“with Increasing Globalization, Organizational Culture Will Be More Important Than National Culture”. Discuss and Critically Evaluate This Statement.
“With increasing globalization, organizational culture will be more important than national culture”. Discuss and critically evaluate this statement.
As our world becomes increasingly globalized, a term used by marketing guru Theodore Levitt to depict extensive developments and advancements in communications and technology, resulting in an emerging worldwide cultural homogeneity (N. Asgary and A. Walle, 2002, The Cultural Impact of Globalization: Economic Activity and Social). With the diversification of our workforce, in terms of culture, gender and ethnicity, the argument of whether organizational culture is more crucial than national culture, or vice versa, in our current period of rapid globalization arises. In this essay, I shall discuss this argument by giving my points coupled with supporting evidence.
Firstly, according to Lysons’ (2000) paper, organizational culture is defined as the system of shared beliefs, values and habits within an organization that interacts with the formal structure to form behavioral norms. (K. Lysons (2000). Concerning Corporate Culture.) National culture is defined as the joint psychological indoctrination of people originating from any particular country (T. Morden (1999) Model of National Culture). This mental programming shapes the values, perceptions, behaviors and beliefs perceived to be of importance by people of that nationality.
To a certain extent, I believe that with increasing globalization, organizational culture has more importance than one’s national culture. With globalization, there’s an influx of foreign talents, employees and staff from other countries into a company. For example, when a Mainland Chinese migrates or is transferred to another branch of his American-based company located in America, he would be exposed to a new American culture that is completely different from what he is used to back at home. According to Hofstede’s framework for assessing culture, the Chinese and Americans are very different
As our world becomes increasingly globalized, a term used by marketing guru Theodore Levitt to depict extensive developments and advancements in communications and technology, resulting in an emerging worldwide cultural homogeneity (N. Asgary and A. Walle, 2002, The Cultural Impact of Globalization: Economic Activity and Social). With the diversification of our workforce, in terms of culture, gender and ethnicity, the argument of whether organizational culture is more crucial than national culture, or vice versa, in our current period of rapid globalization arises. In this essay, I shall discuss this argument by giving my points coupled with supporting evidence.
Firstly, according to Lysons’ (2000) paper, organizational culture is defined as the system of shared beliefs, values and habits within an organization that interacts with the formal structure to form behavioral norms. (K. Lysons (2000). Concerning Corporate Culture.) National culture is defined as the joint psychological indoctrination of people originating from any particular country (T. Morden (1999) Model of National Culture). This mental programming shapes the values, perceptions, behaviors and beliefs perceived to be of importance by people of that nationality.
To a certain extent, I believe that with increasing globalization, organizational culture has more importance than one’s national culture. With globalization, there’s an influx of foreign talents, employees and staff from other countries into a company. For example, when a Mainland Chinese migrates or is transferred to another branch of his American-based company located in America, he would be exposed to a new American culture that is completely different from what he is used to back at home. According to Hofstede’s framework for assessing culture, the Chinese and Americans are very different
References: Book Stephen Robbins, Rolf Bergman, Ian Stagg, Mary Coulter (2006) Management 4th Edition, Pgs 141 Kenneth Lysons (2000). Concerning Corporate Culture. The British Journal of Administrative Management Tony Morden (1999) Model of National Culture – A Management Review Vol Eamon P. Sweeny, Glenn Hardaker (1994). The Importance of Organizational and National Culture. European Business Review Vol. 94 No. 5, pp 3-14. MCB University Press Geert Hofstede (1993) Marilyn M. Helms, Rick Stern (2001). Exploring the Factors that Influence Employees’ Perception of Their Organisation’s Culture. Journal of Management in Medicine, Vol. 15 No. 6, pp 415-429. MCB University Press Geert Hofstede, Robert R Susan C. Schneider, Arnoud De Meyer (1991). Interpreting and responding to strategic issues: The importance of national culture. Strategic Management Journal Vol. 12, Iss. 4, pp 307-320. John Wiley & Sons, Ltd. Peter T. van den Berg, Celeste P.M. Wilderom (2004). Defining, Measuring, and Comparing Organisational Cultures. Applied Psychology: An International Review pp 570-582. Internet Resources (2)http://www.un.org/womenwatch/daw/egm/enabling-environment2005/docs/EGM-WPD-EE-2005-EP.4%20%20F.pdf Froniga Greig, (2005) Gender at Work