Motivating Factors 
 German workers do not need the same motivational style of management as is required in the United States.  They are very skilled and responsible and look to their boss to delegate duties and solve technical problems for them.  German workers tend to be high in uncertainty avoidance which means that they could be motivated by things such as job security.  Due to Germany being a little more of a collectivist culture, its business people are more likely to be motivated by the good of the organization.  Finally, the importance and centrality of work in a German workers life is below average.
Leadership Style
Organizations in Germany are very hierarchical with specified levels of authority.  German culture bases decisions on autocratic leadership where a decision will be made by an upper level member of the hierarchical structure.  Germany continues to utilize apprenticeship programs as it has throughout its history.  These programs exist in both shops as well as professional offices and teach through both practical and course work.  German workers who complete this program receive a Fachaarbeiterbrief which is a certificate.  Approximately two thirds of German workers are certified in this manner. 
Incentive / Reward System(s)
 While German workers do not require a motivational style of management, "performance related incentive schemes become more and more important in Germany especially in more dynamic business environments."


Deresky, Helen. International Management: Managing Across Borders.Third Edition.Prentice Hall.2000. p190 and 408.
Lane, Henry W., Joseph J. Distefano, and Martha L. Maznevski. International Management Behavior. Third Edition.Blackwell Publishers Inc.1997. p80.
Interview with Dr. Kirsten Daniel of Loyola University, New Orleans
Scarborough, Jack. The Origins of Cultural Differences and Their Impact on Management.Quorum Books 2001. p216.