Culture and Organizational Behavour

Contents
1.0 INTRODUCTION2
2.0 pagan DIMENSIONS THEORIES3
2.1 HOFSTEDES possibility3
2.1.1 Individualism- Collectivism3
2.1.2 agency Distance4
2.1.3 Uncertainty Avoidance4
2.1.4 Masculinity Femininity5
2.1.5 goldbrick term- Long Term Orientation5
2.2 HALLS CULTURAL MODEL6
2.3 INGLEHARTS THEORY7
2.4 SCHWARTZ CULTURAL VALUES THEORY7
3.0 CULTURE AND ORGANIZATIONAL BEHAVIOR8
3.1 Differences in cultures and motivation9
3.2 The forcefulness of culture on the communication process10
3.3 culture and competitiveness resolution11
3.4 National culture and organizational change12
4.0 outline AND CONCLUSION13
4.1 ANALYSIS13
4.2 CONCLUSION13
5.0 REFERENCES:15






1.0 INTRODUCTION

According to Tylor (1871), one of the soonest definitions of culture says that culture is a complex whole which includes knowledge, belief, art, morals, law, custom, and each other capabilities and habits acquired by man as a component of society. Herskowits conceived a slightly wider definition of culture more than quartette decades ago by suggesting that culture was a human-made part of the environment (Herskowits, 1955).



According to Hofstede (1997), culture is the software of the mind, similar to a calculating machine program that controls deportment. Sathe (1985) defined culture as a serial of important values and beliefs that are characteristic for the members of a accompaniment society and are relevant to their view of the world as well as to the ideals worth to strive for. Lipi?nik (1998) says that culture cannot right away be expressed directly, for example, as a rule or pattern of behaviour, but indirectly in our functioning and our transaction to ourselves as well as to the environment around us human beings, nature. It is important to recognize that intra-cultural variation is universal (Au, 1999), and that cultural variation exists in regions, organizations, and even individuals over time.

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