Organisational Culture and International Marketing Strategy

Online exam

Table of Contents
Question 1.............................................................................................................................................3
Question 2.............................................................................................................................................5
References.............................................................................................................................................6

Question 1
There are different cultures followed within organisations of different countries. People of different
countries have their own culture and beliefs which they have to follow while working in the company.
This strategy is viewed as a high cost strategy since it concentrates on producing products that satisfy
the need of each individual. However, many researchers argued that this is an effective strategy. Due
to the fact that people from different countries are influenced by different macro environmental
factors such as language, race, education, culture, etc. there is an assumption that people will have
different consuming behavior. Therefore, from the term of international marketing, supporters of this
approach believe that multinational companies should have to find out how they must adjust an entire
marketing strategy and, including how they sell, distribute it, in order to fit new market demands.
Hofstede (1980, p. 19) claimed that "a broad tendency to prefer certain states of affairs over others" is
worth. In addition, Smith and Schwartz (1997, p.79 quoted in Lim, 2001) find out was that morals are
just one of the concepts that are closely linked to any behavioral element. As Zawawi (2008) claimed,
its recognition for many accounts is regarded to be tradition. (1994, p.429 cited) Tayeb. In context of
Swedish organisational culture, there are different factors from Hofstede model that can be evaluated
for managing the work.
In 76 nations, Hofstede performed comprehensive research on the diversity of cultures.
. He built a four-dimensional model of cross-cultural work-related principles, consisting of
individualism-collectivism, detachment from authority, masculinity-femininity and avoidance
of ambiguity (1983). The following is a description of each dimension.
The first dimension relates to the relationship between individuals and their individuality.
The degree of individuality relies on factors like that of the organization's educational level,
size, background, and culture. Employees are supposed to act rationally pursuant to their own
interests in individualistic work environments, while in a collectivistic culture, a manager
never recruits just an employee, but a candidate who belonging to more in. The second
dimension applies to how injustice is dealt with by society. The Power Distance Index (PDI)
represents the degree of reasonable equality and inequality between individuals in a group.
Hofstede suggests as a dimensional national culture the distance of influence. "The
distribution of power to the degree to which the less powerful representatives of institutions
and organizations within a nation anticipate and recognize power is managed.
The degree of position distinctions between genders refers to this factor. Hofstede (1980)
found that, rather than the role of men, the social role of women has less difference across
different cultures. He believes that male societies are those who rely on the full distinction in