–What do we mean by ‘culture’? –Brief overview of the wider ‘culture’ literature
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Question
–What do we mean by ‘culture’?
–Brief overview of the wider ‘culture’ literature –what contributes to culture, what are key culture characteristics, what shapes culture, why is culture so important, why is culture difficult for managers etc.
–Discussion on the industry experience of cultures (generally, by industry, by geography…..). Key concepts, frameworks, and theories (critical analysis of the relevant literature). What has been tried? What has the experience been? What is being recommended?
–Focal area of cultures (e.g., values, leadership…)
–Within the focal
–Key concepts, frameworks, and theories (critical analysis of the relevant literature)
–Strengths and limitations
Explanation / Answer
Culture is a set of shared beliefs, values, set of guidelines and disciplinary principles within which every individual associated with a certain group or society, operates. It is similar to the culture which may exist within an organization. The communications, actions and all internal and external attitudes are representatives of the group and exhibit this culture as part of the personality of the individual. Culture is a major definition of the personality of an individual. It is clearly exhibited by primary characteristics depict the essence of a societal culture, such as, food preferences, dress sense, social interactions and behaviors.
Empathy, unity, integration, conflict, tolerance, are criteria often largely impacted by culture and is a point of focus, for human resource departments for aligning job profiles to individuals. For example certain cultures promote extroversion and assertiveness and may perform well in management jobs, whereas a submissive and introverted individual may fare well in intellectually productive jobs.
Culture performs many major functions within an organization and is an integral part of the management system of the organization as it clarifies authority relationships as well as, flow of authority. It also reinforces standards of behavior by defining clearly and accurately the permissible and the inappropriate behavior. Clear definition of acceptable and unacceptable through a strong message from the top along with reinforcement of every dimension of the culture to be implemented through the tone at the top, ensures acquiescence throughout the organization. Employee dress code and behavior to working hours and deference towards superiors or challenging the judgement or orders of superiors, collaboration and cooperation across the departments all are defined by acceptable behavior and subsequently helps create clear guidelines for promotion of social order within the organization. The absence of such clear guidelines would result in absolute chaos, as every individual imbibed a certain culture since childhood which has a strong presence in communication and actions of the individual. Therefore, if every individual is allowed to follow the unique culture within an organization instead of operating on a common platform as defined by the organization it would be impossible, especially within the diverse culture of employees in global organizations, to maintain any semblance of order and decorum through effective communication and coordination to achieve organizational and professional goals.
For example an authoritarian organization with hierarchical culture may implement strict guidelines on a formal dress code to be followed by all employees. However, on the basis of religious requirements a Muslim woman employee insist on wearing a burqa to office. The management may not permit this as in their opinion, it would amount to disrespect of the rules of the organization, and may also consequently, encourage other employees to do the same, by flouting other rules. it is a matter of maintaining discipline by adherence to organizational rules and discipline for the management but it may amount to discrimination and create issues for the organization. Therefore, it becomes essential due to existence of an exceedingly diverse culture within organizations, for management to be exceptionally clear upon the rules and regulations to be implemented within the organization to be able to recruit candidates who will adapt to the culture.
The Hofstede model is based on cultural dimensions of individuals and addresses 6 major dimensions of Human Resource Management which can be classified as individualism, power distance, masculinity, uncertainty avoidance, long term orientation and intelligence. A sample deterministic model on the culture existing in Germany and its impact on the German workforce has been included for an understanding.
With reference to these characteristics in relation to Germany it is based on clan culture where it is the accepted societal norms that cooperation and coordination among all individuals is essential for establishment of effective communication through a style which is participated and direct. Authoritarian leadership and control are not easily accepted unless they prove their expertise. This attitude is mostly a reason due to the existence of a large and strong middle class. Therefore Germany is not a country which believes in power distance.
Individualism is basically the extent to which an individual can exist as an I as opposed to a we. It is the interdependence that exist among individuals within a society on the basis of the existence of dependence within the family structure and society as a whole. Highly individualist exercises exhibit nuclear family relationships rather than large joint family and extended family interactions. The German society is highly individualistic and self fulfillment and self-worth are the driving forces which cultivate a high sense of duty and responsibility.
The masculinity parameter defines the basic male characteristics of competitiveness, achievement and success with the definition of success being simultaneous to the qualities inherent in the winner. This value system is indicated early right at school level and is seen to be prevalent throughout organisational levels. This is opposed to the feminine qualities which are consistent with enjoying what one does and finding fulfillment in it. This definition besides the major motivating factor within the culture. Germany exhibit decidedly masculine social culture achievements and performance have high regard and a values true appreciation the society shows absolute respect for work by following a lift to work attitude rather than work to sustain. Before performance within every level of the organisation is expected to be optimal and managers required to be assertive as well as decisive.
Uncertainty avoidance deals with the acceptance of the fact that the future holds a degree of ambiguity resulting in anxiety due to unforeseen events. This dimension explain the extent of threat generated by uncertain and unforeseen future events and the system that exist within the culture to avoid such events. Germany follows the uncertainty avoidance by preference for a deductive approach to planning and decision making. Detailing and extensive analysis to arrive at conclusions based on such in-depth analysis are seen to avoid uncertainty.
Long term orientation explain how is society reacts to challenges of present and future on the basis of past history. Germany exhibits a pragmatic orientation with the society believing in adaptation and change as being important for growth. Traditions are modified to the major aim of the society of perseverance in achieving success and practice of thriftiness along with the necessity to save and invest.
Indulgence within a society is viewed as the way a society trees children and the extent to which they are socialized. It also is viewed as ability inherent in people to control desires and impulsiveness. German society exhibits restrictive rather than an intelligent culture thereby it can be considered to be a restrained society. The happiness level in these countries may be low as people feel the restriction of social norms and avoid indulging themselves also viewing leisure as gratification of Desire.
With the advent of globalisation many corporates have expanded businesses worldwide. It is an essential requirement for any business personnel representing a company, having been awarded the responsibility of visiting its company's offices, located in another nation with significantly different culture, to completely acquaint themselves with every Nuance of the culture as well as prevailing business etiquette before visiting such a Nation. The importance of intercultural Management within a business environment has been stressed upon extensively and its effectiveness supported by extensive research, making it an important requirement for assuring success in a global market. Any individual who does not adequately prepare themselves for a visit to a foreign Nation which substantially different cultural practices main seriously undermine, the chances for building successful collaborations or acquiring quality customers. Any diligent employee judicious about quality output will definitely acquaint themselves with all prevalent cultural values, attributes, method of communication required, the business practices prevalent, the perception of time, as well as, accepted norms for decision making. Inability to accommodate diversity within an organisation or support its existence with affirmative action can prove to be a major disadvantage for any organisation. As mentioned above lack of affirmative action can lead to mistrust and disloyalty towards the organisation. It can also cause an organisation to stagnate as impetus provided by encouraging diverse ideas and viewpoints is not available. An organisation which refuses to implement the formative action and utilise diversity misses out on availing of the best of talent available in the world.
Cultural appropriation is adoption of elements of another culture without the express consent of the people belonging to that culture. Cultural appropriation has been infocus in the media in the recent past due to many celebrities, as well as youngsters, flaunting elements of another culture with pride. Many detractors of cultural appropriation, identify it with power play and white Supremacy, indicating that it is an attitude of acquiring or snatching without permission. However, in my personal opinion, I feel this reaction is more in line with a deep rooted dislike for domination by whites. This appropriation however is not exclusive to the whites and many natives of various nations are seen sporting bindis and sarees. Whatever be the category of cultural appropriation whether by a citizen of a superior developed nation, or and extremely backward community, the question is whether it is appropriate to imitate a culture of another. Considering extensive globalisation resulting from extensive development and Communication Technology, the world is a village adage, has been proved true. Considering that all information including various cultures and the dresses that are available across the world being available at one's fingertips, it is only natural that most broad minded youngsters would be tempted to experiment with various items related to these cultures. The bottom line to be followed for eniac the cultural appropriation being right or wrong, should be on the basis of a very simple question, "has the act directly or indirectly cause harm to another?". They should be absolutely no other consideration. Given that interactions among youngsters as well as the old are happening across National as well as Continental borders, it is belittling to the human race to create walls amongst us by raising issues which are non-issues. How does it harm another, if a person belonging to a different culture wears their attire? It should be a matter of pride as well as sharing by breaking down social and cultural barriers, to work towards a global culture which is an eclectic mix of all cultures. Globalisation should serve to unite and not create disharmony on the basis of diversification. When we are insisting on affirmative action and unity in diversity within organisations, to ensure equality to all, why should the entire world not be awarded the same facility? Why should we promote a divisive mindset and attitude in modern society, when we consider ourselves as broadminded and educated? The younger generation will not be held hostage to the baggage of acts in history, which many of us carry within our hearts. My advice to them is to follow their hearts and unite the world by embracing all they like with equal love. Let those who oppose and fight the war of hatred and divisiveness in the name of protecting their culture and demanding respect for it, not discourage you. Imitation is the highest compliment one can pay, if they fail to recognise that, their opinion is not worthwhile.
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