Essay 1 Organizational and National Culture
The essay will describe the concept of organizational culture and national culture. In the course of trying to describe both types of culture; subcultures and socialization examples will be discussed. A few real world examples will be mentioned in an attempt to further explain the topics in the essay. There are many similarities to how organizations and nations are structured and shaped by culture. The concept of cross-cultured management and multinational corporations are also a concept that organizations use to explain the behavior of their culture. Finally the essay will discuss how organizational and national cultures are interrelated. The interrelationship can be explained in the cultural dimensions and how the influence behavior and management.
First when looking at organizational culture it is important to define organizational culture. Organizational culture is what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations.(Gibson, Ivancevich, Donnelly, & Konopaske, 2012, p. 31) Organizational culture starts with ownership and management setting the tone for the firm; the attitude of the organization. Organizational culture is further defined by ownership or managements setting of the goals of the firm. The organization may ask employees “why do you come to work every day?” They may ask, “What is the goal of the firm, from your perspective?” Questions like this help management align their culture with the perceived culture of the employees or groups within the organization.
Organizational culture can posses attributes like documentation and technology. For example in many oil and gas companies the documentation need to...
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...he organizations and the governments of the nations must be trained to present the mission and values of its culture. They must provide the tools to carry out that mission to bring credibility to the culture. Organizations establish socialization programs to help assimilate their culture to the culture of foreign workers. During those programs the organization can also learn from the individual worker about their values and culture. Hofstede’s research can assist firms to better understand the cultures of other nations. Organizations can also use the data from the research to better understand its employees both domestic and foreign. It will be the culture of those organizations and nations that defines who they are and how they react to conflict that sets them apart from other firms and countries; ultimately allowing them to have an identity of their own.
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
According to study.com, “Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Every organization develops and maintains a unique culture, which provides guidelines and boundaries for the behavior of the members of the organization. Let's explore what elements make up an organization's culture”.
Organizational Culture: Organizational culture consists of parameters that members share and hold in common and implies structural stability and is embedded throughout the organization’s language, customs, traditions, ritual and policies. One can tell an organization’s culture by looking at what people wear, what time they come to work, what they brag about, even by how office space is distributed. The study of culture may focus on decoding artifacts such as organizational taboos, jargon, metaphors, humor, gossip, and any concepts that underlie the informal relationships between operators, managers, executives and their clients
According to Hofstede the influence of national culture is important to management for three reasons. The first is political and institutional. There are differences between the countries in formal institutions such as government, legal systems, educational systems, labour and employer’s association, and the way they are used. The secon...
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
An organizational culture is defined as a set of assumptions, values, and beliefs shared by members of an organization (Stojkovic, Kalinich, & Klofas, 2013, p. 250 & 251). These shared traits develop
There are many culture researchers that have explain culture and how individuals behaves in an organisation, we have Porter & co. (1975), George Murdock (1940), Clyde Kluckhohn (1952) etc. but this report shall be mostly based on the Geert Hofstede (1980) cultural dimension. He investigated the interactions between national and organisational cultures using the IBM workers as a case study and came out with four dimensions and later added two more at different times. They are:
Culture can be defined as the beliefs, values and the pattern of behavior of an individual within designated areas. The culture of organizations defines shared values and behavioral expectations. Cultural issues are especially basic issues all around the globe. These issues can happen in various routes relying upon the size, area and the custom culture of that institution. Social issues happen even because of the states of mind and how each individual comprehend in diverse business environment. Today, the corporate administrations and rising business firms have chosen to give the essential attention on trainings and classes at the multicultural working environment that will help them to understand and create
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
The Hofstede model of national culture differences, based on research carried out in the early seventies, is the first major study to receive worldwide attention. This influential model of cultural traits identifies five dimensions of culture that help to explain how and why people from various cultures behave as they do. According to Hofstede (1997) culture is Ù[ collective programming of the mind? This referring to a set of assumptions, beliefs, values and practices that a group of people has condoned as a result of the history of their engagements with one another and their environment over time. In this study, culture refers to a set of core values and behavioural patterns people have due to socialisation to a certain culture. The author̼ theoretical framework will be applied to compare differing management practices in China and the West. The five measurements of culture identified by the author are:
Miroshnik, V. (2002). Culture and international management: a review' The Journal of Management Development 21(7): 521-544
Corporate culture is the shared values and meanings that members hold in common and that are practiced by an organization’s leaders. Corporate culture is a powerful force that affects individuals in very real ways. In this paper I will explain the concept of corporate culture, apply the concept towards my employer, and analyze the validity of this concept. Research As Sackmann's Iceberg model demonstrates, culture is a series of visible and invisible characteristics that influence the behavior of members of organizations. Organizational and corporate cultures are formal and informal. They can be studied by observation, by listening and interacting with people in the culture, by reading what the company says about its own culture, by understanding career path progressions, and by observing stories about the company. As R. Solomon stated, “Corporate culture is related to ethics through the values and leadership styles that the leaders practice; the company model, the rituals and symbols that organizations value, and the way organizational executives and members communicate among themselves and with stakeholders. As a culture, the corporation defines not only jobs and roles; it also sets goals and establishes what counts as success” (Solomon, 1997, p.138). Corporate values are used to define corporate culture and drive operations found in “strong” corporate cultures. Boeing, Johnson & Johnson, and Bonar Group, the engineering firm I work for, all exemplify “strong” cultures. They all have a shared philosophy, they value the importance of people, they all have heroes that symbolize the success of the company, and they celebrate rituals, which provide opportunities for caring and sharing, for developing a spiri...
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
Frost, P. J., Moore, L. F., Louis, M. R., Lundberg, C. C. & Martin, J. (1991). Reframing Organizational Culture. Newbury Park, CA: Sage.
Organizational culture is what the employees perceive and how this perception creates a pattern of