Is an understanding of culture beneficial to organisations Essay

Is an understanding of ending beneficial to organisations - Essay ExampleDays when organizations utilise to succeed even after overlooking cultural aspect are past us and either the hard government agency or the easy way (Punnett, 2010), organizations now understand that they no longer melt in closed systems nor do they have the same bargaining fountain (Martin, 1992). Customers and employees of today are not only more informed and educated but they overly have much more options (Bond & Hwang, 1986 Luthans & Doh, 2008). therefore, it is desperate for businesses to demonstrate a comprehensive understanding of the bourn organizational culture in which they are operating or else their workforce would not think twice before rejecting them ruthlessly (Punnett, 2010). In this regard, it is very imperative that organizational leaders must be aware about their own organizational culture that is a mixture of assumptions, values, artefacts, beliefs, principles, and customs in an organ ization (Alvesson, 2002). In addition, it is also important to understand that organizational culture takes time to spread or disseminate in the organizational culture, and at the same time, success of that culture relies heavily on the way culture disseminates downward or upward in an organization. One of the major reasons of such assumption is due to the fact that at many times, only inefficient dissemination of effective organizational culture results in failure (Brenton & Driskill, 2010), and thus, while it is important for organizations to have an understanding of its organization culture, it is also vital to ensure efficient implementation that is often missed out by the leaders in an organization. The fact is that we are living in a globalized world and never before in the human history has so many people from diverse cultures, traditions, customs, nationalities, ethnicities, races, colours, creeds and religions been brought together (Mullins, 2007). The only possible way to operate and succeed within this diverse globalized business environment is to gain an understanding of the local cultures and develop respectful attitudes towards them in own organizational culture (Luthans & Doh, 2008). There are several arguments in favor of organizations needing to understand culture but all of them, in one or the other, focus on the magnitude, on these differences and their implications on the workplace (Bond & Hwang, 1986). Perhaps, Hofstede conducted one of the most credible researches in this regard, highlighting these cultural differences amongst different countries in four dimensions related to workplace (Hofstede, 2001). These dimensions are of individualism vs. collectivism, power distance, uncertainty avoidance and masculinity vs. femininity but only the former two are discussed here (Luthans & Doh, 2008 Edfelt, 2009). The notion of individualism talks about the drop of individuals to put their family members on priority in comparison to needs of the so ciety while on the other hand, collectivism is the notion that involves alignment of ones needs in accordance with needs of the society (Mead & Andrews, 2009). In collectivism, it is more about societal exchange and social advantage in an interdependent fashion rather than in isolation (Edfelt, 2009). Moreover, it has been observed that individuals in collectivism rely on their associations, as well as on decisions made by the multitude members. Unlike