Introduction to culture: key concepts and theories
Berardo and Deardorff (2012) stated that culture is associated with the social behavior and the different norms that helps in justifying the different functions of the society. The range of phenomenon that is being transmitted through the social learning and the circulation of knowledge among the individuals in the society have helped in the construction of the different societal norms and regulations. Kim, Schimmack and Oishi (2012) negated the norms and regulations in the society help in guiding the activities of the human life forms. Identifying the culture helps in understanding of the social psychologies and behaviors and thereby helps in construction of society. The different theories of culture that are identified as a part of the report will be focused on perceiving the effects of culture and the hierarchical systems it creates through the class- based differentiation between different members of the society.
The clear concept of culture is based on the understanding of the transmission of knowledge, language, values, customs and the like from one generation to the next for the preservation of the ideas that are held by the predecessors. The identification of culture is based on the functioning of the different social systems, which helps in the maintenance of different ethical standpoints of the society. The concept of culture is dependent on the identification of the beliefs, behaviors, customs, and the like as per the needs of the particular group or society at large. The identification of the culture in the micro and macro levels assists in understanding the values that are asserted on the society as per the functioning of different groups. On the other hand, culture as a business issue has helped in maintaining the different levels of change in the systems of the business while operating in the international markets. The cultural shifts that are faced by the organizations while operating in the cross- cultural market scenario has affected the operations of the business.
The purpose of the report is focused on the identification of the different cross- cultural issues and the concepts of individualism and collectivism that affects the functioning f the organizations while operating in the international markets. The report will be enumerating the Hofstede model, which will be emphasizing on the understanding of the effects of a society’s culture on the values of its members and the manner in which the values can be utilized culminating into a proper factor analysis.
The cross- cultural issues that are faced by the organization while operating in the international market scenario has affected the performance of the same. Some 82% of the respondents of the Global Human Capital Trends survey stated that culture is taken to be the most potential component of the competitive advantage that is gained by the organizations (Kim, Schimmack and Oishi 2012). The different issues that are faced by the organizations while operating in the international markets are related to the communication and the varied cultural changes.
Hofstede’s model of multiculturalism has helped in the identification of the different cultural issues that might be faced by the organizations while expanding their limits to the international markets. The model has helped in fostering and identifying the different psychometric applications as per the individualistic needs of the employees. The major issues that are faced by the employees are dependent on their posting as expatriates in the different branches of the organization in varied international markets. Different organizations have taken steps to develop strategies in support of the organizational cultural norms, which has helped in maintaining the suitable performance of the businesses in the market. The norms that are created by Apple have helped in maintaining the different changes in the systems of the operations while operating in the international markets.
Culture as a business issue: Cross cultural moments (critical incidents). Hofstede model overview. Psychometric application of the Hofstede model. Individual cultural profiling.
The model helps in identifying the different concepts of communication and the manner in which the marketing and other management attributes of the organizations can be undertaken in a cross- cultural outset. The needs of the enterprises are boosted through the application of psychometric identification of issues and thereby enumerating the mitigation strategies. Saucier et al. 2015 stated that the strategies ensure the businesses of undertaking the suitable activities that might be helping the same to develop their position in the cross- cultural backgrounds. The issues that are faced by the women while operating on their job roles during their tenure in a male dominated workplace culture affected the purpose of executing the different activities as per the objectives of the enterprise. On the other hand, Tsai and Lau (2013) argued that the prioritization of the goals of the organization and the individuals play a major role while functioning as per the objectives of the growth of enterprises. The uncertainty and the issues that are faced by the expatriates while adjusting themselves to a different workplace culture is being enumerated as a part of the model. It has helped in maintaining the different elemental changes as per the objectives of the organizational growth. The hierarchy and power that are faced by the people while operating in their respective job roles as per the company’s internal structure helps in accessing the degree of success that might be retained by the enterprise. The hierarchy in organizational management systems has largely impacted the functionality of the employees in the cross- cultural scenario. The time constrains plays a major role in amending the different functions of the organization as per the objectives of the business while operating in the cross cultural social culture. Different human related factors constitute the operations of the businesses while operating in the diverse cross cultural scenarios. Therefore, the model has helped most of the businesses in fostering a functional value chain analysis and thereby identifies the different issues that are faced by the organizations while expanding their limits to the international markets.
The application of the national culture research on the business is based on the reframe of the policies that are formulated by businesses while undertaking ventures in different cross- cultural markets. It has helped in maintaining the different changes in the operations of the enterprises through legitimate communication and management strategies. The strategies that are formed by the organization will be dependent on the assessment of the Hofstede’s model, which will be helping the business to implement all possible steps to avoid varied cultural conflicts. The cultural conflict that are perceived while assessing the reports that are formed by the organizations clearly discloses that the major issues faced by the organizations are due to the lack of congruity in language, ethical and cultural backgrounds of the people.
Globalization has helped in undertaking cross cultural functioning of the businesses. However, the identification of the probable issues that might be faced by the enterprise while commencing or executing the specific actions will be helping the same in maintaining the changes in the operations. The individual cultural adaptability helps in the identification of the performance of the workforce while operating as per the objectives of the business. Diverse cultural backgrounds are based on the variation in mentality and the approach of the people towards the required job roles. It affects the processes of the businesses while operating in the globalized markets. The cultural systems of the society affect the functioning of the individuals as collectivism affects the smooth performance of the people while operating in the different markets.
Wider business applications of national culture research. Individual behavioural adaptation
Organizations being mostly centralized, the employees expect autocratic leadership where the leaders would be held responsible for making the processes clearer to the employees while working on the respective objectives of the business. The hierarchical structure affects the functioning of the systems of the organizations as it affects the employees and their performance. Power distance among the hierarchy of management and employees creates inequalities among the workforce. Hofstede stated, “The collective programming of the mind that distinguishes the members of one group or category of people from another” (Diener, Oishi and Ryan 2013). Uncertainties in the unfamiliar situations have helped in identifying the different concepts of cultural conflicts that affects the workflow as per the objectives of the business. Kwon et al. (2013) stated that the identification of the key elements of change in the systems of the business is made efficient through the proper functioning of the systems of the business while operating in the international markets. Masculinity/ femininity plays a major role in identifying the different roles as per gender biases which lucidly represents the cultural structure of the corporate while operating in the different fields of the market. Diener, Oishi and Ryan (2013) argued that the proper identification of the changes in the systems of the business is dependent on the cultural shifts that are faced by the people while operating as per the market norms. Therefore, the different mental setup of the people working under the same organization creates an ambience of inter- cultural conflicts which affects the organizational performance.
As the very term suggests cultural shock refers to the shock that is created due to some culture oriented aspects. One of the major features that are seen in the corporate house is sending people to the onsite paces for many job-related purposes (Presbitero 2016). This often creates a cultural shock. This happens when some of the employees find it really very difficult when the employees have to adjust to the culture and the language of people living in the different areas. Ono and Aczel (2016) stated that one of the major reasons for the cultural shock can be when the employee who is being sent to another place does not have proper information about the place where he or she is traveling to.
This happens because from the childhood each and every individual had been learning a certain kind of language and has been communicating in the same. So, it is a common fact that they have become familiar with this language. So, when they are sent to a totally different place where the language is different and they are supposed to live, work and communicate in the same it is really a very tough situation for them. The person who is sent to the place of a new culture and language can really find it very difficult. Even if they spent a huge amount of time in learning the new language they will find it tough to gain the fluency and they feel that people can make fun of them (Jack 2014).
Culture shock. Success and failure in International assignments. Culture mapping in business. Cross-cultural competency. Other major national culture research and models.
This is caused because the individuals who are born and brought up in a certain place have been following a particular routine of performing the day to day tasks. These tasks include shopping, cooking, banking and many other such works (McFadden et al. 2016). However, going to a totally new place this will really be a huge problem. Even performing the simple tasks will take up a huge energy and a great deal of time. This is also caused due to the difference in the time zones (Gunn 2017). It takes time in waking up and in going to bed. It also takes a huge time in making the meals, rushing to work. In short, it creates a huge problem and the person finds himself in a mess.
It is a common fact that each and every individual is born and brought up in a particular social surrounding. They become comfortable in the same as they grow up, study and work within the same. They also build the relationship with their fellow friends, colleagues, and families (Adekola and Sergi 2016). Even if there are some issues like some fights it can be solved easily in this known language. This is very familiar with the individuals. Wee when they are sent to some other foreign and unfamiliar surroundings people find it tough to learn the foreign language and communicate in the same (Selmer and Lauring 2015). Therefore, Michie (2014) supported through noting that it will really become a huge problem for those individuals to solve some disputes or some issues in a language that is not very known to them.
It is for all these reasons that the international assignments can turn out to be a total failure. Some employees may really feel that this is taking a heavy toll on their psyche and they give up. They suffer from depression and felt ha they have been cages. Like for an instance, this can happen with the female employees when they are sent to some of the Middle East countries. They might have lived totally a different and a free life at the U.S or the UK but they will find out very tough to adjust in the Middle Eastern countries as there are strict laws enforced on women related o the dressing, social mingling and other such aspects. This can really have a very big impact on the mindset o the employees and they can leave the assignment or can end up in making some serious problems (Jyoti and Kour 2015).
The employees can mold themselves into the different culture and learn the ideas and the beliefs of those people. This can help them in improving their self-confidence and they can also help them concentrate on their work in a better way. Though at the time they can feel frustrated they will be able to overcome them and become more self-dependent.
All the individuals must give up any kind of racist mentality. They must be open enough to understand a different cultural setup and accept their beliefs and faith as well. The individuals have to make sure that none of their statements or actions are hurting the religious or cultural emotions of others. Cultural self-analysis can be very helpful. One can also visit a psychiatrist for being able to adjust with this varied kind of surrounding. Initiating communication among all the people of different cultural backgrounds can also be a very useful method for increasing the competency. Jeffreys (2015) stated that communicating will help in knowing each other well and thus, exchange the different cultural ideas.
National culture vs Corporate culture: conflict or synergy? Introduction to the Organizational Culture Inventory (OCI).
The models of National culture model can be the Trompenaars Cultural Dimensions
Universalism believes that all individuals are equal and that all the rights and duties must be equal for all. There must not be any difference in the payment for people based on cross-cultural aspects. However, the Particularism believes that the decisions may vary as per satiations (Ang and Van Dyne 2015). Followers of this thought believe that personal relationships are important than the strict and just professional rules.
The individualism is followed in some places whereas some countries have the communitarianism. The individualism is a belief where the human beings are seen as particular individuals. They feel that they are independent and are not a part of any group. The scenario is opposite in case of communitarianism. In the later, individuals feel that they are part of a whole group and they have to take all decisions in consultation with one another. So, people moving from one place to other have to adjust accordingly.
Countries like Japan follow the neutral order where they believe in controlling the emotions. They do not support expressing the emotions that of laughter or sadness openly in public whereas emotional cultural countries are ones where open expression of emotions is very easily accepted. A good example can be Mexico.
Some countries have a specific culture where they can share their public space with others. They can also share their personal space with their close friends and the relative. They do not hesitate in opening up and mixing with people. On the other hand, the countries having the diffuse culture try to maintain alone between the two. They protect their personal space as they let people be a part of their public space.
Achievement countries try to recognize people based on their level of achievements or the number of certifications that they have revived. On the other hand, some countries try to recognize people based on their actual skills and knowledge and not on the number of achievement awards that they have received (Van Vliet 2015).
Sequential culture is followed by some countries who believe in doing work on an organized and routine wise manner. This makes work easier. On the other hand, the synchronous time culture is followed in some countries that believe in multitasking.
This is a greatly variable trait in the concept of culture. Particularly the non-western countries are one that wants to have a grip over the environment and how they experience various things. This is outer direction experience system that is they want to control everything. On the other hand, the non-western countries follow a method of internal direction. This helps them live in a harmonious and peaceful environment.
The difference in the individualism and collectivism has affected the culture and the heritage of the people as per the personality traits held by the same. The key elements of change in the systems of the organizations are dependent on the personality, human nature and the cultures that are followed by the same while operating on the collective objectives of the organizations (Chai et al. 2012). However, the national culture influences the culture of the organizations while operating in the different cultural structures. It has affected the proper functioning of the systems and operations of the business while operating in varied market structures. The alignment of the firm culture with the cultural dimensions of the nations has given rise to controversies in the workplace (Miyamoto, Ma and Petermann 2014). The universality of the human nature has affected the collectivism approach of culture and thereby bring in changes in the systems and operations of the business while operating in the different fields.
Review and critique of module themes. Summary of learning
Matzler et al. (2016) stated that culture in the national scenario depicts the identification of the different values that acts as building blocks for the growth of the society. The identification of the social norms and the manner in which the internal and external environments of the nation helps in the development of the national culture has helped in the identification of the specific changes in the approaches. However, Lee and Wohn (2012) stated that national culture helps in maintaining the specific changes in the systems and operations of the society as per the maintenance of the social norms. The dimensions of national cultures is based on the reviewing different influences (geographic, demographic, economic and the like) that helps in balancing different changes in the social structures.
On the other hand, Cheng et al. (2014) stated that the identification of the organizational culture is based mainly on the understanding of the norms, values, organizational structure and situation, which helps in the creation of the objectives of undertaking the definite operations for growth and expansion. It helps in maintaining the different levels of cognitive and behavioral concepts that are inculcated by the culture of the organization among the employees. Clucas and Marzluff (2012) stated that the different layer’s of organizational culture, as stated by Brown, has helped in identifying the different dimensions of the cultural phenomenon in the businesses. The different cultural aspects of the organizational culture are dependent on the partial involvement of the processes into the cultural dimensions of the society. The differences in the structure and the preferences of the organizations as per the socialization were based on the performance of the workplaces. The individualistic and collectivism approach of the culture has helped in balancing the different changes in the society and the businesses. It fosters the proper functioning of the employees as per the objectives of the businesses.
The organizational culture inventory (OCI) has helped in maintaining the steady understanding of the standards and the manner in which the effectiveness of the organizational culture can be measured. It helps in the identification of the behavioral norms that are followed by the employees of the organization while operating as per the objectives of the business. Pachur and Galesic (2013) stated that the employees of the organization greatly affects the culture that is created by the organization while operating in the different cross- cultural market structure. The OCI of the organization also helps the same in maintaining a high performance index of the business. the identification of the collective objective of the business and the manner in which they can be impleme4nted through the suitable behaviors of the employees are best understood through the identification of the OCI of the business. Sznycer et al. (2012) argued that the maintenance of the different levels of change4s in the systems of the operations as per the market norms are made favorable through the smooth functioning of the employees.
The OCI of the organization acts as a Human Synergistic (HS) tool, which is facilitated through the change in the systems of the businesses as per the cultural competencies that are faced by the same while operating on the key aspects of the change reconsidering the national culture that is inherent in the region. Nahata, Hazarika and Tandon (2014) stated Self actualization and the other different elements that helps in maintaining a sound culture based organization is dependent on the proper functioning of the employees. Aligning the support and trust among the employees has helped in maintaining the different levels of change in the systems and operations of the businesses helps in the identification of the specific culture based concepts, which foster the sustainability of businesses. Performance of the organizations is dependent on the behavior and the mentality of the employees working for the organizations.
Cultural trends of the organization helps in fostering the positive attitude among the employees, which helps in enhancing the performance of the same while operating on the objectives of expansion and growth of the enterprise. Giannetti and Yafeh (2012) stated that the performance of the organizations helps in maintaining the key elements of change in the processes that are planned by the business. The alignment of the culture with the culture of the nation has helped in maintaining the balance between the systems and orations of the same. Nahata, Hazarika and Tandon (2014) argued that culture and strategies that are framed by the organization helps in maintaining the suitable functioning of the business ventures aligning the objectives with the performance of the enterprise.
Accountability of the employees and their involvement in the processes that are undertaken by the business has helped in maintaining the different modifications in the processes of the enterprise. It has helped in undertaking the continuous expansion and improvements in the methods that are planned by the businesses. The formulation of the OCI of the organizations helps in identifying the response of the employees while operating on their respective job roles as per the culture of the business firms. It has helped in understanding the approach of the employees against the plans that are formulated organizations while operating on the culture based objectives of the business.
Conclusion
Therefore, from the above analysis it might be stated that culture of the organization plays a major role in defining the performance of the same while operating in the different competitive scenarios. The differences in the national and organizational culture are dependent on the approaches of individualism and collectivism, which affects the construction of the values and ethics that governs the society and the organizations as per the objectives and other considerations. Enumeration of different cultural paradigms has assisted in the identification of the cultural issues that might be related to the cross- cultural development of the organization. The different cultural trends in the national level have influenced the activities that are undertaken by the organizations. The cultural issues that are faced by the organizations are understood through the evaluation of the Hofstede’s model, which has helped in identifying the varied paradoxes. The key elements of the cultural changes in the organization are dependent on the different ethical considerations.
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