The Application of the Concept of Organizational Culture Essay Sample

10 October 2017

The concern universe in these modern-day times calls for an enlargement of kingdom if that concern is to last. It is non any longer common for a concern house to be lodging on one state. one beginning. and one civilization. Large companies are spread outing their districts. traversing boundaries and infinite into a new universe with promises of success. The extend of their crossing can be seen as international. since they exceed the definitions of their ain civilization. Multinational companies are as such. making extensions of their chief office at different states. or stated in a better manner. different nationalities.

This whole construct of enlargement certainly has its benefits. This globalisation tendency means a greater distribution scope of merchandises and services. Companies get a bigger pool of possible costumiers on which they can sell their goods. This besides means a bigger opportunity for market and a greater possibility of increasing their gross revenues. Expansion would besides assist in the scattering of engineering to other states. Merchandises non plausible to be made in a state can be introduced by globalisation. And in the long tally. the engineering used can be easy absorbed and integrated in that specific state.

Although really promising and hopeful in the far terminal. globalisation and enlargement are faced with a batch of hurdlings every measure of the manner. One of the toughest is the cultural differences between two states. This factor can greatly impact the success or failure of a certain company. It is able to perforate all facets of the concern universe. and a individual failing can do the ruin of the company.

How can civilization impact a company? It would be better first to specify civilization. Culture in simple words is the manner of life of a certain group of people. It is a set of norms. patterns. rites. and everything else that can be associated with that group ( Shein. 1997 ) . Regional civilization therefore pertains to the civilization nowadays at a certain location. someplace of another state and another state.

Therefore. making concerns internationally requires the crossing of two or even many different civilizations. There exists a impression of cultural differences between all of those involved in the concern. be it the employer or the employee. These differences can run from subtle to the most obvious. but all creates an consequence on the overall position of a company.

Take for illustration linguistic communication. Language is one specifying factor nowadays in civilization – one can cognize the speaker’s beginning by his or her manner of speaking. This poses a great challenge of communicating between two individuals of different civilizations. Although English is said to be the “universal language” . you can non anticipate every individual one in the universe to cognize English the manner the Americans do. Or neither can a British company expect all of their employees to hold the Brit’s natural speech pattern. The differences in linguistic communications create a barrier between two co-workers. doing frames of miscommunication and misinterpretation.

Strains and edginess can besides be the consequence of these differences. Simple things such as gags can be amusing to one and annoying to the other. Pigeonholing are besides common. pulling decisions about one’s personality based on their known history or civilization. Tensions and battles are so easy conjured up. doing deterrent production ( Burman ) .

Cultural differences would besides intend struggles in traditions and imposts ( Nellen. 1997 ) . These are wide classs. but however can interrupt or do a company. Traditions can run from part specific holidays to limitations on nutrient. from gestures to vesture. Some employees are non ready to give up their traditions and merely absorbed those of their employers. These struggles can do terrible harm non merely to the company. but besides to the person’s repute every bit good.

Finally. unqualified work moralss can besides be brought upon by cultural differences. This causes people to work in different waies. being non-productive and non-constructive ( Zats. 1994 ) . Emphasis should be placed in the thought of waies. since different civilizations do non needfully intend broken employees. Each individual on their ain history likely believes that their way is right and would profit the company. But ever retrieve that in an organisation ; whether in school. household. or economic sciences. all must indicate to a individual end.

A concern organisation is besides a group of people. and being as such. should incorporate a civilization common to all. It is non necessary to alter traditions. enforce on new beliefs or curtail types of apparels for these are thoughts found in a regional civilization. This is an organisation. and the “organizational culture” is the 1 that should be imposed or modified.

It is hence a manager’s undertaking to oversee the creative activity of this civilization. By making so. he must foremost be cognizant of the job – the differences brought approximately by changing civilizations doing slow or impeded growing of the company. It is besides of import that the director protrudes his authorization over the others. but does non except them in the squad. He must so be able to pass on brightly in relaying these jobs onto others. The director must besides be able call upon the squad. and steer them in traveling towards a individual way ( Zats. 1994 ) .

The replies to jobs are non peculiarly the manager’s load. but he must seek to intercede a sort of solution that all would hold on. This solution may non be his – it can come from any member of the squad. but the director should see that everyone understood it and are more than willing to force through and do it go on.

Finally. the director must be unfastened at all times. He must be ready to absorb cognition from all possible beginnings. He must be able to understand all types of individuals. take into consideration their cultural differences when turn toing to them. In fact. merchandises that are to be produced must be made after consent from different representatives of different possible civilizations ; non merely regional civilizations. but by other group-related such as age and gender ( Fast Company ) . In the same line. directors must be able to analyze the civilization of prospective clients in order to delight them. A telephone. for illustration. would be used otherwise by an American when compared to an Italian ( Burman ) . These culture-driven actions can used to beef up a company’s border on telephone engineering for the two different locations. for illustration.

Most significantly. directors must be able to accept his failures and learn from it. Shein ( Nellen. 1997 ) officially defined civilization as

A form of shared basic premises that the group learned as it solved its jobs of external version and internal integrating. that has worked good plenty to be considered valid and. hence. to be taught to new members as the right manner you perceive. believe. and experience in relation to those jobs.

He states that merely by larning from experiences can an organisation create a civilization. which should be instantly passed on and taught to the new members. This manner. errors done in the yesteryear will non be repeated and methods of productivity will digest.

Directors are normally sent abroad to work at different locations. and this can be a challenge for most since it requires covering with different civilizations. A large inquiry so is how much can a director affect these changing civilizations in order to make a individual. productive one? As stated above. directors do non needfully necessitate to alter regional civilizations. non even their ain. In fact. many did non hold to in order to win. William J. Holstein. the editor in head of Chief Executive Magazine explained that directors working abroad do non lose their Americanism ; they merely gain a planetary position of the concern ( Holstein. 2004 ) . This would so besides mean that merchandises of a certain company would stay their ain up to any extent. regardless of the huge proportions of cultural exchange that might hold happened. A company’s merchandise. or marketable service exists as a portion of the organization’s civilization of all time since. By conveying it to other states. the company is simply sharing this civilization to others – something that the others can bask. but must non have without any legal permission from its proprietor. This manner. the individuality of the company is still present.

In decision. a good managed organisation is one which applies the construct of civilization into the company. Each organisation must be treated like one should handle disparities – non by making infinites and nothingnesss between these differences but by seeking to come up with a same set of thoughts and norms that everyone would hold upon.


Burman. E. ( N. D. ) Managing Cultural Diversity in a Global World. Workinfo. com. Retrieved November 20. 2007. from hypertext transfer protocol: //www. workinfo. com/free/Downloads/299. htm

Fast Company ( N. D. ) What Does the Future Look Like? Retrieved November 20. 2007. from hypertext transfer protocol: //www. fastcompany. com/ftalk/london/future. hypertext markup language

Holstein. W. J. ( 2004 ) . Making the Executive Suite A Mirror of Global Markets.New York Times. ( Late Edition ( East Coast ) ) . New York. N. Y. : Jul 4. 2004. pg. 3. 8 Retrieved November 20. 2007. from hypertext transfer protocol: //query. nytimes. com/gst/fullpage. hypertext markup language? res=9A0DE7DA1E38F937A35754C0A9629C8B63

Nellen. T. ( 1997 ) Notes onOrganizational Culture & A ; Leadershipby E. A. Schein. Retrieved November 20. 2007. from hypertext transfer protocol: //www. tnellen. com/ted/tc/schein. hypertext markup language

Zatz. D. ( 1994 ) Organizational Culture. Toolpak Consulting. Retrieved November 20. 2007. from hypertext transfer protocol: //www. toolpack. com/culture. hypertext markup language

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