Autocratic leadership is more common in individualistic cultures, where leaders are expected to make decisions without consulting others.

In collectivist cultures, leaders are expected to consider the needs of the group before making decisions.

People-oriented management is more common in collectivist cultures, where managers are expected to focus on the well-being of their employees.

In individualistic cultures, managers are expected to focus on the short-term goals of the organization.

Direct communication is more common in low-context cultures, where people are expected to be explicit in their communication.

In high-context cultures, people are expected to communicate indirectly, using nonverbal cues and context to convey meaning.

Collaborative negotiation is more common in collectivist cultures, where people are expected to work together to find a mutually beneficial solution.

In individualistic cultures, people are expected to negotiate competitively, trying to get the best deal for themselves.

Competition is more common in individualistic cultures, where people are expected to try to win at all costs.

In collectivist cultures, people are expected to avoid conflict, as it is seen as disruptive to the harmony of the group.

Participative leadership is more common in low-context cultures, where leaders are expected to involve their followers in decision-making.

In high-context cultures, leaders are expected to be charismatic, as this is seen as a sign of their authority and competence.

Autocratic management is more common in high-context cultures, where managers are expected to make decisions without consulting others.

In low-context cultures, managers are expected to be democratic, as this is seen as a sign of their respect for their employees.

Indirect communication is more common in high-context cultures, where people are expected to communicate indirectly, using nonverbal cues and context to convey meaning.