It is indeed true that societal practices and values affect what leaders do in different capacities.
Organizational culture plays an important role in recruitment and selection criteria. Some of the cultural items include elements such as a fast-paced work environment, a work hard environment, conservative decision making, or a risk-averse attitude versus innovation. On the aspect of training and development, cultural differences have been noted in the use of technical terms, teamwork, cockpit management, language use, and individual responsibility. Therefore, there are numerous factors that trainers or instructors must consider when dealing with employees from different cultures. For example, the use etiquette terms such as “please” and “thank you” is not universal and instructors must consider this. Culture has a great impact on compensation designs. Compensation programs that might be extremely effective in a home-country location will fail if they violate local cultural values. For example Programs that are aimed at differentiating individual performances are likely to be far less welcome in group-oriented societies where fear of loss-of-face may turn an employee program that may be successful in the U.S. into a demotivator.
Response to Kelly Ann
Cultural norms play a large part in the mechanics and interpersonal relationships of the workplace. When you grow up in a culture, you take your norms of behavior for granted. You do not have to think about your reactions, preferences, and feelings. However, what happens when one moves from one culture to another? People will realize and learn to appreciate that cultural differences is a reality but there are some practices that equally vary from one society to another. Therefore, culture has different impacts on organizational practices such as training and development, compensation, and task distribution just as you explain in your responses.
For the last 15 years, the culture of the United States has greatly changed considering aspects such as equality in the workplace, leadership, and educational backgrounds. These changes have had a great impact on the role of HR and the workplace in general. For example, the HR department must ensure to hire a predetermined number of both genders in each department to ensure gender equality. For leadership, leaders are now being forced to employ dialogue and consultative measures to ensure that they involve every employee in decision-making.
Societal cultural practices and values influence organizational practices and culture. Societal culture has a direct impact on organizational culture, given that the shared meaning that results from the dominant cultural beliefs, assumptions, values, and implicit motives endorsed by culture, results in common implicit leadership theories and implicit organization theories held by members of the culture (Wright & Aditya, 2007).
Wright, N. S., & Aditya, R. N. (2007). Cross-cultural research on organizational leadership: A critical analysis and a proposed theory. San Francisco: New Lexington.
Response to Antwinette
Hello there Antwinette. It is indeed true that societal practices and values affect what leaders do in different capacities. However, there are some global leader behavior patterns that leaders have to learn, and that are commonly applicable in leadership situations in different cultures. You give a good example by explaining that leadership behavior must allow for more debates, deliberation, and fine-tuning. How do these commonalities in leadership affect employment and the work environment globally? This question explains why employees exhibit different reactions regardless of the similarities in global leadership dimensions.