Accommodating cultural differences and commonalities

Posted by / 12-Oct-2019 10:00

Another practical issue is determining the relevant cultural dimensions to measure.There has been substantial work, usually based on comprehensive surveys, which have come up with sometimes quite different answers.An individual’s ethnicity and religious affiliation are the most commonly recognized cultural factors.While the former is too challenging to categorize on a global scale (and even increasingly difficult on a local level), the latter has much clearer parameters.Also, the underlying studies used to calculate cultural dimensions can sometimes be old because the necessary survey work tends to be expensive.This creates the danger of missing out for a few years on any quantum shifts that may have occurred.

Different regional and national cultures, overlapping types of cultures and individual choices get lost in this sort of analysis.Nicholas Garbis, Leader, Workforce Intelligence COE at GE Power & Water While the previous section outlines the principal characteristics of the current workforce from a demographic, educational and work environment perspective, it does not touch upon one additional, equally important issue: culture.Encompassing a wide spectrum of behavioral traits—from how individuals greet each other to the principles they hold dear—culture has a tremendous impact on employee engagement and cross-organizational interaction.It thus separates people from, as much as it creates, a community.That community need not be a country: it can be ethnic, religious or even professional or corporate.

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The first major contributor to this field was the Dutch sociologist Geert Hofstede.