Case Study About Nickelodeon Latin America

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Diploma in Business Management

Level 7

IML 8092

Case study 1

Student Name: shuang Nian

Tutor Name: Naeem Rashid

Date:12/04/2017

contents

Q1        3

Power distance        3

Individualism        3

Masculinity        4

Uncertainty Avoidance Culture        4

Q2        4

Hiring the right people        4

It is all about the team        4

Design factors        5

Q3        5

Q4        6

Challenges faced by Swan        6

Recommendation        6

Reference        8

Q1

Culture of Nickelodeon Latin America

The culture of the Nickelodeon Latin America is analyzed using Hofstede dimensions. Hofstede dimensions is different culture effect different countries, it describes the influence of social culture on the value of its members, and the relationship between these values and behavior, using the structure derived from factor analysis. (Hofstede, 2001) This case using four cultural dimensions as a point of reference, they are power distance culture, individualism culture, masculinity culture, uncertainty avoidance culture.

  Power distance

This case show us in the Nickelodeon Latin America can be considered as low Power distance as Taran Swan treated all her employees in an equal manner. Firstly, she usually wants employees from all different fields bounce ideas off one another. Secondly, she also shares her suggestion with her staff. let employee’s Self-driven workers who hold themselves responsible, she gives chance for them independent thought and creatives ideas.

  Individualism

Nickelodeon Latin America has a low individualism culture.  Swan have a group team; they also work together. She wants everyone to work on projects collectively rather than individually. As her a manger, she worked day and night with her group until finished this work. In this case Nickelodeon Latin America, the whole team still worked together.

   Masculinity

Nickelodeon Latin America has a low masculinity culture. In this business, they are female more than males in the management. For instance, except for vice president and vice president Affiliate Sales RITA Herring, Director finance Rey del Valle and creative director programming Steve Grieder, all other positions were females such as Vice president marketing and associate Creative Director Donna Friedman.

   Uncertainty Avoidance Culture

Nickelodeon Latin America has a low Uncertainty Avoidance Culture. They take risks and accept change and innovation, the group has been looking for innovative ways to promote business development When McCarty put forward a new idea, she will take risks and recommend others to look at. In addition, the swan and Mike Freedman adventure to let the market share position.

Q2

Hiring the right people

She allows employees from different fields to integrate ideas with each other, so that they become more confident into the team. In addition, held employees for whatever said in and meetings. Also，allow them to be responsible for their own behavior in they (interviews).

It is all about the team

She allowed their team everyone to give and suggestion share ideas on how to make the launch successful. She allows everyone to put forward their own ideas, if it is creative and strategic thinking, who can find a solution to any problem. Let all the team members have a comfortable working atmosphere, so that they are not afraid to throw the idea and not afraid to criticize each other. This formed the low power distance culture and low individual culture.

Design factors

Swan has overseen the sales of MTV advertising and affiliate sales team Nick they use a very different brand; it is difficult to "sell" channel specifically designed for children's concerns. Managing this new team is complex and the sales channel is difficult. The Swan don't want to compromise on price or quality, but many dealer’s monopoly and negotiation is initially challenging.

Q3

The leadership style is strongly encouraging open effective communication, she often felt her team confidence and team discussion. She uses democratic style of leadership.  She is enthusiastic to help their team to improve the self, she suggested that they were at work to have low individualism. For example, she as a manager in two months in Germany's success, she the SWAT team day and night. Thus, she wants everyone to work on the project collectively rather than individualism. She to comment on their employees in charge, they said in an interview. She usually collective of other employees, to achieve successful results and digital She has a very low power distance in team work, and her team in all aspects are very active, hope her team would do. She always kept asking question and giving suggestions when her. The team may benefit from multiple viewpoints and diverse skills of different individuals. This leadership style had important impact on culture. It is affected everyone from senior management to the lower level employees. It is good for their business organization and performance.