Difficulties in negotiations are often due to differences in national cultures. German and American business cultures both fall into the category of low subtext in communication, with little or no regard for hidden meaning (Meyer, 2019). That is why I decided to choose Germany for the company’s new venture, and I will further examine its cultural peculiarities and similarities and differences compared to the US.
The main similarities between Germany and the United States relate to communication style. Thus, the business cultures of both countries value transparency of values and completeness of information. In addition, unlike that of many European countries, German culture is distinguished by the absence of long breaks and the special significance of personal connections. Trust built on professionalism and respect for working hours is a priority for both Germans and Americans (Meyer, 2019). All these similarities will help to be on the same wavelength in terms of planning and negotiations.
However, the Germans are still more formal and prone to subordination. This is primarily expressed in the way decisions are made in German companies – for a long time, consistently, and finally. American culture suggests more flexibility, fewer parties involved, and relatively more speed (Meyer, 2019). Therefore, having a share with a German venture, it will be necessary to take into account this peculiarity when planning initiatives and keep track of the stage at which the next decision is being made. Otherwise, hurdles associated with misunderstanding and unmet expectations might arise.
I did not find anything particularly surprising about German culture in the articles and resources. On the contrary, it is interesting that a somewhat stereotypical idea of the Germans as punctual and organized people is reflected in business culture. To build rapport, I would definitely start by learning more about different incentives and stigmas related to Germans’ work attitudes to break down cultural differences, as it is proposed by Lobell (2021). In addition, I would openly discuss any cultural discrepancies that might influence the team’s efficiency, such as lateness or flexibility, as the video by Mynd (2017) suggests. I am convinced that German and American values and communication styles would make it possible to avoid negative work experiences.
References
Lobell, K. O. (2021). How to best lead a multicultural or international team. Business News Daily. Web.
Meyer, E. (2019). Comparing management cultures. HBR. Web.
Mynd. (2017). The importance of intercultural awareness | Mynd & Testo [Video]. Web.