IMPACT OF CULTURE


 People from different countries as well as regions inside them often do things in different ways. One way to explain variations in behavior is the idea of culture. There are so many definitions of culture because the concept is complex. According to Hofstede (1997), culture is the software of the mind, similar to a computer program that controls behavior. According to Sathe (1985), culture is a series of important values and beliefs that are characteristic for the members of a particular society and are relevant to their view of the world as well as to the ideals worth to strive for. However the culture can’t readily be expressed directly.
The impact of national culture on a variety of Human Resource (HR) practices has become one of the most important topics in management research (K.LoMD, 2006). From the perspective of institutional theory it is suggested that HR practices are affected by differences in national culture and that HR practices will be largely dependent on managers' abilities to understand and balance different cultural values and practices (Wang et al., 2008). The contingency or external fit perspective emphasizes the fit between national culture and HR practices, implying that specific HR policies are affected by national culture.
Whereas the value systems affect human thinking, feeling, action, and the behavior of organizations and institutions in predictable ways, the value dimensions reflect basic problems that any society has to cope with but for which solutions differ from country to country (Hofstede, 1983)
People in different cultures communicate among themselves differently. . Verbal communication styles are vary in different cultures and their communication patterns. Greeting gestures has significant identifications. For an example, in a business situation, North Americans shake hands, Japanese bow, and Middle Easterners of the same sex kiss on the cheek (Abbasi and Holman, 1993).

The culture of a country or region in which the organizations function influences the way of motivating employees a great deal. In collective countries, such as Japan, giving an individual reward to an employee could embarrass the recipient and thus be de-motivating. Offering rewards for individual behavior that runs counter to group norms is unlikely to have a positive influence on motivation. People prefer to receive money, titles, or other materialistic or status-oriented rewards. (Hofstede, 1997). 

References

 Abbasi, S. M. and Hollman, K. W. (1993) ‘Business Success in the Middle East, Management Decision’, 31(1), pp. 55-59.
Gunykunst, W. B. and Ting-Toomey, S. (1988) Culture and Interpersonal Communication. California: Sage.            
Hofstede, G. (1997) Cultures and Organizations: Software of the mind. London: McGraw-Hill.
Sathe, V. (1985) Culture and Related Corporate Realities. New York: Irwin.
K.LoMD, S.M., (2006) what is the learning curve associated with double balloon enteroscopy? Technical details and early experience in 6 U.S. tertiary care centers. Gastrointestinal Endoscopy, 64(5), pp. 740-750.
    


 



Comments

Post a Comment

Popular posts from this blog

GRIEVANCE MANAGEMENT

A grievance is defined as any dispute that arises between an employer and employee, which relates to the implied or explicit terms of the employment agreement. Employee grievance can also be considered as a formal notice of employee dissatisfaction related to his/her amount of pay, the current work conditions, or other aspects of their employees  (Anastasia, 2017) . Up to how long a grievance could last depends on if there is or not a reason for such complaint. Some of the most common complaints by employees include unfair treatment by the employer, employment agreement being broken, and employer communication. The most common employers’ complaints are absenteeism, misconduct, not performing as required, and violation of safety and health. The employer must follow certain guidelines if they expect grievance management to be effective. The employer can use penalties such as warnings and suspensions.  (Hunter, 2009) Employers must act in a manner that does not break the imp...
Read more

TALENT MANAGEMENT

Talent management is the movement of recognizing, improving, hiring, maintaining and positioning ideal talented people those who have the extraordinary highlight of abilities and tendencies which enable them to perform successfully.  (Armstrong, 2009) According to the Lewis and Heckman (2006) there are considerable amount of definitions accessible for Talent Management. But some opinions remain that the definitions are unclear and lack of clarity Talent management alludes to the aptitudes of attracting highly skilled workers, of incorporating new workers and developing and retaining current workers to meet present and future business objectives. Talent management in this context doesn't refer to the management of performers. Organizations engaging in a talent management strategy move the responsibility of employees from the human resources department to all managers throughout the Company. LEAD Tennessee, for example, helps build a leadership pipeline by giving 130 employees...
Read more

RETENTION

Employee retention is the general technique or capacity of an organization to hold its best representatives and subsequently keep up a lower turnover. An organization can accomplish this by receiving different representative maintenance programs. Representative maintenance is and ought to be one of the primary concentration regions of the HR office in any organization. Implementing an employee retention program is an effective way of making sure key workers remain employed while maintaining job performance and productivity.  (Scott, 2018) A 100% family-possessed business, Mars Inc. has five standards — quality, obligation, commonality, effectiveness, opportunity — which are on each mass of each blemish office and assembling site crosswise over 73 nations. Further, Mars considers its standards important. Take, for instance, "quality." Around 2% of all M&Ms create are disposed of for "flaws" or different disappointments in quality. This devotion and adherenc...
Read more