Questions and Answers
In low power distance cultures, what must managers do?
Earn the right to power through their performance.
In high power distance cultures, access to power is regulated.
True
Which of the following would likely never happen in a high power distance culture?
In low power distance cultures, it is common for children to contradict their parents.
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According to Hofstede, power distance is based on the value system of the most powerful members.
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Which of the following is used as a way of decreasing power distance in low power distance cultures?
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In high power distance cultures, children are expected to support their parents when they are old.
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Managers in high power distance cultures generally:
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What might the use of silence by subordinates imply when communicating with their boss in a high power distance culture?
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The ideal boss in a low power distance culture is a fatherly autocrat.
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Workers in low power distance cultures are generally more hesitant to discuss problems and concerns.
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In low power distance cultures, relationships between bosses and employees are fairly formal.
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In high power distance cultures, how are decisions typically made?
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Workers in high power distance cultures expect to be told what to do.
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Even if a boss is 100% wrong, workers in high power distance cultures will do as he or she tells them, regardless.
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Power distance shapes the way things are done at work, at home, and at school.
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Disagreeing with a professor might be regarded as productive in low power distance cultures.
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People from low power distance cultures accept and expect that power will be distributed unequally.
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In low power distance cultures, how do employees tend to interact with their bosses?
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Which of the following can be regarded as a form of 'power' when talking about power distance?
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Study Notes
Power Distance Cultures
- Low Power Distance Cultures: Managers need to establish authority through performance and are often approachable. Employees are likely to share ideas and contradict authority, leading to open communication.
- High Power Distance Cultures: Power is concentrated at the top; decisions and explicit instructions come from superiors. Subordinates often do not question authority and are expected to follow directives, even when they disagree.
Parental Expectations
- In high power distance cultures, parental authority remains unquestioned, and parents rarely defend their children against teacher accusations.
- In contrast, low power distance cultures encourage children to express their opinions and may support them in questioning authority figures.
Communication Styles
- Silence from subordinates in high power distance cultures can indicate agreement with authority rather than dissent, reflecting a culture of obedience.
- Conversely, disagreement with professors or superiors is viewed positively in low power distance settings, encouraging critical thinking and dialogue.
Employee Behavior and Management
- Employees in low power distance cultures are proactive and engage in discussions about workplace issues, while those in high power distance cultures are more passive and expect to be instructed.
- Managers in high power distance cultures typically discourage initiative from employees, maintaining a strict hierarchy.
Cultural Perceptions of Power
- Power distance influences societal norms, shaping behavior in workplaces, homes, and educational institutions.
- Individuals from low power distance cultures generally believe in equitable power distribution, while those from high power distance cultures accept unequal power dynamics as the norm.
Forms of Power
- Power can manifest through decision-making authority, financial management capabilities, or influence over others' compliance, regardless of whether the authority is justified.
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Description
This quiz explores the differences between low and high power distance cultures, particularly in workplace dynamics and parental expectations. It examines how authority is perceived and challenged in varying cultural contexts, as well as communication styles in these environments.
