Homework answers / question archive / CULTURAL DIFFERENCES How German Culture is different from United States Culture Will Johnson-Brooks May 5, 2021 1 CULTURAL DIFFERENCES 2 How German Culture is different from United States Culture The article provides insight into the cultural difference between the German and US cultures, with a keen focus on team behavior

CULTURAL DIFFERENCES How German Culture is different from United States Culture Will Johnson-Brooks May 5, 2021 1 CULTURAL DIFFERENCES 2 How German Culture is different from United States Culture The article provides insight into the cultural difference between the German and US cultures, with a keen focus on team behavior

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CULTURAL DIFFERENCES How German Culture is different from United States Culture Will Johnson-Brooks May 5, 2021 1 CULTURAL DIFFERENCES 2 How German Culture is different from United States Culture The article provides insight into the cultural difference between the German and US cultures, with a keen focus on team behavior. Overall, the entire article offers a vivid description of the critical difference between the selected cultures by utilizing the cultural value dimensions. Different cultures' crucial value dimension includes aspects related to power distance, uncertainty, and long versus short term orientations. Even though many cultures tend adopt the tendency to avoid uncertainty. The article focuses on not only one dimension but all cultural values dimensions. The major theme address through the article includes behavior within the meeting context, cultural value dimensions, and the link between meeting behavior and cultural dimensions. The first theme is related to organizational behavior in which teams react to problems and measure problem-solving. Within the organizational setting, the German and the US culture differ in relation to positive and negative meeting behaviors (Lehmann-Willenbrock, Allen, & Meinecke, 2013). In one instance, the US culture teams from US organizations are more likely to take risks while in terms of meeting discussion, Germans have a higher tendency of analyzing problems and considering alternative than an individual from the US culture who would spend less time in a meeting analyzing problems and thus formulating quick solutions. In this case, the organizational culture between the US and German teams differs greatly. The other theme addressed in the article is related to the cultural dimension that influences interactions. In this context, the overall difference between the US and German culture is depicted through their communication patterns (Lehmann-Willenbrock, Allen, & Meinecke, 2013). In the teas from German, one team complaining results in a feedback loop that is negative since all team members are stuck in the complaining phase, while on the positive CULTURAL DIFFERENCES 3 side, this kind of interaction promotes problem finding. On the other hand, the US team meeting is focused on solution generation patterns and positive emotional sequences than their counterparts. Also, among German, counter-reactive arguments are more frequent after meeting than American meetings. The last theme focused on the linkage between meeting behavior and cultural dimension. The study revealed that cultural dimension is manifested in an organizational meeting involving both the Germans and the US teams (Lehmann-Willenbrock, Allen, & Meinecke, 2013). German teams have a strong orientation towards problem-solving and are characterized by more procedural behavior, unlike the US meeting. In terms of communication, the US teams depicted an orientation to positive socioemotional emotion than the German counterparts. In terms of problem-solving, the German tend to focus on problem talks while the US counterparts focus on the formulation of solutions. Thus, the differences in cultural dimensions can easily be seen to influences organizational behaviors. Culture plays an important role in society, and within the organizational setting, culture determines organizational success. However, the differences in culture are depicted through interaction which can easily be noticed within the team's interactions. The article focuses on three themes to provide insight into how German and US teams function due to the influence of culture. On one hand, the German has a culture of risk-taking, and this is portrayed through organization meetings in which more time is spent on discussion, unlike the US teams that tend to focus on solutions. In essence, German tends to prefer a lot of information making decision unlike the US teams and prefer clarity over uncertainty. The difference in team behavior during meetings provides the distinct cultural differences between the two groups. CULTURAL DIFFERENCES 4 References Lehmann-Willenbrock, N., Allen, J. A., & Meinecke, A. L. (2013). Observing culture: Differences in U.S.-American and German team meeting behaviors. Group Processes & Intergroup Relations, 17(2), 252–271. https://doi.org/10.1177/1368430213497066 Coculturation- Outline Thesis Statement: Although Curtin’s theory of coculturation may present challenges in defining national identity, it establishes balance in cultural adjustment for both the migrant and local community to adapt to changes in their culture. I. Introduction A. Cultures are complex customs, ideas, and aspects of society whose delineation is increasingly problematic II. Identifying the problem A. The first step in understanding and critiquing Curtin’s critical theory is in finding out its purpose and whether it is indeed needed B. Overall, Curtin’s problem with the current theories of cultural adaptation is that they do not integrate the complexity of cultures III. Ethnicity A. it is generally agreeable that in contemporary American use, ethnicity is “characterized by a distinct sense of difference because of culture and descent B. When applying the concept of ethnicity to Curtin’s proposed theory, the main aspect that comes across is her typifying the middle-class American. IV. Diaspora A. Secondly, the concept of diaspora is clear in Curtin’s proposition as it outlines the need for adapting to the different culture in the destinations for migrants B. Instead, a critical view of culture would guide that members of a diaspora should become a part of a new ‘blended’ culture. V. Transnational identities A. Third, the concept of transnational identities is more appropriate to characterize the proposed critical theory because Curtin argues for a negotiated cultural identity B. coculturation is the actualization and recognition of transnational and transcultural identities in migrants. VI. Analysis A. Curtin’s theory articulation is credible and well presented in terms of analyzing previous theories and their shortcomings. B. the local majority should also renegotiate their cultural identity based on the immigrants’ culture. VII. Reaction and conclusion A. Overall, although Curtin’s theory is credible, it presents a major challenge of defining a national identity B. the proposed theory meets the existing need for creating a shared cultural space and identity which integrates adjustments by not only the migrants but also the local cultures. How German Culture is different from United States Culture - Outline I. Introduction A. The article provides insight into the cultural difference between the German and US cultures, with a keen focus on team behavior. II. Major themes A. The first theme is related to organizational behavior in which teams react to problems and measure problem-solving. B. The other theme addressed in the article is related to the cultural dimension that influences interactions. C. The last theme focused on the linkage between meeting behavior and cultural dimension. III. Conclusion A. Culture plays an important role in society, and within the organizational setting, culture determines organizational success.