Outline tools to explore different countries’ 5 dimensions by Hofstede
The Australia culture has been rich and characterized by different things. Although the customs, beliefs and other aspects that define culture in this country differ from those that define the American culture, other factors are similar. For instance, sports are liked in Australia just as much as in America but in a whole different way. According to Mark (2016, P. 68), the Australian cities and states are still sports mad while in America some games may be played and fail to catch the attention of many people.
The other difference between the American and Australian culture is the respect for authority (Melisa 2010, P. 76). Where the American significantly show respect and trust for their political institutions and the individuals who lead them, Australians have an entrenched feeling of authority and have a strong anti-authoritarian leader. Unlike in America, they can even “boo” for a senior person such as prime minister during a social event.
One of the similarities between the cultures of the two countries is that they have a similar level of respect to their individualistic culture. According to the two nations, it signifies a loose-knit society, where people give more significance to their self-image and towards their immediate family kins. As compared to other nations especially in the west, the people of these two countries can be classified as independent thinking individuals.
The other similarity is that both are English speaking language and shares most of the body language signs. However, the Australians tend to have a lot of words/slang that are challenging to be understood by Americans. People from both countries trust that language is an essential component in their communities because it makes them to share ideas and other things that they deem important.
According to Armit (2016, P. 448), the culture of a country is influenced by various aspects such as the emergence of new generations, technology, innovation and other factors. Therefore, I do not agree with the survey results for the Australian culture because when making these survey, few of them consider the changes that occur due to the factors that affect culture.
The other reason that makes me not to agree with the survey results for American culture is that they base their judgments mostly on history or estimations. According to Melisa (2010, P. 76), studying factors that define culture in a particular area requires recent data and information to be considered because things continue changing.
I also do not agree with these results because, in as much as I know the American culture is rich, some of the results imply various things are underestimated during the surveys. For example, some of the researchers may say that the Australians are not very friendly, while in the real sense they like socializing with others and also assisting their colleagues where necessary.
Activity 2: Definition of Culture
Although organizational culture is a common term, its definition may vary depending on how people understand it. According to Erastova (2016, P. 98), to understand the definition of the word organizational culture, and how it connects with other essential elements of an organization such as structure, processes, and incentive system, it is essential to first know what culture is.
According to Chibky (2014, P. 67), culture can be defined as the general customs and beliefs associated with a certain group of people. It can also be referred to as the sum of customs, attitudes, and beliefs that differentiate one group of people from another. Therefore, in organizations, it is the beliefs and customs that differentiate one organization from the other.
The term organizational culture refers to how an organization does things and what it trusts is best in assisting it to attain its short and long term goals (Erastova 2016, P. 102). It can also be defined as the system of shared assumptions, beliefs, values and ideologies that differentiate between the right and wrong behavior. These aspects have a strong influence on employee behavior as well as organizational performance.
Organizational culture has also been defined in various other ways, like for instance, being a collection of values and rituals which are termed as crucial in integrating the members of an organization (Abbas 2011, P. 79). This implies that organizational culture can be classified as among the key factors that an organization term as fit for its good performance.
Caring about organizational culture is crucial because for businesses to succeed, they must have beliefs, customs, and attitudes that can be used to differentiate them from others and also ones that can make them to distinguish between what is right or wrong. According to Ajay (2013, P. 78), caring about organizational culture is fundamental because it makes employees and other stakeholders to avoid engaging in activities that contravene the beliefs and customs of an organization.
Caring about organizational culture is also essential because aspects that define culture in businesses are linked to various things that are crucial to not only employers but also to employees and other stakeholders (Erastova 2016, P. 99). For example, it is linked to organizational performance, employee behavior, and the manner in which an organization views its workers and the society at large.
The other reason why we should care about organizational culture is that it is the one which defines the workplace atmosphere, as well as values and attitudes (Abbas 2011, P. 80). This implies that it is the one which defines how employees react towards each other, the perception they have towards work and their organization, the perceptions they hold concerning what they should do to make their organization attains its goals and so forth.
Although Australian culture is termed as unique, there are various things that make it similar and different from that of other countries. Comparing the Australian culture with that of the United States, some of the similarities include having English as a common language, having friendly people, among others. The differences include the use of language slangs, varying levels of how people view sports among others. The survey results for the Australian culture are based on the past, and also not accurate because culture keeps changing due to various aspects and therefore and I do not agree with them.
The organizational culture can be defined as the values, assumptions, attitudes, and beliefs that an organization hold. It also refers to what an organization deems as right or wrong in factors associated with its operation. Caring about organizational culture is essential because it makes employees and other stakeholders to understand how to behave and what they should do to make an organization attain its goals.
Abbas, A. J. (2011). Organizational Culture and the Rise of "Made Men” Advances in Competitiveness Research, 19(1-2), 78-102.
Ajay, S. (2013). Profiling of Organizational Culture Using OCTAPACE Framework in Indian Insurance Industry. IUP Journal of Organizational Behavior, 12(3), 78-96.
Armit, S. (2016). Inside Australian Culture: Legacies of Enlightenment Values. Journal of the Association for the Study of Australian Literature: JASAL, 16(1), 445-456.
Chibky, U. (2014). Application of the Maslow's Hierarchy of Need Theory; Impacts and Implications on Organizational Culture, Human Resource and Employee's Performance. International Journal of Education and Management Studies, 4(4), 65-87.
Erastova, A. V. (2016). The Influence of the Ethnic Culture Specifics on the Organizational Culture of the Industrial Enterprise. European Research Studies, 19(3), 97-112.
Jennifer, H. (2014). Witnessing Australian Stories: History, Testimony, and Memory in Contemporary Culture. Transnational Literature, 7(1), 45-68.
Mark, D. (2016). Always Almost Modern: Australian Print Cultures and Modernity. Journal of the Association for the Study of Australian Literature: JASAL, 16(1), 65-87.
Melisa, B. (2010). A Hard Culture? Religion and Politics in Turn-of-the-Century Australian History. The Australian Journal of Politics and History, 56(1), 76-89