This paper deals with the different concepts of culture and its impact in organizationalmanagement, based on the classical worldwide survey of social cultures and management byGeert Hofstede at the IBM a decade ago. Although, the paper discusses different conceptsof organizational culture and social. The work concludes that more and more investments intraining and development of the employees will be required, as a matter of survival for globalcompanies. This paper represents a contribution updating the Hofstede´s idea and discussingnew alternatives.
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Britain International of Humanities and Social Sciences (BIoHS) Journal
Although there is a major challenge for international business to successfully adapt various cultures and their influence on the everyday operations of businesses. Such aptness needs to comprehend culture, cultural variety, opinions, stereotypes and values. Culture directs the way human beings act and conduct themselves in certain situations in life. It also explicates the way people from time to time treat others or talk about others. Consequently, culture in this circumstances is understood by a distinct set of people through its ideas, values, and traditions. These are the ideas, values, aspirations and traditions formed overtime by organisations that justified them to label it as ‘organizational culture’. This study made an analysis on the dissimilarities between national culture and organizational culture and discovered that Management under no circumstances can change a national culture, it can only know and utilize it. Whereas management can construct and occasionally change .
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This paper puts forwards different existing theories on classifying cultures of different countries. The first theory it introduces is of Hofstede's cultural aspects, then the Hall's Method of classifying culture into low and high context, and lastly the model of cultural differences by Trompenaars. Following that is the discussion on the interaction between organizational behaviour and the national culture. The focus would be the influence of culture on employee motivation, communication, organizational changes and conflict resolution.
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KNOWLEDGE INTERNATIONAL JOURNAL
This paper elaborates the issue about the importance of the national cultural values and organizational culture, through analysis and explanations of the American workers‘ culture in the organizational environment, observed through the prism of Hofstede‘s cultural dimensions in the USA/observed through the application of Hofstede‘s model in the context of the USA. In this regard, the leadership in American companies is also considered as a process that is significantly determined by the national and organizational cultural influences, by comparing the American and Japanese management styles, but also by perceiving the role of women in management in this country, that is, the issue of the "glass ceiling" concept. Each enterprise has a certain form of organizational culture that is currently dominant, but according to the requirements and impacts of various factors, it can be changed. The company always aims to recruit human resources that have developed a similar culture as.
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Human Resource Management
