BA 4216Cross-cultural Studiesin Organizations

Motivating across cultures

Instructor: Çağrı Topal

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Motivation defined-1A psychological process through

which unsatisfied wants or needs lead to drives that are aimed at goals or incentives

The process through which behavior is mobilized and directed to reach certain goals

An assumed force operating inside an individual inducing him or her to choose one action or another

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Motivation defined-2Energizing and directing processDesire or need orientedPsychologicalSociological

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Universality of motivationMotivation universalHow and what motivates culturalMoney (American), respect and

power (Japanese), family connections (Latin American), improvements of quality of life (Swedish and Norwegian), welfare of community (South African), group affiliation and social harmony (Chinese)

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Maslow’s theory of hierarchy of needsLower- vs. higher- order needs• Physiological (existence)• Safety and security• Belongingness• Esteem• Self actualization and achievement

Different order of needs across cultures

Different order of needs within cultures

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Herzberg’s two-factor theoryHygiene factors• Job context• Extrinsic

Motivators• Job content• Intrinsic

More applicable when power distance low and uncertainty avoidance low

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McClelland’s achievement theoryNeed for achievementNeed for powerNeed for affiliation

Unlikely to apply to collectivist societies

Different ranking in feminine cultures

Not applicable for all in high power distance cultures

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Designing motivators-1Collectivism vs. individualism:• group membership and decisions, group-based rewards, group performance

VS.• autonomy, individual promotion and growth, individual performance

High vs. low uncertainty avoidance:• permanent jobsVS.• jobs with variety

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Designing motivators-2Femininity vs. masculinity:• quality of life, shorter and convenient working hours, paid holidays

VS.•materialism and competition, individualized incentive programs

Low vs. high power distance:• cooperation with peers, consultative decision making

VS.• loyalty and paternalism, explicit instructions, equitable compensation 9

Monetary incentivesImportant for both physiological and

psychological needsMeasure of as well as incentive for

successMore applicable in

individualist/materialist culturesApplicable in any culture during

economic downturns

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Job enrichment-job rotationWorking in different jobs in the same

organization at different timesSelf-actualization, security, power

and control, and achievement needsNot applicable in high uncertainty

avoidance, high power distance and collectivist cultures

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Job enrichment-job enlargementCombining the different jobs that

contribute to the same task into one general job

Security, status and power, achievement, and esteem needs

Not likely to be accepted in collectivist cultures

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Job designJob contentJob processesCulturally defined and constructed

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FeedbackIndividualist: more and direct

feedback, claim to success and distance from failure, private

Collectivist: indirect feedback, responsibility for failure and distance from success, public

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