According to Hofstede (in Table 15.2), the United States is low on power distance, high on individuality, high on masculinity, low on uncertainty avoidance, and low on long-term orientation. Russia, on the other hand, is high on power distance, moderate on individuality, low on masculinity, high on uncertainty avoidance, and low on long-term orientation. Many U.S. managers are transplanting their own HRM practices into Russia while companies seek to develop operations there. How acceptable and effective do you think the following practices will be and why?

(a) Extensive assessments of individual abilities for selection?

(b) Individually based appraisal systems?

(c) Suggestion systems? (d) Self-managing work teams?

Table 15.2 PDa ID MA UA LT Cultural Dimension Scores for 10 United States 40 Lb 91 H 62 H 46 L 29 L Countries Germany Japan 35 L 67 H 66 H 65 M 31 M 54 M 45 M 95 H 92 H 80 H France 68 H 71 H 43 86 H 30c L Netherlands 38 L 80 H 14 L 53 M 44 M Hong Kong 68 H 25 L 57 H 29 L 96 H Indonesia 78 H 14 L 46 M 48 L 25 L West Africa 77 H 20 L 46 M 54 M 16 L 95 H 80 H Russla 50 M 40 L 90 H 10 L China 20 L 50 60 M 118 H aPD = power distance; ID = individualism; MA = masculinity; UA = uncertainty avoidance; LT = long-term orientation. DH = top third; M = medium third; L= bottom third (among 53 countries and regions for the first four dimensions; among 23 countries for the fifth). "Estimated. SOURCE: From Geert Hofstede, "Cultural Constraints in Management Theories," Academy of Management Executive, February 1993, Vol. 7, No. 1, p. 91. Reproduced with permission of Academy of Management, via Copyright Clearance Center.