Research Paper on:
Comparison of Management Practices and Employment Culture Between Germany and the United States

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which it is situated. The Anglo-American workplace culture and management styles are well established and understood. New forms of co-operation have emerged from the older master servant models and the  confrontational union and employer paradigms. The levels of co-operation may be regulated by some laws, but in the most part, after the attainment of minimum standards, are left the discretion  of the employer. However, not all ultras have this level of discretion in the employment relationship. In looking at Germany there is a very different employment culture, despite the many  similarities in the economy. The actual model of the employment relationship may be seen as reflecting the different form of capitalism that is in the country and also explains the  higher level of state intervention in the employment relationship and cooperate culture. Capitalism in Germany is also known as the social model of capitalism or sessile marthektwirtscharft (Edye et al,  1996). Edye (et al) described this German attitude to capitalism in the following way; "if the market is the fundamental means of allocating resources then, in order to work properly,  it must be regulated and administered in such a fashion as to produce a socially acceptable outcome" (Edye et al, 1996). This demonstrates you higher priority on social principles  than in the more well-known Anglo American model as seen in the United states of America. The increased emphasis on social responsibility  can be seen in the extensive employee rights within the country. The German environment within the business economy is that of co-operation and consensus to in the government, trade unions,  industry and financiers. This results in decision making appearing to take on the guise of institutionalised stake holding. First indication of this