International HRM: Key Cultural Features of the Anglo American Model

This essay delves into the key cultural features consistent with the Anglo-American Model, often associated with corporate communities in Great Britain and the United States. It references Hofstede's cultural dimensions, including power distance, individualism, masculinity-femininity, and uncertainty avoidance, to analyze American behavioral tendencies. The essay highlights the preference for individualism, assertiveness, and a below-average score in uncertainty avoidance within the US context. It further explains how Americans perceive their influence on activities and organizational norms, emphasizing a balance between the need for regulations and the freedom to challenge them for the organization's benefit. The essay also touches on the interpersonal aspects of work, such as collaboration and positive relationships, in contrast to professional achievement-driven motivation.

International human resource
management

Question 1: What are the key cultural features that are consistent with the Anglo American
Model?
Culture is the term which advert to the communicative deposit of the information
experience values, notions of time, roles in the material and objectives which are adopted by the
team members in the course of generations by individual and group striving. The more
individualistic corporate communities in Great Britain and the United States created the Anglo-
US model, often known as the Anglo-Saxon model. The controlling parties in this arrangement
are the board of directors and the shareholders. Managers and chief officers have secondary
authority at the end of the process. Although everyone is different, societal regulation guarantees
that most people do not stray too far from the standard. Furthermore, regional cultural variations
occur inside every country, including the United States. Americans, on the other hand, do not
need to attend a cultural briefing before successfully relocating to another state.
Hofstede model: In his groundbreaking research of cultural variations among modern nations,
Geert Hofstede established four aspects of cultural values: Masculinity-femininity,
individualism-collectivism, power distance, and uncertainty avoidance.
Power Distance: This section addresses the reality that not everyone in society is equal, as well
as the culture's stance on power inequalities. Power gap refers to the extent to which less
powerful members of institutions and organisations expect and tolerate unequal power
distribution.
Individualism:
relates to how dependent or independent someone want to be from the social groupings to
which they belong. Individuality is valued over society, with a high level of egocentrism and a
poor inclination to join and participate in social laws and standards of behaviour. Personal
achievements and acclaim significant duty and commitment restricted to immediate relatives.
Collectivism:
Preferred work objectives emphasise the importance of the organisation – for example,
"excellent physical working conditions," "good ventilation and lighting," and "enough work
space." Preference for being controlled because they are part of a small group. Preference for
labour and responsibilities to be organised collectively .
Masculinity- femininity:

The United States scores high on Masculinity, with a score of 62, as seen by typical
American behavioural tendencies. This may be explained by combining a strong Masculinity
drive with the world's strongest eccentric drive. Assertiveness is preferred - for example, ‘high
wages,' ‘recognition for doing a good job,' and ‘difficult task to accomplish. ‘Motivation is
dependent on professional achievement. In context of femininity, the first choice for
interpersonal aspect of work, such as ‘working with individuals who work well together' or
‘having a positive working connection with your boss.'
Uncertainty avoidance:
On the uncertainty avoidance dimension the United States has a score of 46 which is
below average. According to the investigation the person environment in that the Americans
analyse that they have a great influence on their activities then if the culture had the extreme or
inferior score. In US As seen by the necessity for regulations to protect an organisation,
Even if it is believed to be in the organization's best interests, organisational norms should not be
bust. In context of low uncertainty avoidance, they are less concerned about the monitoring and
controlling the activities of the workers and the security of the employment.