Global Company and Country-Specific Cultures

Global Company and Country-Specific Cultures

Country-Specific Culture and Organizational Culture

A country-specific culture is the behaviours, norms, values, customs, and beliefs shared by people in a country. For instance, the United Arab Emirates’ culture revolves around traditional Arab culture and Islamic religion (Reiser, 2010). According to Collins (2021), organizational culture is the shared values and beliefs established by leaders and reinforced and communicated through various methods, ultimately dictating employee behaviours, perceptions, and understanding. One of the similarities between a country-specific and organizational culture is that they give people a shared sense of identity. Also, both dictate how things should be done. However, while a country-specific culture opposes similar organizations, institutions, and individuals across countries, organizational culture opposes different organizations within the same country. Also, a country-specific culture is founded on values learned since childhood and are passed across generations, while an organizational culture is founded on practices learned on the job and can change at any time.

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The Conflict between the Culture of a Country and Business Practices

The culture of a country might conflict with business practices in a country by interfering with working hours. For instance, in Dubai, the Islamic culture requires Muslims to pray five times a day, thus interfering with the working hours of an organization. However, countries and organizations can work together by defining some cultural practices that may be adjusted to create a mutually beneficial arrangement. For instance, organizations can set up a room for Muslims to hold their prayers instead of going to the mosque, ensuring they do not have to leave the workplace.

Organizational Preparation to Work Within a New Country and HR Roles

An organization may prepare to work within the culture of a new country by learning about important cultural values, beliefs, and practices. It can also create a training program to teach expatriates about important cultural practices and beliefs in the new country. The third way is hiring employees from the culture in the new country to encourage the exchange of ideas and ensure that expatriates adhere to the new culture and learn cultural practices, beliefs, and values that may not have been covered in the training program. According to Sowmya (2018), HR’s role in preparing the organization includes creating a training program and conducting cultural awareness assessments to determine whether the employees understand the new country’s culture.

References

Collins, D. (2021). Redeeming organizational culture. Rethinking Organizational Culture, 55-74. https://doi.org/10.4324/9781003174431-6

Reiser, D. (2010). Analysis of cultural differences in Dubai. BWV Verlag.

Sowmya, S. C. (2018). Cultural Steward – New role for HR. International Journal of Engineering and Management Research, 8(6), 1-3. https://doi.org/10.31033/ijemr.8.6.1

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According to Hofstede Insights (n.d.), the national culture of the organization will always affect how the organizational culture is perceived. For example, an organization can only create a culture that is open and approachable if the national culture is one where people strive to equalize the distribution of power and the social framework is flexible and allows for individuals to thrive independent of some societal position. This self-steering organization would likely not be successful in cultures where seniority-based, long-standing traditions and roles are the norm. Does this mean then, that organizations which might fall outside of the national cultural norms will never be successful? Would the organization need to change, or is it possible to change the national culture to be more accepting?

Global Company and Country-Specific Cultures

In this Discussion, you will explore country-specific or national culture and organizational culture. You will discuss cultural conflict and if HR can play a role in preparing organizations to do business in a foreign country within a different culture.

**Define a country-specific culture and organizational culture. List and describe two ways they are similar and two ways they are different.
**How might the culture of a country conflict with business practices in that country? What are ways both countries and organizations can work together?
**Before doing business in a foreign country, what are three ways that an organization may prepare to work within the culture of the new country? What role does HR play in preparing the organization?