THE CROSS CULTURALISM
Added on 2022-08-27
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Running head: CROSS CULTURALISM
CROSS CULTURALISM
Name of the Student
Name of the University
Author Note
CROSS CULTURALISM
Name of the Student
Name of the University
Author Note
CROSS CULTURALISM1
In the dynamics of cross culturalism in corporate organization, there are variant forms
of diversification in the sphere of management practices that is reflected from region to
region. According to the cross cultural concept of Hofstede, Collectivism or Individualism is
recognized as the extent of the organizational practices towards which individuals appeared
to be as integrated units (Beugelsdijk, Kostova and Roth, 2017). The paper focuses on to
deliver a comparative study in the context of cross culturalism between corporate or business
organization of Russian and Australia through the facilitation of in depth analysis on the basis
of the framework of individualistic society.
As per the Hofstede cultural dimension in the region of Russia, system of collectivism
is followed in the society. It is observed that many Russians remain uninformed regarding the
concepts of the culture that are based on the business culture of Western regions, especially
those people who are required to relocate to other region, and the people who are associated
with the duties related to motivation and profits or international business affairs (Vadi and
Vereshagin, 2006). However, following to the history of Russians, it is witnessed that the
oppressive nature of the former Soviet Union, Russians proves to feel difficult in admitting
faults publicly as well as privately (Vadi and Vereshagin, 2006). In addition the act of
praising in public is seen as suspicious. The demise of the Soviet Union establishes a new era
in the view of social and economic sphere (Brewer and Venaik, 2011). In Russia, the purpose
or preferences of an individual is not seen as a priority under job objectives rather, the
priority is identified in the facilitation of the support to the family members and their well
being (Vadi and Vereshagin, 2006). Most importantly, the work culture is recognized by low
individualism due to which the employees do not get self satisfaction even if they perform
well, because their work is not addressed as “work well done”, rather, it is addressed as
“work well recognized” (Brewer and Venaik, 2011). In the arena of managerial task, it is
In the dynamics of cross culturalism in corporate organization, there are variant forms
of diversification in the sphere of management practices that is reflected from region to
region. According to the cross cultural concept of Hofstede, Collectivism or Individualism is
recognized as the extent of the organizational practices towards which individuals appeared
to be as integrated units (Beugelsdijk, Kostova and Roth, 2017). The paper focuses on to
deliver a comparative study in the context of cross culturalism between corporate or business
organization of Russian and Australia through the facilitation of in depth analysis on the basis
of the framework of individualistic society.
As per the Hofstede cultural dimension in the region of Russia, system of collectivism
is followed in the society. It is observed that many Russians remain uninformed regarding the
concepts of the culture that are based on the business culture of Western regions, especially
those people who are required to relocate to other region, and the people who are associated
with the duties related to motivation and profits or international business affairs (Vadi and
Vereshagin, 2006). However, following to the history of Russians, it is witnessed that the
oppressive nature of the former Soviet Union, Russians proves to feel difficult in admitting
faults publicly as well as privately (Vadi and Vereshagin, 2006). In addition the act of
praising in public is seen as suspicious. The demise of the Soviet Union establishes a new era
in the view of social and economic sphere (Brewer and Venaik, 2011). In Russia, the purpose
or preferences of an individual is not seen as a priority under job objectives rather, the
priority is identified in the facilitation of the support to the family members and their well
being (Vadi and Vereshagin, 2006). Most importantly, the work culture is recognized by low
individualism due to which the employees do not get self satisfaction even if they perform
well, because their work is not addressed as “work well done”, rather, it is addressed as
“work well recognized” (Brewer and Venaik, 2011). In the arena of managerial task, it is
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