The short article “Why Don’t They Like Us Overseas? Organizing U. S. Organisation Practices to Manage Culture Clash” by Thomas Begley and David Boyd discusses factors and ways to reinforce business culture as it is the chance to expand abroad and to avoid so-called culture clash. Different nations ahs their own cultural beliefs, ethical standards and methods of doing company and what is considered normal in one country might be thought about dishonest and violent in another one. Shared culture is the very best for unity of function.
For instance, Americans are often questioning why others do not like them. The reasons are rejection to sign agreement on global warming, national fixation on celebrity icons, etc. Really, it is called international understanding and every country has national traits, beliefs and customizeds which are not understood and shared. When business attempt to use their business values overseas, they face a number of obstacles and tensions as those individuals are offered with another mindset.
Worldwide systems would be of great help as they offer customer responsiveness, global performance management, infrastructure capabilities, etc. The authors argue that global consistency is needed for overall mutual understanding. Global consistency is defined as “a means of increasing corporate efficiency”. (p360) To impose own values is not effective way out as overseas employees often resist as values are not universal and motivators are not similar as many Americans believe. I think that the article is very informative as it shows ways to cope with culture clash and to increase efficiency.
The concept of cultural difference can’t be ignored when expanding overseas as employees have another values and beliefs. Cultural difference can be applied to every organization and company, not only those which are willing to expand overseas. Corporate culture is not national culture and, therefore, leaders should promote effectiveness through mutuality. References Begley, Th. , & Boyd, D. P. (2003). Why Don’t They Like Us Overseas? Organizing U. S. Business Practices to Manage Culture Clash. Organizational Dynamics, 32, 4, pp. 357-371.
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