Download e-book for kindle: Cambridge Handbook of Culture, Organizations, and Work by Rabi S. Bhagat, Richard M. Steers

By Rabi S. Bhagat, Richard M. Steers

ISBN-10: 0511581157

ISBN-13: 9780511581151

ISBN-10: 0521877423

ISBN-13: 9780521877428

It's now widely known that international locations around the globe have gotten more and more interconnected, and that either private and non-private companies are of necessity changing into more and more international. As political, criminal, and monetary limitations recede during this surroundings, cultural boundaries become a crucial problem to organizational survival and good fortune. it isn't but transparent even if those worldwide realities will reason cultures to converge, harmonize, and search universal flooring or to retrench, face up to, and intensify their transformations. In both case, it's of paramount value for either managers and organizational students to appreciate the cultural crosscurrents underlying those alterations. With contributions from a global staff of students, this 2009 ebook experiences, analyzes, and integrates on hand conception and learn to offer the simplest details attainable in regards to the function of tradition and cultural changes in organizational dynamics.

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Hall, E. t. 1959, 1981. The Silent Language. New York: doubleday. R. 1990. Understanding Cultural Differences. Yarmouth, Maine: Intercultural Press. Hofstede, g. 1980, 2001. Culture’s Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. thousand Oaks, CA: Sage Publications. and Bond, M. H. 1991. “the Confucius connection: From cultural roots to economic growth”, Organizational Dynamics 16(4): 4–21. Hooker, J. 2003. Working Across Cultures. Stanford, CA: Stanford University Press.

Behaviors, Hofstede (1980), trompenaars (1993), and Schwartz (1994) integrate these behaviors into one cultural dimension. We argue that, for purposes of better understanding organization and management across cultures, it is logical to focus on a small number of critical dimensions that account for most of managerial behavior instead of cutting the cultural pie into several smaller slices. For this reason, we follow Schwartz’s (1994) approach and use mastery and harmony as representative of cultures that vary in the extent to which they seek achievement and control over the natural and social world or accommodation with it.

Kluckhohn and Strodtbeck (1961) propose two separate cultural dimensions that relate to this dimension. the first dimension focuses on how humans relate to nature. they identified three main cultural types. In “mastery” cultures, individuals have a need or responsibility to control nature; in “subjugation” cultures, individuals submit to nature; and in “harmony” cultures, individuals work with nature to keep harmony or balance. the second dimension focuses on the degree to which striving for goals is important.

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Cambridge Handbook of Culture, Organizations, and Work by Rabi S. Bhagat, Richard M. Steers


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