Writing by Leila Summa on Saturday, 23 of February , 2008 at 6:47 pm
“According to Triandis’s model, a cross-cultural team becomes more cohesive if the extent and quality of contact between members of different nationalities increases: group members should feel encouraged to seek contact with each other. Clearly established goals are also a determinant of cohesion. Triandis’s model is built on fifteen hypotheses, the following of which are the most important for understanding the concept of perceived similarity:
- The greater the cultural distance, the less the perceived similarity
- Knowledge of the other culture may lead to greater perceived similarity, but also to greater dissimilarity
- The greater the language competency in the other person’s language, the greater the perceived similarity
- The greater the network overlap, the greater the perceived similarity
- The more equal status contact, the greater the perceived similarity
- The more common goals, the greater the perceived similarity
- The greater the perceived similarity and the opportunity for contact, the more rewards are experienced
- More rewards lead to more contacts and thus to more intimacy, leading to more perceived similarity”
(source lost… sorry…)
Category: Intercultural, Communication, Organisational Behavior
Writing by Leila Summa on Friday, 22 of February , 2008 at 11:00 am
Das Programm ist beinahe komplett und klingt einmal mehr äusserst spannend (leider kann ich selbst nicht teilnehmen).
Schade, hätte gerne den Referaten der mir bekannten Gesichter persönlich gelauscht, wie z.B.:
Bei Anmeldungen bis zum 29.02.2008 spart man übrigens knapp 50%!
(Via http://www.intranet-matters.de/node/358 )
Category: Social Media, Enterprise 2.0, Employee 2.0
Writing by Leila Summa on Sunday, 17 of February , 2008 at 10:46 pm
Interesting, even not very new 
statement concerning - they call them “info-entials” (25-34) :
“Share your content with your employees, passionate consumers,
and bloggers, allowing them to co-create, repurpose,
and improve their knowledge through dialogue. Change your
tone from one that pronounces to one that invites participation,
ceding some control in return for credibility. (Read more…)
Category: Social Media, Enterprise 2.0, Employee 2.0
Writing by Leila Summa on Sunday, 17 of February , 2008 at 4:16 pm
For all men and women out there who really want to be creative I urgently recommend this - even if I believe that you already have to be special minded in order to really understand the ingenuity of the messages between the lines:)…
How to be creative, H.MacLeaod (.pdf)
(Read more…)
Category: Communication, Corporate Culture, Psychology, Internal Relations
Writing by Leila Summa on Sunday, 17 of February , 2008 at 1:15 pm
“The global economy appears to be facing a serious downturn. The financial slide that began in the US in August with the dislocation of key credit markets and losses linked to sub-prime mortgages is continuing, with worrisome spin-off effects around the globe: soaring oil prices, higher commodity prices (particularly for food), a plunging US dollar and billions lost by banks. The US economy seems about to slide into a recession, which could be contagious. At the same time, investor and consumer confidence is in a downward spiral.”
What impact will this have on the employee loyalty if we face a lack of consumer confidence as general trend in the macroeconomic business? There’s a natural reciprocal and direct dependency from employee - to customer loyalty. And employee loyalty - I claim- is one of the key success factor for the participating and collaborative”employee 2.0″ in a Web 2.0/3.0 context.
“At the top of the list of concerns, as indicated by the vote,
- is lack of coordinated response and leadership (18.5%),
- followed by mismanagement of the current crisis (18.1%),
- broad-based collapse of confidence (16.7%),
- US recession (11%),
- severe global credit crunch (11%),
- rise in energy and commodity prices (7.5%),
- overreaction to the threat of recession (7.5%),
- rise in protectionism (4.4%) and
- greater income inequalities (2.2%).”
Source: 2008 World Economic Brainstorming: Addressing Uncertainty
Category: Corporate Culture, Enterprise 2.0, Internal Relations
Writing by Leila Summa on Saturday, 2 of February , 2008 at 10:12 am
Yang Liu bringt es mit ihren Illustrationen auf unglaublich geniale Weise auf den Punkt:
Buch: German versus China (.pdf)
Vor allem bei dieser Illustration erinnere ich mich stark an das von mir in Auftrag gegebene Bild des Mitarbeiter 1.0 versus 2.0. Das lässt bei mir die Frage aufkommen: Begünstigt die chinesische Mentalität in gewissen Bereichen den “Upgrade” auf 2.0 ;?.
Guanxi ist Trumpf :), hier nur als Auszug:
Category: Intercultural
