Organizational Behavior across Cultures

ORGANIZATIONAL BEHAVIOR ACROSS CULTURE What is culture? In current usage, culture is that which distinguishes life in one group from life in another group; mental content, norms, institutions and physical objects, among other qualities. To demonstrate, consider the difference between the U. S. Plains Indian culture with that of Victorian Britain. Shortly, culture is the large-scale context of a given society. When culture (Latin: cultura, lit. "cultivation")[1] first began to take its current usage by Europeans in the 18th and 19th centuries (having had earlier antecedents elsewhere), it connoted a process of cultivation or improvement, as in agriculture or horticulture. In the 19th century, it came to refer first to the betterment or refinement of the individual, especially through education, and then to the fulfilment of national aspirations or ideals. In the mid-19th century, some scientists used the term "culture" to refer to a universal human capacity. For the German nonpositivist sociologist Georg Simmel, culture referred to "the cultivation of individuals through the agency of external forms which have been objectified in the course of history". In the 20th century, "culture" emerged as a concept central to anthropology, encompassing all human phenomena that are not purely results of human genetics. Specifically, the term "culture" in American anthropology had two meanings: (1) the evolved human capacity to classify and represent experiences with symbols, and to act imaginatively and creatively; and (2) the distinct ways that people living in different parts of the world classified and represented their experiences, and acted creatively. A distinction is current between the physical artifacts created by a society, its so-called material culture and everything else,[3] the intangibles such as language, customs, etc. that are the main referent of the term "culture". (Wikipedia)

Having multitudinous definitions or concepts of culture, in my own viewpoints, culture is a way of life despite diversities. Every one of us, including a variety of ethnic group, hasaset of lifestyle, beliefs, morale, traditions, characteristics, norms etc. thatencompasses the essence of culture and we are guided and patterned on it. It is voluntary on our part on how we are going to transmit and share it. Culture alsoplays a vital role in any forms of organization due to the fact that an individual’s behaviour is drawn from his/her cultural background. In a business organization, employees who are first timers in the international job experienced difficulty in adjusting to the new environment. Such entry made them cautious on how to adapt it without losing their self-confidence when the wrong responses are executed. Caught unaware, they are said to be experiencing cultural shock due to cultural distance. Moreover, ethnocentrism and parochialism are also factors that trigger employees’ performance when assigned in a foreign soil. A strategic way in overcoming cultural shock can be manifested through careful selection, compatible assignments, pre departure training, orientation and support. With that array of precaution, I think employees’ entry to other nation and vice versa will make the workforce victorious. Eventually, after the display of insecurity, anxiety and confusion, the fledglings will experience cultural assimilation. Nowadays, global corporations have become extensive in their operations. Managers of certainfirms, regardless of their designation, inevitably encounter a variety of issues affecting multinational operations namely, social, legal, ethical, political and economic environments, as well as individual differences. Each problem insinuates peril to the productivity of the work environment. It is really hellacious on their part infacing such dilemma if unattended. I think,it can be minimized or resolved, as long as, their skills are intact, most especially if they are the host country. Furthermore, the integration of psychological Theory Z in this particular organizational predicament must be taken into consideration. In aggregation, Organizational Behaviour AcrossCulture, even though bombarded with concerns, offers global opportunities and threats that defy the strengths and weaknesses between people and conglomerates. The understanding and management of cultural differences have become necessities to make the workforce progressive. Thus, employees’ morale is high and level of performance is satisfactory. The discretionary governance of corporate management to expand their operations lies on the loyalty and prolificacy of their people. The credibility of transcultural and expatriate managers’ expertise to become more effective in supervising their co-workers is a must. Cultural flexibility must be introduced in an upward and downward scale in any levels of organization to shield corporate contingency. -GODSPEED- References: Newstrom 13th ed. Organizational Behavior at Work Wikipedia

References: Newstrom 13th ed. Organizational Behavior at Work Wikipedia