Motivating Factors
 Mexican people are primarily motivated by the need to tend to the family’s needs.  Work is considered a means to enable the Mexican worker to provide the essentials to his family.  Work is to live, whereas leisure is considered essential for full life.  The Mexican worker has an unwavering loyalty to his supervisor, which is his source of motivation.  The supervisor gives the worker his instructions and they are to be carried out to the letter without question or hesitation.  The worker’s high uncertainty avoidance suggests the need for job security.  The high power distance that is exhibited in the Mexican worker suggests motivation in the worker is with the relationship with the boss.
Leadership Style
 The leadership style that is exhibited in the Mexican supervisor is autocratic.  Decisions are made from the top and the workers are to adhere to them without question.  The supervisor fits more of the traditional parent role with his worker’s.  He is very concerned about his personal life and what he can do to assist.  The Mexican worker expects his manager to be the authority on all aspects of his life.  There is a tremendous power distance in the Mexican worker and his supervisor.   The worker views his supervisor as a father figure, requiring constant supervision and instruction.  With the family being the Mexican worker’s primary motivation loyalty and commitment to the family frequently determines employment, promotion, or special treatment for contracts.  “To get anything done in Mexico, the manager has to be more of an instructor, teacher, or father figure than a boss.”
Incentive / Reward System(s)
Mexico’s incentive system differs from most in that the Mexican worker expects an incentive regardless of productivity or profitability.  The Mexican worker views incentives as an entitlement.  Part of this entitlement mentality stems from the government and its mandate to give Christmas bonuses of 15 days pay to each employee regardless of performance.  Because enjoyment of life is so highly valued in Mexico, the employers typically provide recreation facilities on site.  Fringe benefits are highly valued because the Mexican worker is so poor.  “To this end, companies often provide on-site health care facilities for workers and their families, nurseries, free meals, and even small financial loans in dire situations.” 


Sources:  Deresky, Helen, International Management (Prentice Hall 2000) p417-419.
Mexico Executive Planet,