Cultural Diferences

In: Business and Management

Submitted By angelf
Words 338
Pages 2
People often assume cultural heterogeneity creates tensions for organizations. The authors developed a pilot project interviewing with eight companies and they found, instead, that nationality-based culture was one of the less significant variables affecting the integration of the companies and their organizational effectiveness. Also, they discovered that relatively few issues or problems arose which could be labeled “cultural”, even though managers were able to identify style differences easily that fit common cultural patterns. In addition, they found that very few measures were taken to facilitate cultural integration. Cultural values or national differences are used as a convenient explanation for other problems, both interpersonal and organizational, such as a failure to respect people, group power and politics, resentment at subordination, poor strategic fit, limited organizational communication, or the absence of problem-solving forums. Most interviewees were able to identify a number of ways in which they differed “culturally” from their foreign colleagues in values, interpersonal style, and organizational approach. The first difference issue mentioned was Language problems. American employees noted cultural differences in decision-making styles. They also identified a number of differences in
interpersonal style between themselves and their foreign colleagues which they
attributed to national culture. If cultural differences between a parent and subsidiary do not necessarily lead to significant inter-organizational conflict, what is the real cause? The factors that moderate the relationship between cultural heterogeneity and organizational conflict related by the authors are: Relationship desirability, Business compatibility between the two companies, Investment without interference, Open communication and mutual respect, Business success; and…...

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