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The effect of the different cultures in an organization

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Angelique Genevive Pieters

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Abstract

The purpose of this article is to provide the reader with information on "The effect in the organization of the different cultures in an organization. In a diverse culture, you can have other behavior, way of thinking, religion, gender, skills, experiences, and knowledge. Also, the cultures can differ in teamworking, collaboration, networking, coordination, and leadership.

Culture and its affect the organization

As an organization, you can have different cultures together, where they work together in an organization. And then, the diverse culture communicates with each other and come up with a purpose and aims for the company. Also, you can have different managers from different cultures who must understand the diverse culture differently. The culture of society includes the shared values, assumptions and goals learned from previous generations and imposed by current members of a community and passed on to future generations. Also, as a large part of the culture, you subconsciously analyze and measure the shared attitudes, codes of conduct, and expectations and control certain norms of behavior. Sometimes, some cultures have problems adapting to other organizations' cultural norms, values, and strategies. If also the person was not born and grew up in a specific culture, they have some effects through socialization. Culture is the result of the basis for living grounded in shared communication, standards, codes of conduct, and expectations. Cultures are evolving as societies adapt by choices and transition in their external and internal environment and relationships. Globalization in all forms of personal and business contacts and information borders brings about changes that result in cultural diffusion. It takes time to adapt to cultural norms and values. If the immigrants adopt some aspects of the local culture while keeping elements of their culture of origin, this process is called creolization. We have some countries protect their culture from other immigrants, and the immigrants give their society respect and value different things about their countries (Deresky & Miller, 2021). 

A manager assigned to a foreign subsidiary must expect different large and small behavior of individuals and groups of the organization. You can have an additional way of thinking, norms, and value from the organization chart. Here we can see the result of societal, sociocultural, and variables of the culture as religion and language, as well as prevailing national variables, such as economic, legal, and political skills and knowledge. National and sociocultural, this will provide development and perpetuation of cultural variables. The cultural variables determine the basic attitudes based on work, time, materialism, individualism, and changes in the culture. The attitudes affect an individual's motivation and expectations concerning work, work, team, and group. Adapting to different cultural relations can affect the individual’s expected outcomes (Deresky & Miller, 2021).

Organizational Culture

Organizational culture can vary in different as, like companies, institutions, or groups. Also, Organizational culture has various aspects like expectations, norms, and goals for group members. Further research shows that society tends to be stronger than organizational culture or if the employees with or working with a foreign company can sometimes find it challenging to adapt to new corporate cultures (Deresky & Miller, 2021).

Culture's effects on management

Trust, loyalty, teamwork, and long-term commitment are essential to organizational culture. Sometimes can be challenging to adapt to the corporate environment and culture. Sometimes interaction in the working environment in international management can affect management communication. It takes time so for the cultures to interact with each other. Contextual intelligence is the ability to understand the limits of our knowledge and to adapt that knowledge to an environment different from the one in which it was developed. The effects of culture are that sometimes they try to impose their value and systems on another society. Different people understand and relate to others in their own culture. This awareness helps guard against adopting either a parochial or ethnocentric. The unconscious reference point of one's cultural values is called a self-reference criterion. The cultural sensitivity, international managers and people from other countries understand their own cultures. Parochialism occurs, for example, when a person in France expects those from or in another country to fall automatically into patterns of behavior expected in France. Ethnocentrism describes those who operate from the assumption that their ways of doing things are best no matter where or under the conditions they apply. Contingency management requires managers to adapt to the local environment and people and manage accordingly (Deresky & Miller, 2021).

Influences on national culture

Stereotyping is believing unfairly that all people or things with a particular characteristic are the same. Stereotyping a whole group based on one person you dislike is unfair. Subcultures are a group that has beliefs and behaviors that are different from the main groups within a culture or society. The most crucial thing in a culture is the relationships among families; the education system; the economic and political systems; the associations that make up formal and informal groups; the health system; attitudes toward recreation and leisure, and perhaps most crucial, religion. As a company manager, you must understand the different cultures, norms, values, beliefs, knowledge, and skills. Also, in a work team or group, we help each other, so everybody feels comfortable.

Conclusion

The most crucial thing in a company is that everybody works with each other with gratitude, motivation, and energy. Everybody from different cultures must receive a place to bring their idea. Moreover, feels comfortable in their environment. Also, they must obtain the time to adapt to the new culture, and the concerned cultures can learn from their cultures.

References

Deresky, H. & Miller, S. (2021). International management: managing across borders and cultures: text and cases, 10th edition, Pearson, paragraph 3.1 (2021)