Culture and Organizational Life

Culture and Organizational Life

National values and organizational practices

Differences in HRM among 5 clusters of countries

How cultural values shape the conduct of HRM

• attitudes held about, and definitions of, what makes an effective manager, and their implications for the qualities recruited, trained and developed

• the giving of face-to-face feedback, levels of power distance and uncertainty avoidance, and their implications for recruitment interview, communication, negotiation and participation processes

• expectations of the manager—subordinate relationship, and their implications for performance management and motivational processes

• differential concepts of distributive justice. socially healthy pay and the individualization of rewards, and their implications for the design of pay systems

• the mindsets used to think about organizational structuring or strategic dynamics.

• Emotional Intelligence (EI)– Self-awareness– Self-management– Self-motivation– Empathy– Social skills

• Research Findings– High EI scores, not high IQ scores, characterize high performers.

• Emotional Intelligence (EI)– Self-awareness– Self-management– Self-motivation– Empathy– Social skills

• Research Findings– High EI scores, not high IQ scores, characterize high performers.

Cultural Intelligence

• Cultural Intelligence (CQ) is the ability to cope with national, corporate and vocational cultures as described by Christopher Earley and Elaine Mosakowski in HBR of October 2004. CQ is the ability to understand unfamiliar contexts, and then to adjust. They describe three sources of Cultural Intelligence.

Metacognitive(MC)Strategies for Awareness, Planning & Checking

Cognitive(COG)Cultural Knowledge Domains

Motivation(MOT)Intrinsic Desire & Interests

Behavior(BEH)Verbal & Non-verbal Actions

Cultural Intelligence

CQ-StrategyMetacognitive (MC)

• Making sense of multi-cultural experiences• How people make sense of new cultural

settings include:– Planning before an encounter– Checking assumptions during an encounter– Revising mental maps when necessary

CQ-KnowledgeCognitive (COG)

• Knowledge of cultures and cultural values, beliefs and how

these values are reflected in history, customs, political,

economic, and social aspects of different cultures

CQ-MotivationMotivation (MOT)

• An interest to engage in cross-cultural interactions, new cultural settings

• Confidence to function well in cross-cultural settings

CQ-BehaviorBehavior(BEH)

• Ability and flexibility to adapt verbal and non-verbal behaviors appropriately in new cultures

• Verbal: tone, pronunciation, etc.• Non-verbal: gestures, facial expressions,

dressing, etc.