Pygmalion Effect

The Pygmalion effect refers to enthusiasm and the willingness a team has to make a good performance in their project or work, in other words they will be as good as they wish to be in any performance or goal the team establish to accomplished. In any company the support and the treat of the personal will encourage a better performance. And if you are the leader of the group you will see this effect on how good your team does a job but depends on your willingness and dedication to them and their work. An example that can explain this effect will be group of synchronized swimming, were we can see a join group that has a goal of making all the movements well sync to win a competition, there must be support of all members and all of the must be conscious of how good they are to have a better performance in the competition, in this case the leader in charge to encourage them and depends on the trust he inspires to each member they will believe him or not they can make it. As a manner of example I will like to talk about the Mexican National team of synchronized swimming, their last achievement was winning their fourth gold medal and their enthusiasm and willingness to be the best have take them to the first place, I will like to share some comments that members of that team made after winning the gold medal (it’s an Spanish reference): "Esta es una rutina de la que más disfrutamos, estamos muy satisfechas por las puntuaciones y contentas por la cuarta medalla de oro" said mariana cinfuentes, and “Somos un equipo muy joven, creo que tenemos todavía mucho por hacer, además de que estamos motivadas y con las mismas metas, así que eso facilita las cosas”
This declarations clearly show their motivation to be the best, and as I explained before when a group of people have the same goals and are encourage to make their best effort they will definitely make it as what the Pygmalion effect refers too.

References:

Nado sincronizado mexicano suma otro oro, available at http://www.eluniversal.com.mx/notas/698209.html, posted July 28, 2010.

task #4

in the list below you will find the link to the blogs i found interesting and made comments as part of the task # 4.

Carlos Roldan Vargas: http://croldanv.blogspot.com/
sebastian Gallon: http://sgallone.blogspot.com/
Karen Pereira : http://karenp2007.blogspot.com/
Alejandro Bustamante : http://alejob11.blogspot.com/
Maria camila Osorio: http://organizationsandculturescourse.blogspot.com/

cultural dimensions, power distance

for international business it is very important to manage cultural diferences as we have seen in organizations and cultures class, we have to understand that further more than the negotiation and understanding of the project there are some implications and cutural customs or beliefs that must be taken into account, besides prof. hofstede's demostrated that national and regional cultural groupings affect the behaviour of societies and organizations and he reflect them in what is called the main cultural dimensions: individualism, masculinity, power distance, uncertainity avoidance.

i would like to make a special reference to power distance which i considered its the basic concept for well develpment in an organization.

Power Distance as explained in the conference "dealing with cultural diferences" its the degree at which the members with less power of a country or organization expect and accept that power is distributed in an unequal manner. when refering to an enterprise organization the power distance is reflecated in the Hierarchy which reflects the existent uniquality were the less powerfull people always are dependent of the more powerfull, the subordinates always expect to be told what to do and there is always a diferent treat between subordinates and boss, but when its a organization with low PD the general atmosphere of working change, theres mores sence of cooperation between members, and a constant interaction between the boss and the subordinates or employees with less hierarchy in the organization.

i would like to mention some countries which have a very significant power distance, for example countries with high PD are Arab countries, Guatemala, Malaysia, the Philipines, Mexico, Indonesia and India.

and countries which have a low PD are: Scandinavian countries, New Zealand, Irelan, Denmark, Austria, Israel, Swtzerland, Britain and Germany.

i considered very important to make a research on the power distance dimension in the company or country which we will make business with, this will guide you on how to work with them, how poeple of that culture intercat or not during the negotiation process, it is important to know how willing they are to cooperate, so you can have in advantage a defined strategy on how to work with them; related to the inner organization the power distance its always a important issue folowed by respect, which makes the basis of all relations.

as an example i would like to make reference to a study made with Asian adolescents (high power distance culture) which had greater difficulty discussing problems with their parents than did Caucasians (low power distance culture). this refelcts the cultural way of relating with others, it is easily to trust and in case of companies its easily to work and give suggestions, examples and advices to others in the organization when you are part of a low power distance culture, which makes yourself uncontious of the reaction and relationship with others.

References:

conference "Dealing with Cultural Differences" by Nick B. Meyer

How culture difere, available at: http://hakunamatatajumbojumbo.blogspot.com/2009/02/culture-in-interpersonal-communication.html, posted February 6, 2009