Cultural Differences and Management in Germany and India

The cultural value comparison I will discuss is between Germany and India.

Germany concentrates on creating a perfect generation without defects, while the Indians focus on bringing up target-oriented people. A blameless society is more the focus of German culture. This focuses very much on who produced the problem and who caused it. On the other hand, Indians are focusing on solving the problem other than concentrating a great deal on the cause. This is an inconvenience for Germans since perfectionism is never the answer. It just leads to a disgruntled society and people that are mentally disturbed. The Indians have a culture with unlimited possibilities focusing on the purposes of activity and on potential solutions to a problem.

As previously said, German culture places a premium on perfection and correctness. This leads to the second comparison, in which German culture places a stronger emphasis on event and activity preparation. On the other hand, Indian culture pushes its members to carry out and organize their operations in real-time. While this encourages risk-taking among Indians, it is not a desirable cultural trait to enter situations without having made precise arrangements. Before taking any action or making any investment, the German culture guarantees that there is a clear and precise plan in place.

The Germans also have access to the potential problems or problems faced throughout the operation. In the event that the problems arise, later on, the remedies to these potential problems are also addressed and implemented. Therefore, in everything they do, Indians incorporate their families. The companies and way of life are both shared. The majority of the enterprises are run by families. The presence of large families during business meetings is a common occurrence. The Germans, on the other hand, are not in the same boat. The Germans have a system that is more individualized. Individuals or corporations of unrelated individuals own businesses. Spouses and children rarely attend company meetings or product debuts. Indeed, it is a criminal offense, in particular when the government or public transactions are involved, to favor family members and family members, called nepotism. It has a valuable cultural value as it offers everybody the option, other than being families of the ruling committee, to use their capabilities in an organization.

Yes, there are sufficient dimensions for the classification of culture. This is because they were concluded from a research point of view. Various competent and respected researchers collected the research. The research results also come from large and small populations. The dimensions concluded are therefore reliable and can be used to classify different civilizations and compare them. The dimensions can be used in a variety of ways. They can help you figure out how to deal with people from diverse cultures. Knowing what they are familiar with and at ease with. Employers wanting to improve diversity in their various companies can also benefit from the dimensions. Employers can use these dimensions to determine what skills a person possesses and which departments they should be assigned to. Therefore, this refers to the labeling of certain persons because of their place of origin information.

Removal Request
This essay on Cultural Differences and Management in Germany and India was written by a student just like you. You can use it for research or as a reference for your own work. Keep in mind, though, that a proper citation is necessary.
Request for Removal

You can submit a removal request if you own the copyright to this content and don't want it to be available on our website anymore.

Send a Removal Request