Kazakhstan management culture
Kazakhstani Management Culture : Perception of French Managers
PLAN
Introduction……………………………………………………………………….………...2
Chapter 1. Culture…………………………………………………………………………..4
Chapter 2. Kazakhstan : general information and literature review……………………….13
Chapter 3. French business culture : literature review…………………………………….17
Chapter 4. Research Propositions...………………………………………………………..20
Chapter 5. Methodology…………………………………………………………………...22
Chapter 6. Results and discussions………………………………………………………...26
Conclusions...…………………………………………………………………………...…48
References………………………………………………………………………………....52
1
Appendix…………………………………………………………………………………..54
Introduction
The purpose of this paper is to serve as a guide for foreign managers who want to work in
Kazakhstan on major aspects of the country 's business culture climate.
Why should one be interested in business culture of Kazakhstan? What is Kazakhstan?
Why should one study it?
As one of the largest countries in the world in terms of land area with vast natural resources, Kazakhstan recently became open to the world after the break-up of the Soviet
Union. Favorable geographic position (it is located on two continents, Europe and Asia) makes Kazakhstan an important Eurasian geopolitical crossroad, a bridge between West and East.
The world of business is becoming global. To succeed in this highly competitive environment, one should constantly look for new markets, new relationships and partners, new sources, etc. Working in emerging markets is a risky process. In order to minimize risks, companies should be kept informed of all changes occurring in the country, but firstly they should be aware of how to deal with people: it is the Human Resource
Management aspect that is often underestimated.
One of the key determinants of success in this increasingly global business environment is the extent to which its actors are able to cope with cross-cultural differences. The effective
PLAN
Introduction……………………………………………………………………….………...2
Chapter 1. Culture…………………………………………………………………………..4
Chapter 2. Kazakhstan : general information and literature review……………………….13
Chapter 3. French business culture : literature review…………………………………….17
Chapter 4. Research Propositions...………………………………………………………..20
Chapter 5. Methodology…………………………………………………………………...22
Chapter 6. Results and discussions………………………………………………………...26
Conclusions...…………………………………………………………………………...…48
References………………………………………………………………………………....52
1
Appendix…………………………………………………………………………………..54
Introduction
The purpose of this paper is to serve as a guide for foreign managers who want to work in
Kazakhstan on major aspects of the country 's business culture climate.
Why should one be interested in business culture of Kazakhstan? What is Kazakhstan?
Why should one study it?
As one of the largest countries in the world in terms of land area with vast natural resources, Kazakhstan recently became open to the world after the break-up of the Soviet
Union. Favorable geographic position (it is located on two continents, Europe and Asia) makes Kazakhstan an important Eurasian geopolitical crossroad, a bridge between West and East.
The world of business is becoming global. To succeed in this highly competitive environment, one should constantly look for new markets, new relationships and partners, new sources, etc. Working in emerging markets is a risky process. In order to minimize risks, companies should be kept informed of all changes occurring in the country, but firstly they should be aware of how to deal with people: it is the Human Resource
Management aspect that is often underestimated.
One of the key determinants of success in this increasingly global business environment is the extent to which its actors are able to cope with cross-cultural differences. The effective
References: (1999), Transportation and Communication Technology, Cultural Diversity, and Geographic Dispersion are the main factors that create difficulties in the day-to-day In this paper, the author would like to focus on one of the factors cited by Black et. al (1999) as being a major source of complication in the international business environment: Segalla and Besseyre des Horts (1998) claim that at the present time, there are two main waves of cultural researches in the dimension of Human Resources management: According to Segalla and Besseyre des Horts (1998), the supporters of divergence theory are in the absolute majority A generally accepted definition of culture is that offered by Kroeber and Kluckhohn (1952 cited in Adler, 1986, p.8-9): Hofstede (1991) defines culture as “software of the mind”. It is “the collective