不同國家對女性展現權威的期待有何差異

How Different Countries Expect Women to Show Authority
瀏覽人數:1243


影片載入中...
在某些文化中,對男性和女性領導人的期待有很大的落差。本影片內容取材自席薇亞.惠烈和黎帕.拉希德的文章。

隨著美國企業進軍新興市場,男性和女性高階主管都發現,自己的信譽來自於調整領導風格,迎合當地文化的期待。根據調查,對男女領導人的期望有極大差異。例如在俄羅斯等國家,期待女性領導人展現權威的方式,應比男性領導人更含蓄。另一方面,印度則有公開辯論的文化,期望女性高階主管提出問題,並展現學習的意願。

無論如何,亞洲市場普遍期待女性的堅定果決程度,應遠低於男性。在傳達令人信服的資訊時,高階主管可以引導聽眾做出結論,或直接說出結論。例如在日本,61%的受訪者表示,女性不應直接傳達令人信服的資訊或結論,但對於男性,則是期待他們直接傳達。中國的差距更大,78%的受訪者表示女性不應直言不諱。

儘管其中許多高階主管,曾接受一般企業的正式跨文化訓練,但受訪女性中只有50%的人表示,曾有人教她們有性別差異的做法。若要在新興市場中被視為「具備領導才能」,女性必須察覺這些期望,並接受訓練來符合這些期望。

(劉純佑譯)


As U.S. companies reach out into emerging markets, both male and female executives find that their credibility is derived from adapting their leadership style, local cultural expectation. And according to surveys, expectations for men and women vary dramatically. In some countries, like Russia, for example, female leaders are expected to demonstrate authority in a more reserved way than men. India, on the other hand, has a culture of open debate, where women executives are expected to ask questions and show a willingness to learn.

Regardless, the general expectation for women in Asian markets is to be far less assertive than men. When it comes to delivering a compelling the message, executives can either guide listeners to a conclusion or state conclusions directly. In Japan, for example, 61% of respondents said that women should not be direct in delivering a compelling message or conclusion, while for men, the expectation was to be direct. China was off the charts, whit the 78% saying women should not be direct.

Although many of these executives received formal cross-cultural training from a general business perspective, only 50% of the women surveyed said they had been given a gendered approach. In order to be considered “leadership material” in emerging markets, women will need to be made aware of these expectations - and trained to meet them.



本篇文章主題跨文化管理