teach entrepreneurship skills, focus on wisdom over just knowledge, and engage students in their learning community. It promotes socially responsible entrepreneurship through experiential learning and preparing students to solve real-world problems in their families and communities.
influence offamily and social class on consumer behaviorswatibandil
The document discusses how social and cultural factors influence consumer behavior. It describes how reference groups, family, social roles and culture impact purchasing decisions. Family is a particularly strong influencer through socialization and shared experiences. Social class is also a determinant and can be measured objectively through variables like education and income or subjectively through self-reported assessments. Consumption patterns vary across social classes in areas like fashion, savings habits, and media exposure. Understanding these cultural and social influences provides insight into consumer decision-making.
This document discusses key aspects of culture and managing across cultures, including:
- Hofstede's cultural dimensions of power distance, uncertainty avoidance, individualism/collectivism, and masculinity/femininity.
- Trompenaar's dimensions of universalism vs. particularism, individualism vs. communitarianism, neutral vs. emotional, specific vs. diffuse, and achievement vs. ascription.
- The importance of understanding cultural similarities and differences when managing employees, customers, and business partners from different cultures.
- Challenges multinational companies face in adjusting their global strategies for regional markets.
Lesson 2 The Local and International Business Environment of the FirmGLADS123
The document provides information about Lesson 2 on the local and international business environment of the firm. It includes activities for students to complete, which focus on defining cultural intelligence and other terms, comparing student answers to textbook definitions, and analyzing Geert Hofstede's cultural dimensions model. Specifically, it discusses power distance and uncertainty avoidance dimensions, comparing characteristics in Western countries versus the Philippines. Students are assigned homework questions to further their understanding of these topics.
This document discusses managing diversity in the workplace. It covers topics like valuing diversity, challenges of diversity, initiatives to promote diversity, and stages of diversity awareness. Managing diversity effectively requires building an inclusive culture, reforming HR practices, providing training, and leveraging diversity through initiatives like global programs, multicultural teams, and employee networks. Diversity reflects the changing demographics in the customer base and workforce and allows organizations to better serve a diverse population.
This document discusses organizational communication and diversity. It addresses how women and minorities are entering the workforce in increasing numbers and facing challenges such as the glass ceiling and lack of access to informal networks. It also discusses ensuring inclusion and fair treatment for other diverse groups such as those with disabilities and LGBT employees. The document outlines approaches an organization can take to diversity, including opportunities that diversity brings in terms of creativity and problem solving, as well challenges like potential backlash and issues around affirmative action. It also discusses the importance of both formal and informal communication channels within an organization.
This document discusses culture and its impact on international business. It provides an overview of key cultural concepts like values, attitudes, customs and perceptions of time and space. It also summarizes several models of national culture, including Hofstede's dimensions of culture and Hall's high-low context framework. The chapter emphasizes that culture affects managing employees, communications, negotiations and other business functions. Successful managers develop cross-cultural skills, avoid bias and understand differences in cultural orientations like deal vs relationship-focused.
Mla style essay women need to reach some level of values in order not to be...CustomEssayOrder
The document discusses how women have been degraded in society and denied equal opportunities and dignity. It argues that for women to be treated with respect, they need to attain certain levels of education, rights awareness, and independence. Specifically, it states that women should have access to education to make rational decisions, know their legal rights regarding issues like property and reproduction, and not be solely reliant on men but able to support themselves. Only by gaining these things can women overcome stereotypes of weakness and gain proper respect and dignity in society.
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...Atlantic Training, LLC.
This document provides an overview of diversity and inclusion training presented by the Deputy Assistant Secretary of the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. The training objectives are to define diversity, raise awareness of diversity issues, and recommend tools to foster cohesion. Diversity is defined as people bringing varied backgrounds and perspectives. Distinctions are made between equal employment opportunity, affirmative action, and diversity and inclusion. Primary and secondary dimensions of diversity are identified. Benefits of workforce diversity and inclusion include improved performance and productivity. The business, economic, and human imperatives for diversity are discussed. Best practices for promoting diversity and inclusion are recommended.
Youth are the building blocks of a nation. Developed countries recognize the importance of investing in their youth through education, employment opportunities, and recreational activities. This prepares young people to lead their countries productively.
Globally, youth prioritize four things - the chance to start their own businesses; an education that prepares them for the real world; an end to corruption and bad governance; and a safe, secure life free from conflict and violence.
Young people have the potential to change the world. They are innovative, courageous problem-solvers full of hope and energy. With globalization and technology, youth have unprecedented opportunities to connect, unite in solidarity, and work towards positive social change.
Hofstede identified four key dimensions of cultural differences - power distance, uncertainty avoidance, individualism vs collectivism, and masculinity vs femininity - based on a large study of employees at an American multinational company across 50 countries. Power distance relates to unequal distribution of power in societies. Uncertainty avoidance relates to a society's tolerance of ambiguous situations. Individualism vs collectivism relates to the strength of social frameworks and prioritization of self vs group. Masculinity vs femininity relates to assertiveness and social gender roles. Hofstede's work provides insight into how national cultures vary along these dimensions and their implications.
This document discusses the concept of culture and Hofstede's cultural dimensions model. It defines culture as ways of living that are learned rather than innate. Hofstede's model examines power distance, individualism, masculinity vs femininity, uncertainty avoidance, and long-term orientation as key dimensions to analyze differences in cultures. The document then provides characteristics and cultural patterns for some countries, including Japan with its emphasis on harmony and uncertainty avoidance, Germany with its focus on planning and orderliness, China with its long-term investments in organizations, and Mexico with its collectivism and emphasis on family.
Hofstede conducted a large study of over 100,000 questionnaires from IBM employees in 53 countries from 1978-1983. The study identified patterns of similarities and differences in national cultures along five dimensions: power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, and long-term vs short-term orientation. Hofstede's model provides a framework for understanding how cultures vary, though it has limitations such as overgeneralizing cultures and being based on data from one company.
At the Y, we believe that in a diverse world, we are stronger when we are inclusive and our doors are open to all. Our Movement is made up of people from all backgrounds who are joined together by a shared commitment to our cause of strengthening community and helping all people reach their fullest potential with dignity.
This Dimensions of Diversity Wheel is an evolving framework that illustrates some of the key dimensions of diversity and the importance of understanding the intersectionality across multiple dimensions that informs an individual’s identity and experiences.
The document discusses diversity in the workplace. It defines diversity as variety resulting from people from different racial, ethnic, and cultural backgrounds working together. It notes the five largest racial/ethnic groups in the US and how cultural heritage, language, religion, gender, age, and disability can impact diversity. The document also discusses the benefits of diversity, promoting diversity, discrimination laws, and organizations like the EEOC that enforce these laws.
Social class-and-consumer-behavior-1224353409137212-8Dr. Ravneet Kaur
This chapter discusses social class and its influence on consumer behavior. It defines social class and status, and how consumers compare themselves through consumption. Various approaches to measuring social class are presented, including income, occupation, education. Profiles of different social classes are provided based on these factors. The chapter also looks at targeting specific social classes and segments using geodemographic and lifestyle data.
This document discusses Hofstede's cultural dimensions model and describes the characteristics of cultures that score high or low on each dimension:
1. Power Distance - Cultures with large power distance have centralized authority and acceptance of inequality, while small power distance cultures have decentralized authority and questioning of power.
2. Uncertainty Avoidance - Strong uncertainty avoidance cultures avoid risk and have strict rules and structure, while weak uncertainty avoidance cultures accept uncertainty and take risks more easily.
3. Individualism vs Collectivism - Individualistic cultures value independence over groups, while collectivistic cultures prioritize group harmony and sacrifice self-interest for the group.
4. Masculinity vs Femininity - Masculine
Cultural Differences. Hofstede's Cultural Dimensions: Power Distance Maria Antonietta Marino
A brief overview on Power Distance, one of Hofstede's cultural dimensions. How do people react to authority according to their own culture? How likely are they to act upon their own initiative and to apply critical thinking in their daily doings? Let's discover it together!
The document discusses differences in culture and how it relates to business. It defines culture as shared values and norms among a group that constitute a design for living. Culture includes both visible and invisible components, with values and norms being deeper components. Different types of norms like folkways and mores are described. Culture is determined by factors like social structure, religion, language, and education. Hofstede's model of cultural dimensions is presented as a framework to analyze differences in individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity across cultures. Culture influences business decisions and must be considered to avoid costly mistakes when conducting international business.
Culture of the nation based on 'hofsted cultural dimensionjayantin
The document discusses Geert Hofstede's cultural dimensions theory which identifies five dimensions of national culture - power distance, individualism, masculinity, uncertainty avoidance, and long-term orientation. It provides definitions and examples for each dimension. Power distance refers to inequality acceptance. Individualism indicates loose personal ties. Masculinity is linked to traditional gender roles. Uncertainty avoidance relates to anxiety over uncertainty. Long-term orientation focuses on pragmatic future-oriented values. The document aims to explain Hofstede's influential framework for analyzing cultural variation.
The document discusses the problems with the current Philippine education system and proposes an alternative model called the Life Learning System. The main issues with the current system are that it widens gaps in society, skews access to quality education, and is biased towards certain types of intelligence. The Life Learning System aims to develop all types of abilities, teach entrepreneurship skills, focus on wisdom over just knowledge, and engage students in their learning community. It promotes socially responsible entrepreneurship through experiential learning and preparing students to solve real-world problems in their families and communities.
The document discusses the problems with the current Philippine education system and proposes an alternative model called the Life Learning System. The main issues with the current system are that it widens gaps in society, skews access to quality education, and is biased towards certain types of intelligence. The Life Learning System aims to develop all types of abilities, teach entrepreneurship skills, focus on wisdom over just knowledge, and engage students in their learning community. It promotes socially responsible entrepreneurship through experiential learning and preparing students to solve real-world problems in their families and communities.
The document discusses several explanations for why working class children tend to underachieve educationally compared to middle class children. It explores cultural factors like socialization and values as well as material factors like resources and poverty. Specific theories examined include the impact of restricted language codes in working class homes, lack of parental support and encouragement, and how schools reproduce social inequality by privileging the cultural capital of the middle class.
Understanding the ConsumerIncome and Social Class1.docxmarilucorr
Understanding the Consumer
Income and Social Class
1
Income and Social Class
Every culture has social hierarchies some more rigid than others
Social Class is an important indicator of how money is spent.
Affects access to resources. Affects taste and lifestyles
“People who occupy different positions in society consume in different ways” (Solomon et al, 2006:428)
Relative value of social class versus income in predicting consumer behaviour:
Social class appears to be a better predictor of purchases that have symbolic aspects (logos)
Income is a better predictor of major expenditures that do not have status or symbolic aspects.
Social class and income data together are better predictors of purchases of expensive, symbolic products.
Income and Social Class
A consumer’s social class refers to his/her standing in society.
Virtually all groups make distinctions among members in terms of relative superiority, power, and access to valued resources.
Every individual senses that he/she is more at home with and more acceptable to some groups than to others
Consumers often use external symbols of status to indicate their position in society; e.g. clothing, store patronage, furniture.
Social Class
Social Class
How do we measure social class?
Income
Family Background
Education
Occupation
Taste - Culture
“[Ones] place in the social structure is not just a determinant of how much money is spent , it also influences how it is spent” (Solomon et al, 2006:433).
Social Class Trends
Social Mobility
Upward/ Downward/ Horizontal
General upward mobility over time
Reasons for upward mobility trend
Small and successful companies
Internationalisation of trade made goods more available and affordable
Global communications/media has increased exposure to and knowledge of goods
Increase in dual income families
Higher educational attainment
Upper/middle classes not reproducing as much as working classes
A basic assumption of economic psychology is that consumer demand for goods and services depends on their ability and willingness to buy.
Discretionary spending only occurs when people are able and willing to spend money on items above and beyond their basic needs.
Consumer confidence or the state of mind, consumers have about their own personal situation, as well as their feelings about their overall economic prospects helps to determine whether they will purchase goods, take on debt or save their money.
Factors Influencing Consumer Spending
Socio-Economic GroupingsAUpper Middle ClassHigh managerial/ professional
e.g.company director, doctor, solicitorBMiddle ClassIntermediate managerial/admin/professionalC1Lower Middle ClassSupervisory/clerical/junior managerialC2Skilled Working ClassSkilled manual workersDWorking ClassSemi-skilled or unskilled workersEPensioners ...
The document discusses the concepts of equality, equity, social justice, privilege, and universal access to education. It argues that inequality is the status quo, and that reducing inequality through empowering marginalized groups and examining root causes is morally right and pragmatically necessary. It also emphasizes the importance of student-centered and transformative education that provides equal opportunities and takes life experiences into account.
Social status refers to an individual's rank or standing in society based on factors like background, education, wealth, occupation, and power. It influences communication in several ways. Ascribed status like gender, race or family are determined at birth, while achieved status comes from one's accomplishments. Status differences can create bias, with those of lower status facing challenges. Communication is also affected by social class differences in language, vocabulary and cultural interpretations. Presenters with lower organizational status must build credibility when communicating with higher-status individuals by demonstrating competence and finding common ground.
Multicultural marketing strategy by michaelMichael Hong
1. The document discusses a marketing strategy for reaching the Asian segment in the US. It notes that multicultural markets like Hispanics, African Americans, and Asians now make up one-third of the US population and have a total purchasing power of $10.7 trillion.
2. Multicultural marketing involves segmenting the market based on demographics, ethnicity, and lifestyle changes. It requires understanding target segments culturally and communicating through their preferred languages and channels.
3. The strategy outlines assessing cultural dimensions like power distance, individualism vs collectivism, and uncertainty avoidance to better understand Asian target segments. It also provides implications for marketing communication based on these cultural traits.
Contemporary India and Education- Social statificationDrPritiSonar
This document discusses social stratification and the role of education. It defines social stratification as the classification of people into groups based on shared socio-economic conditions that lead to differences in status, power, and privilege. The document outlines the main forms of social stratification like caste, class, and slavery. It also discusses how inequalities in educational opportunities arise due to factors like poverty, location, home environment, and gender disparities. The document proposes solutions like primary education, secondary education, compensatory education, free education, and common school systems to help equalize educational opportunities and reduce social stratification.
Social and cultural environment refers to the influences of social factors outside of companies that shape culture. Culture includes aspects like art, beliefs, and customs that are learned, shared between groups, and passed down through generations. It is also symbolic and adaptive.
Key social and cultural factors that influence the environment include attitudes, religion, education, ethics, and social responsibility. Cultures create distinctions and identities for groups. When businesses expand globally, they must understand differences in work motivations, business goals, customs, and human relations across cultures.
Culture determines attitudes toward work, business, education, and goods and services. For example, cultures differ in their emphasis on individualism versus collectivism, discipline, education, and
“Inequality is the status quo. There is huge inequality between people in their access to resources, to decision-making, to securing human rights and safety, and in their freedom from discrimination. Reducing inequality if both morally right and pragmatically necessary for global economic and climate security in the future”
The document discusses how socioeconomic factors like social class, race, and economic status impact children and families. It notes that Lincoln Child Center's client population faces high levels of poverty, low education, and health issues due to environmental factors limiting their access to opportunities. The inheritance of one's parents' education level and economic situation is a strong predictor of their future outcomes. The training aims to help staff examine their own socioeconomic backgrounds and values to understand how these are imposed on clients.
CONTEMPOBARY INDIA AND EDUCATION - UNIT 5 - (B.Ed. 1 YEAR -1 SEMESTER)Dhanalakshmi733993
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3. Given
Supply
=
IndividualExtra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Social Darwinism
Herbert Spencer
As in the natural world, humans are involved in constant struggle.
Those who are at the top of the hierarchy are largely there as a
result of a sorting process that rewards superior personal
characteristics, e.g., heightened intelligence, talent, skills, ambition,
and drive. Less endowed people therefore occupy lesser positions
in the structure. Those at the bottom are clearly the most deficient
individuals within the society. Social programs that might help
them to move out of poverty are therefore ill-advised as they will
only perpetuate inferior stock.
Individual
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
4. Given
Supply
=
IndividualExtra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Individual
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
Human Capital
aka orthodox or neoclassical labor market theory
Low income is a consequence of low worker productivity. Productivity,
and therefore, income are thought to be most sensitive to improvement
In the attributes and resources of individual workers. Investment in
additional education and training, in particular, are recommended as
the primary means by which one can qualify for more productive,
better-paying occupations.
5. Given
Supply
=
IndividualExtra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Individual
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
Functional Theory of Social Stratification
Kingsley Davis and Wilbert Moore
Inequality in reward is universal to all societies as it ensures that the
most capable people are in the most important occupational roles.
High rewards are necessary for attracting people into those
occupations requiring special talent or training. The very high pay
attached to some positions therefore reflects the scarcity of people
with such attributes that would enable them to competently prepare for
and perform these roles.
7. Given
Supply
=
IndividualExtra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Individual
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
Culture of Poverty
Oscar Lewis
A largely individual explanation that argues that some poor within a
society, develop certain behaviors or even a way of life that enable
them to adapt to the circumstances of poverty. That is, some poor
have certain beliefs and behavior practices (e.g., ―live for today‖ or
fatalistic attitudes) that help them better cope with impoverished
circumstances. However, these adaptations may prevent the poor
and their offspring from adopting other behaviors that would allow
them to take advantage of relevant mobility opportunities should
they arise.
9. Given
Supply
=
Extra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Cultural Capital
Pierre Bordieu
Annette Lareau
People in different social classes tend to be exposed to different kinds of
perspectives, knowledge, beliefs, attitudes, skills, and lifestyles.
Capitalization allows for human potential to be realized, and such effects over time
are accumulated. ―Cumulative advantage‖ describes outcomes for those in the
higher reaches of the class structure (i.e., capital accumulation is varied, rich, and
works to their advantage, ensuring their dominant position). However, those in the
lower classes experience ―cumulative disadvantage,‖ making upward mobility difficult
despite strong motivation and efforts.
Understanding the importance of acquiring cultural capital, privileged groups often
engage their children in ―concerted cultivation‖ (i.e., going to great effort and expense
to provide them with special opportunities and experiences).
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
10. Given
Supply
=
IndividualExtra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Social Capital
Wikipedia reference
Mark Granovetter
People vary in the kinds and numbers of people they know. Social
contacts are important sources of information, knowledge, and
opportunity about preparation for entry and mobility within jobs.
Social contacts and consequent social networks vary significantly
across the class structure. Presumably, the higher one’s class
position, the more extensive and helpful is one’s network of social
relationships with regard to these matters.
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
12. Given
Supply
=
IndividualExtra-Individual
Active Passive
Societal
Demand
Institutional
Acquired
External Internal
$
Social Reproduction
Samuel Bowles and Herbert Gintis
Existing social conditions ensure that one’s offspring and subsequent
generations maintain one’s advantaged or disadvantaged position in the
class structure. Education inequalities are viewed as particularly
important in this regard. For example, schools attended by affluent
children tend to offer a richer and more demanding curriculum than those
in middle and working-class neighborhoods. Schools in low-income areas,
moreover, tend to receive inadequate funding and suffer from a variety of
deficiencies, collectively ensuring that they will fail to serve their students.
Therefore, these students when adults will be in the same class position as
their parents.
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
14. Given
Supply
=
IndividualExtra-Individual
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Active Passive
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
Acquired
External Internal
$
Professionalization
Legislation – Law
Licensure
Rights of practice Social Closure - Supply
In terms of supply, social closure is present when social groups
can limit access to relevant preparation opportunities (e.g., via
school segregation or educational discrimination).
It is also evident when a professional organization has such
influence that it can limit the volume of those who might
otherwise enter the profession, and thus increase incomes for
existing practitioners by significantly restricting educational or
training opportunities.
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Education / training –
arbitrary restrictions / advantages
Social / economic inequalities
Social networks and contacts
Class origins / circumstances
Demographic characteristics
(sex, age, etc)
Innate intelligence
Raw talent
15. Supply
=
Individual
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
External Internal
$
Supply Summary
Extra-Individual
Wilson
structural
16. Given
Supply
=
IndividualExtra-Individual
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Active Passive
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
Acquired
External Internal
Education / training inequalities
Social networks and contacts
Education / training
– arbitrary restrictions
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Class origins /
circumstances
Demographic
characteristics (sex,
age, race, etc)
Innate intelligence
Raw talent
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Structural Theory
William Julius Wilson
Wilson’s ―structural theory‖ represents an attempt to account for the adverse
circumstances of inner-city black Americans. Although historically situated, it
addresses economic inequality via extensive treatment of both supply and demand
factors.
Wilson holds that black poverty today is far more a matter of class conditions than
overt racism. While the legacy of slavery and historical discrimination placed blacks
at the bottom of the urban class structure by the middle of the 20th century, various
economic, demographic, and cultural factors have since joined to limit their mobility
prospects.
In brief: Deindustrialization has created high unemployment and underemployment,
while a declining tax base, due also to the flight of middle and working class people
to the suburbs, has undermined provision of essential services (decent schools,
health services, etc) within inner cities. Now lacking a substantial black middle-
class, inner-city populations, in turn, reflect the ―concentration effects‖ of poverty,
including a preponderance of single-parent families, drug addiction, violent crime—
all of which further serve to reduce individuals’ life quality and mobility potential, as
well as diminish the likelihood of economic investment from outside sources.
17. Supply
=
Individual
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
External Internal
$
social Darwinism
human capital
functional theory
Supply Complete
cultural capital
social capital
culture of poverty
social reproduction
social closure
Extra-Individual
Wilson
structural
19. Supply
=
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Social movements – boycotts
Revolution
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Marxian / Neo-Marxian
These explanations largely center on the labor process and the
segmentation of the labor force.
Focus on the labor process relates to how work is organized,
performed, and distributed in order to decrease the demand for
more expensive, skilled workers or to cut costs by shedding many
employees from the firm.
Marx, e.g., noted that capitalist producers progressively lessen, or
altogether remove, the skill-component of manufacturing work by
first instituting a complex division of labor which simplifies
production, and then further proceeds by replacing workers with
machines.
20. Supply
=
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Social movements – boycotts
Revolution
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Marxian / Neo-Marxian
Downsizing entails large-scale cost cutting, often motivated by the
quest for short term profits, by terminating large numbers of
workers. Remaining workers are often then required to ―take up
the slack‖ caused by such reductions. Some of vacated positions,
however, may be refilled soon thereafter, perhaps by the same
workers, but now employed as ―temps.‖
Outsourcing part or all of manufacturing to areas of cheaper labor
either within the U.S. or abroad represents the most recent phase of
this process.
21. Supply
=
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Social movements – boycotts
Revolution
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Marxian / Neo-Marxian
A working class segmented by race will be likely be characterized
by significant racial antagonism, and thus unlikely to oppose the
interests of capitalist employers.
22. Supply
=
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Social movements – boycotts
Revolution
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Marxian / Neo-Marxian
Marxian theory also addresses the larger political/economic
environment , e.g., Marx saw the government as ―the ruling
committee of the bourgeoisie.‖
The state accordingly acts in the interests of big business, crafting
laws and policies that favor the interests of the most powerful
corporations over the interests of labor, as well as those of small
business.
24. Supply
=
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Social movements – boycotts
Revolution
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Social Closure - Demand
At the demand level, social closure relates to attempts among those within an
occupation to achieve a monopoly over work performance. That is, demand
may be strongly influenced by the ability of occupational groups to generate
sufficient power to gain control over particular productive functions. Such
activity is evident in the efforts of occupations to ―professionalize‖ (i.e., create
standards of performance and prerequisites for entry) through an organizational
vehicle which then lobbies legislative bodies to impose special requirements
(e.g., training prerequisites and/or licensing) on those who would practice the
craft. Demand for service is thus effectively channeled to only those who are
duly credentialed.
26. Given
Supply
=
IndividualExtra-Individual
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Demographic change
State of Economy
Technological change
Public perception / taste
Active Passive
Labor/management policy environ.
Immigration law / enforcement
Fiscal and tax policies
Trade policies
Job programs
Education / training pols./progs
Social welfare pols./progs.
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
Division of Labor Discrimination
Mechanization Internal labor market
Downsizing Dual labor market
Outsourcing Split labor market
Multi-tiered structure
Acquired
External Internal
Education / training inequalities
Social networks and contacts
Education / training
– arbitrary restrictions
$
Professionalization
Legislation – Law
Licensure
Rights of practice
Class origins /
circumstances
Demographic
characteristics (sex,
age, race, etc)
Innate intelligence
Raw talent
Perspectives, values, tastes
Information & connections
Work habits
Cultivated talent
Occupational aspirations
Schooling attainment
Structural Theory
Julius Wilson
Finally, Wilson’s ―structural theory‖ represents an attempt to account for the
adverse circumstances of inner-city black Americans. Although historically
situated, it addresses economic inequality via extensive treatment of both supply
and demand factors.
Wilson holds that black poverty today is far more a matter of class conditions than
overt racism. While the legacy of slavery and historical discrimination placed blacks
at the bottom of the urban class structure by the middle of the 20th century, various
economic, demographic, and cultural factors have since joined to limit their mobility
prospects.
In brief: Deindustrialization has created high unemployment and underemployment,
while a declining tax base, due also to the flight of middle and working class people
to the suburbs, has undermined provision of essential services (decent schools,
health services, etc) within inner cities. Now lacking a substantial black middle-
class, inner-city populations, in turn, reflect the ―concentration effects‖ of poverty,
including a preponderance of single-parent families, drug addiction, violent crime—
all of which further serve to reduce individuals’ life quality and mobility potential, as
well as diminish the likelihood of economic investment from outside sources.
28. Supply
=
IndividualExtra-Individual
Occupational Monopoly
Political Economy Industry / Firm
Macro Society / Economy
Societal
Demand
Institutional
Labor Process Labor Market Segmentation
External Internal
$
social Darwinism
human capital
functional theory
culture of poverty
social closure
cultural capital
social capital
Total Complete
Marxian radical
Wilson
structural
social reproduction