ng working ethic. And for example in India the average takes work as worship because for him/her work is everything. No worker does anything before closing his/her eyes for a few seconds to thank their almighty and expressing gratitude for having bestowed his blessing in the form of work. Which is why the Indian worker has earned appreciation from everywhere for his/her sincerity, hard work, loyalty and honestly.
日本人应该有强烈的职业道德。例如，在印度，普通人把工作视为崇拜，因为对他/她的工作就是一切。任何工人在闭上眼睛几秒钟以感谢他们的全能者并对以工作的形式给予他的祝福表示感谢之前，都不会做任何事情。这就是为什么这位印度工人因其真诚、勤奋、忠诚和诚实而赢得了世界各地的赞赏。
In capitalist systems an individual perceives business basically as a profit seeking organization producing goods and services for the market demand. In an Islamic social system business is based upon personal relationships, trust and respect. To them business firms are not just viewed as providers of goods and services but as partners in progress and prosperity
在资本主义制度中，个人基本上将企业视为一个为市场需求生产商品和服务的营利组织。在伊斯兰社会体系中，商业是建立在个人关系、信任和尊重的基础上的。对他们来说，企业不仅被视为商品和服务的提供者，而且被视为进步和繁荣的合作伙伴
Implications for international business 对国际业务的影响
Global businesses are repositories of multi cultures. It basically means that people from many cultures from different countries interact regularly. Another word for it is MNC. It has a home country and several host countries where the head offices and subsidiaries are located. The situation is highly complex with several national cultures and subcultures interact regularly.
全球企业是多种文化的宝库。这基本上意味着来自不同国家的不同文化的人定期互动。另一个词是MNC。它有一个母国和总部和子公司所在的几个东道国。这种情况非常复杂，多种民族文化和亚文化定期互动。
Cultural differences 文化差异
The 5 dimensions of Dr. Geert Hofstede Geert Hofstede博士的5个维度
From 1967 to 1973, while working at IBM as a psychologist, he collected and analyzed data from over 100,000 individuals from forty countries. From those results, and later additions, Hofstede developed a model that identifies four primary dimensions to differentiate cultures. He added the fifth dimension later.
从1967年到1973年，在IBM担任心理学家期间，他收集并分析了来自40个国家的100000多人的数据。根据这些结果和后来的补充，霍夫斯泰德开发了一个模型，确定了区分文化的四个主要维度。他后来添加了第五个维度。
Geert Hofstedes research proves an insight into other cultures and can be used to analyze all cultures. The idea behind the 5 dimensions is to intera with other countries and trying to understand them more. If the dimensions are understood and applied properly it could reduce a lot of frustration, anxiety and concern because a lot is more is known about a certain culture.
Geert Hofstedes的研究证明了对其他文化的洞察，可以用来分析所有文化。这5个维度背后的想法是与其他国家互动，并试图更多地了解它们。如果正确理解和应用这些维度，可以减少很多挫折、焦虑和担忧，因为人们对某种文化有更多的了解。
“Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster.”(Geert Hofstede)
“文化往往是冲突的根源，而不是协同作用的根源。文化差异充其量是一种麻烦，但往往是一场灾难。”
Power Distance Index (PDI) – Focuses on how much a culture does or does not value hierarchical relationships and respect for authority. This basically refers to human inequality. People are downgraded when it comes to prestige, wealth and power. Cultures with high PDI scores include Arabic countries, Russia, India and China. Those with low scores include Japan, Australia and Canada. The inequality is mainly formalized in a hierarchy of boss-subordinate relationships. According to Mulders power reduction theory, subordinates will try to reduce the power distance between themselves and their bosses. And bosses will try to maintain the power that they already have or enlarge it.
权力距离指数–关注一种文化在多大程度上重视等级关系和对权威的尊重。这基本上是指人类的不平等。当涉及到声望、财富和权力时，人们会被降级。PDI得分较高的文化包括阿拉伯国家、俄罗斯、印度和中国。得分较低的国家包括日本、澳大利亚和加拿大。这种不平等主要体现在老板-下属关系的层次结构中。根据穆德斯权力缩减理论，下属会试图缩小自己与老板之间的权力距离。老板们会努力保持或扩大他们已经拥有的权力。
According to the research done Geert Hofstede in 1977 countries with lower education and lower status tend to produce high PDI value and countries with higher education and higher status tend to produce low PDI value. Education is the dominant factor. If people are not educated they cannot get higher positions in the hierarchy so they will always end up on the bottom of the hierarchy.
根据Geert Hofst
