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Cross Cultural Management in Business

   

Added on  2021-06-18

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Running head: Cross cultural management Cross cultural management
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Cross cultural management (Literature review on “culture and business”)In the globalization world, it is essential for the companies to promote and encourage a unique culture in the workplace. Each and every organization is different from values, religious, customs, assumptions and customs. The needs and requirements of the workers are fulfilled after considering the culture of the organization. The heavy and strong culture shapes the behavior andactions of individuals and group members in the firm. The paper outlines the effects of company’s culture on business and employee behavior. It explains how the corporate culture determines the success and growth of the businesses. Nosek et al (2015) argued that culture is effective and unique ideas, skills, arts and custom etc. ofa given people in a given period. Jahoda (2012) stated that each and every company has its own corporate culture. This culture helps to make a favorable and healthy working environment at theworkplace. There is a close relationship between performance and corporate culture that helps to meet the desired outcomes and goals. Parker (2011) defines that culture is a sum set of beliefs, values, norms, and attitudes that differentiate one group of people from another. In other words,, culture refers to the cumulative deposit of experience, knowledge, beliefs, experience, values, attitudes, meanings, religion, notions of time, the concept of the universe, spatial relations and possessions obtained by a group of people in the organization. From Lenzerini (2011) perspective, culture is a word for people ‘way of life’that means the way group does things. Different group of people have different culture and they follow different religions. Thus, it influences the productivity and efficiency of the subordinates in the workplace. Let’s talk about the organizational culture, it plays an enormous role to maximize the profitability and performance of the workers and organization as well. Riede (2011) argued that organizational culture encompasses an organization experiences, expectations, values as well as the philosophy that guide and direct the member behavior and it showed a good image in the minds of the members and working with outside world. In this way, culture is based on shared customs, values, traditions, attitudes and written and unwritten rules that have been built and developed over a time period and considered valid. Mostly, the companies focus on their culture to increase and enhance the efficiency and effectiveness of the employees in the workplace. Martin (2015) revealed that success and growth of the organization depend on the strong and unique culture. No company can attain its desired mission and vision without maintaining a positive working environment and culture at the workplace. Naranjo-Valencia, Jiménez-Jiménez,and Sanz-Valle, (2011) stated that an organization’s cultural norms and values largely affect whoall are involved in the organization. It has been analyzed that innovation and organized culture determine and evaluate the appropriateness of the company’s activities and actions that can contribute to its performance and productivity. It is assumed that organizational culture is not just a significant element of the firm; it is the central driver of top management business performance. Tsai (2011) claimed that high and effective performance organization could be differentiated from low-performance organization because they possessed specific traits and 2
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Cross cultural management strong culture at the workplace. The business leaders and managers are significant to the creationand communication of their workplace culture. However, the relationship between leaders and culture is not one-sided. Leadership also plays an empirical role in maintaining a dynamic and strong culture in the organization. Leaders should appreciate their role in evolving and maintaining an organization’s image and culture. A deeply established and embedded organizational culture indicates that how people must behave that can help the workers to achieve the objectives and goals. This behavioral framework ensures higher job commitment andsatisfaction when an employee feels a leader and manager is supporting her or him for attaining the goals and targets. Now it shall be noted that organizational culture, job satisfaction, and leadership are all inextricably connected with each other. From Hu et al (2012) perspective, leaders can create and affected by various workplace culture within the organization. The organizational culture also helps in making unique and dynamic decisions at the workplace. It has been analyzed that top management plays a vital role to maintain a unique culture because they favor the dynamic culture in order to actually initiate the change in the organization. It will maximize the outputs of the firm with minimizing the risks and challenges of the market. Performance is a wider indicator that can include quality, productivity, consistency, and performance. The organizational culture has the capability to improve and increase the organizational performance, and employee job satisfaction in the workplace. The business and culture are interconnected with each other for accomplishing the targets of the firm. The only things that managed by the leaders and managers is culture. If they do not manage the culture of the firm then they firm cannot attain its desired objectives. The dynamic and strong organizational culture can increase sustainability on the basis of effectiveness and efficiency. It shall be revealed by Saleem, us Saqib and Zahra (2015) where they stated that organization culture provides an effective framework with respect to the actions and behavior of subordinates in their workplace. This culture also determines the productivity and outcomes of the followers. Therefore, it is in the interest of the firm to eliminate and reduce the negative factors that slow down the worker's efficiency in order create a foster and favorable working environment and culture. The organizational culture renders various benefits to the different types of businesses inthe international market (Saleem, us Saqib and Zahra, 2015). The organization’s culture is a significant part of the brand that the people create in the business. It will also put a direct impact on the hiring of the workers as it also helps in attracting the right and potential candidate in the workplace. A favorable and unique culture also helps to maintain an open and unique communication within the organization. This reduces and eliminates the chances of misunderstandings and barriers at the workplace as it also enhances the collaboration and cooperation. By maintaining the unique culture, the firm has been able to establish open communication channels within the organization. Twumasi-Ankrah (2012) argued that organization culture also establish a transparent accountability mechanism and empower the workers. This will also help the followers know and understand their roles and responsibilities. The organization culture brings all the workers on a common platform. The employees are treated equally and no one feels neglected at the workplace by maintaining a favorable culture in the workplace. In this way, the culture plays an integral role to motivate and encourage followers3
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