HRM
Q1.

Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes, and assumptions that may not have been articulated but shapes the way in which people behave and things get done. Norms are unwritten rules and behaviors.

In a very simple way, we can say the culture of an organization is the typical way of doing things in the organization. It particularly relates to the behavior pattern and the relationship. The culture of an organization develops as an evolution over time. It is normally created by the people who work in the organization; both the managers and the workforce.

When we implement change, it is normally centered on something specific, like a new software feature or updated process, but we are also changing the way people work and the way the culture operates. This can serve as an immovable barrier or an unstoppable change accelerator.

What elements should we keep in mind during a change effort to ensure that we are keeping the culture top of mind and using it to our advantage?


Q2. It is hard to imagine an employer in the USA boldly saying "We are not hiring you because you are female - and women belong at home!".

However, there are cultures on the planet where not only is such an utterance the norm, but the idea of a female executive speaking up and making business decisions is deeply offensive - and possibly even against the law and in violation of religious doctrine. 

 

It is hard to imagine an employer in the USA saying "We are hot hiring you because you are gay and should be in jail".

Yet there are places in the world where not only might you hear a comment such as this, but where such utterances are completely normalized in the culture with either religious or legal backing, or both.

Domestic companies right here in the USA sometimes face a unique challenge in doing business overseas in such areas.

If you would, please hop online and do a bit of research. Tell us - how do domestic USA companies handle this quagmire? If one complies with the laws and norms overseas in such situations they obviously run amok of domestic laws, norms and ethics. Additionally - imagine the bad press that could result.

On the other hand if the company complies with the laws and norms of the USA they might not only be offending their host cultures - they maybe acting in violation of that country's laws.

How is this problem best navigated?

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