Culture of German ManagementWord格式.docx
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Culture of German ManagementWord格式.docx
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swishes.ThewatchwordsformostGermanmanagersandcompaniesarequality,responsiveness,dedication,andfollow-up.
Productorientationusuallyalsomeansproductionorientation.MostGermanmanagers,evenatseniorlevels,knowtheirproductionlines.Theyfollowproductionmethodscloselyandknowtheirshopfloorsintimately.TheycannotunderstandmanagersintheUnitedStateswhowantonlytoseefinancialstatementsand"
thebottomline"
ratherthaninspectaplant'
sproductionprocesses.AGermanmanagerbelievesdeeplythatagood-qualityproductionlineandagood-qualityproductwilldomoreforthebottomlinethananythingelse.RelationsbetweenGermanmanagersandworkersareoftenclose,becausetheybelievethattheyareworkingtogethertocreateagoodproduct.
Ifthereisathirdobjectivebeyondqualityandservice,itiscooperation--oratleastcoordination--withgovernment.Germanindustryworkscloselywithgovernment.Germanmanagementissensitivetogovernmentstandards,governmentpolicies,andgovernmentregulations.VirtuallyallGermanproductsaresubjecttonorms--theGermanIndustrialNorms(DeutscheIndustrieNormen--DIN)--establishedthroughconsultationbetweenindustryandgovernmentbutwithstronginputsfromthemanagementassociations,chambersofcommerce,andtradeunions.Asaresultofthesepractices,theconceptofprivateinitiativeoperatingwithinapublicframeworkliesfirmlyimbeddedintheconsciousnessofGermanmanagers.
TheGermanmanagementstyleisnotlitigious.Neitherthegovernment,thetradeunions,northebusinesscommunityencourageslitigationifthereisnoclearsignofgenuineanddeliberateinjury.Firmsdonotmaintainlargelegalstaffs.Disagreementsareoftentalkedout,sometimesoveraconferencetable,sometimesoverabeer,andsometimesinagatheringcalledbyachamberofcommerceoranindustrialassociation.Differencesareusuallysettledquietly,oftenprivately.Frequentlitigationisregardedasreflectingmoreontheaccuserthanontheaccused.Becauseoftheseattitudes,Germanyhascomparativelyfewlawyers.Withone-thirdthepopulationandone-thirdtheGDPoftheUnitedStates,Germanyhasaboutone-twentieththenumberoflawyers.
Germanmanagersaredrawnlargelyfromtheranksofengineersandtechnicians,fromthosewhomanufacture,design,orservice,althoughmorenon-engineershaverisentothetopinrecentyears.TheyarebetterpaidthanotherEuropeans(excepttheSwiss),butonaveragereceiveabouttwo-thirdsoftheincomethattheirAmericancounterpartsexpect.
Becausemanagersusuallyremaininonefirmthroughouttheircareers,risingslowlythroughtheranks,theydonotneedavisiblebottom-lineresultquickly.Managersdonotneedtobeconcernedabouthowtheircareersmightbeaffectedbyacompany'
soradivision'
sprogress,orlackofprogress,foreachyearandcertainlynotforeachquarter.
Germantaxationalsoinducesmanagementtowardlong-termplanning.GermantaxlegislationandaccountingpracticespermitGermanfirmstoallocateconsiderablesumstoreserves.Germancapitalgainstaxrulesexemptcapitalgainsincomeiftheassetsareheldformorethansixmonthsor,inthecaseofrealestate,formorethantwoyears.
BecausemanagementhasnotbeenregardedinGermanyasaseparatescience,itwasrareuntilthe1980stofindcoursesinmanagementtechniquessuchasthosetaughtatschoolsofmanagementintheUnitedStates.Germansbelievedthatmanagementasaseparatedisciplinebredselfishness,disloyalty,bureaucraticmaneuvering,short-termthinking,andadangeroustendencytoneglectqualityproduction.Instead,coursesatGermanuniversitiesconcentratedmoreonbusinessadministration,orBetriebswirtschaft,producingaBetriebswirtdegree.Despitethis,twoWestGermanschoolsforbusinessadministration,theHochschulefü
rUnternehmensfü
hrungandtheEuropeanBusinessSchool,wereestablishedduringthe1980s,buttheyteachinwaysthatreinforceratherthanoverturntraditionalGermanwaysofmanagement.
OutofthiscompendiumofbusinesspracticesariseswhatmightbetermedaGermanmanagementstyle,withthefollowingcharacteristics:
collegial,consensual,product-andquality-oriented,export-conscious,andloyaltoonecompanyandcommittedtoitslong-termprospects.OnecouldlegitimatelyconcludefromthisthattheGermansystemcouldstiflechangebecauseitisnotasinnovative,aggressive,orresults-orientedastheUnitedStatesmanagementstyle.That,however,wouldnotbecorrect,forchangecananddoestakeplace.Itoccursgradually,notalwaysobviously,underthemottoesofstabilityandpermanence,withtheleastdislocationpossible,andoftenundercompetitivepressuresfromabroad.Germanmanagersthemselvesoccasionallyspeculatethatchangemightcometooslowly,buttheyarenotcertainwhetherorhowtoalterthesystemanditsincentivestructures.
GermanCultureLeadershipStyle
Countriesaroundtheglobehavetoadapttowhatisknownasthe"
Germanfilter"
whichreflectsGermany'
snationalisticmanagementmethods.
SomeanalystsrefertoGermany'
srule-oriented,hierarchicalfocusontaskaccomplishmentasanexampleofanEiffelTowermanagementstyle.
WhileitistruethatGermansubordinatesrarelydisobeyoropenlyquestionordersfromhigherlevelauthority,corporatepowerstructuresinGermanyaretypicallymoreflatthantheyaretall.That'
sbecauseGermanbusinessesarecollectionsofhighlyspecializedteams.
Moralofthestory?
Germany'
sEiffelTowerstructuresaren'
tverytall.
InsideGermany'
sEiffelTowerCulture
TheEiffelTowercultureismostcommoninNorthwestEuropeancountries,includingGermany.Deutschlandisfamousforitsmoredeliberate,stodgyGermanprocessofmanagementbyconsensus.
ThewayinwhichGermanslearnandworkdiffersstrikinglyfromothercultures,includingthoseofneighbouringEuropeannations.
InGermany,jobsarewell-definedwhileassignmentsarefixedandlimited.GermanemployeesknowwhattheyaresupposedtodowithinanEiffelTowerculturethatishierarchical,withorderscomingdownfromthetopwithverylittleupwardcommunication.
FormalGermanQualifications
Germanorganizationsrelyheavilyonformalqualificationsindecidinghowtoschedule,deployandreshufflepersonnel.Companiesmanagetheirhumanresourcesthroughassessmentcenters,appraisalsystems,training,developmentprogramsandjobrotation.Theseprocedureshelptoensurethataformalhierarchicalandbureaucraticapproachworkwell.
DifficultyHandlingOrganizationalChanges
Whenchangesneedtobemade,theGermancultureisoftenill-equippedtohandlethecomplexburdensthatarule-basedEiffelTowerbureaucracydemands.Manualsmustberewritten,procedureschanged,jobdescriptionsaltered,promotionsreconsideredandqualificationsreassessed.
GermansResistChanges
Generally,GermanmanagersareslowtoacceptchangespartlybecauseofGermany'
sstrongaversiontorisk.Also,Germanyistheworld'
snumberoneexporternotedforprecisionengineeredproducts.Germansstronglybelievethattheirprocesseshavebeenprovedsuperior,andit'
shardtoarguewiththeirsuccesses.
However,Germany'
ssuperioritycomplexsometimesleadstoanethnocentricstyleofmanagementinwhichstrongnationalismcompelsGermanheadquarterstomaintaincontrolofkeyinternationalmanagementpositions.Today,amoreglobalmanagementapproachthatfocusesonthebestqualifiedapplicantsregardlessofcountryoforiginmaybeabetterlong-termstrategy.
GermanLeadershipandMotivationStyle
Systemsintegratorsthattheyare,GermanshaveevolvedauniqueleadershipandmotivationstylethatintegratesthefeaturesthatmostcloselyfitwiththestrongestGermanculturalcharacteristics.Therefore,GermanleadershipandmotivationstylesynthesizesthemostpertinentcharacteristicsfromAuthoritativeTheoryX,PaternalisticTheoryYandParticipativeTheoryZ.
BelowisasummaryofTheoryG,basedonthemostrelevantfeaturesfromtheabovethreetheories.
FromTheoryX:
∙Germansliketobedirected.
∙InGermany,jobsecurityisprimary.
FromTheoryY:
∙SinceGermansarecommittedtogoals,theyexercisehighself-control.
∙Nothreatsofpunishmentarerequiredtoensuretaskcompletion.
FromTheoryZ:
∙Germansaremo
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