International Management and Culture
To manage culture and the misconcepts behind culture, managers have to make an effort in understanding the meaning of culture and culture itself. Culture is a system defining values, assumptions, beliefs and norms that are shared by a group of people. A cultural background will always influence assumptions made by people in that particular setting. The influence of culture on people might go unseen but it is always big. The deepness of culture depends on the level of how fundamental it is. A group that is more fundamental will see a big influence on the values and belief of the members hence low chances of the members realizing the influence. Various factors influence a culture such that country and religious are learnt at an early age. These are later influenced by media, family, educational concepts, legal and political systems.
Culture defines the identity of people such that they can define who they are. When it becomes to open, it does not become accustomed to change in the environment thus it becomes closed. Managers need to define behaviors of many people so that they can understand their weaknesses at work. For that system to work, they have to take many cultures at the same period if time into consideration. The difference has to be understood so that the system can be functional and for that reason, proper review of different cultures is necessary when it comes to management.
Different cultures see members of the culture with different priorities when it comes to decision making. Wok relationships could be affected by these values and the effect could be between an employer and the employee. Effects of culture can never be predicted therefore employers need to look out for their employees. The need to predict changes in their employees is necessary because; they would never understand or try to predict the culture that governs an individual. Culture could be significant therefore the manager needs skills that would help them times that culture is significant. Understanding of a culture gives the employer an agreeable basis such that they can predict the response of that particular culture.(Mead p,7). Decisions should not be made on assumptions in whichever case therefore managers should avoid this so that they do not lead their organizations towards the wrong path.
Take for example a company raising funds for a particular reason. Looking at the outcome of the fund raising, we realize that the donations were different. At another effort to raise funds, the employees came together to decide the amount every person will contribute. Surprisingly, they give the same amount individually. With this, employers need to realize that different people come to different culture therefore evaluating the culture might be the solution. On an individual basis, they came together with different amount, but on a group basis, they came up with an agreement.
For employers, predicting culture should be the key to understanding the behaviors exhibited by their employees. Different social groups could respond to one setting even though they have different views. Two different groups could therefore have the same response on a situation. However some models of culture analysis could mislead a manager as not all of them are a hundred percent. For that reason, managers need to have the appropriate skills to deal with the situation regarding the fact that even his culture is different from others.