What is Culture

1. What is Culture? Culture can be as divisive as it is uniting. It involves the collective social institutions, customs, and achievements of a people or group. In essence, it’s the way a group does things, which is dependent on so much of its history, its values, its beliefs, and how it solves problems. "A useful way of thinking about where culture comes from is... culture is the way in which a group of people solves problems...a problem that is regularly solved disappears from consciousness and becomes a basic assumption, an underlying premise..." — Alfons Trompenaars A national culture shapes the culture of an organization because the people within that org have had similar experiences and realities growing up in that country. However, in multicultural countries and cities elements from various subcultures and different backgrounds affect one’s cultural experience and expectations. As a result, it’s easy for clashes to occur in organizations if the culture isn’t inclusive, representative of the variety of voices, or not affording equal opportunities to all. www.toughconvos.com

2. What is National Culture & Why is it Important? National culture constitutes the value differences involved between groups of nations and regions. It considers the beliefs, customs and values shared by the population of a specific country. Characteristics of a national culture, such as racial identity, language, religion, history, and others, are fundamental. According to Professor Geert Hofstede, national culture is fundamental to culture change in the workplace. The importance of national culture can be broken down into different dimensions. www.toughconvos.com

3. What are Hofstede's dimensions of culture? Hofstede introduced six dimensions of national culture that include: Power Distance Index (PDI) - This dimension examines the degree to which a society’s less powerful members accept that power is distributed unequally. Societies with higher PDIs accept hierarchical structures, while lower PDIs demand justification for power inequality, striving to change things. Individualism vs. Collectivism highlights individual preferences for loosely-knit social networks where people focus on taking care of themselves and their families. Collectivism prefers tightly-knit social frameworks where people are looked after in exchange for unquestionable loyalty. Masculinity vs Femininity - Masculinity prioritizes heroism and assertiveness, emphasizes quality of life and caring for the weak. In organizations, this is referred to as the tough vs. tender culture. Uncertainty Avoidance Index (UAI) - Expresses how much a country is uncomfortable with ambiguity and uncertainty. Countries with a higher UAI have rigid policies and are more intolerant of unorthodox ideas. - Individualism while femininity www.toughconvos.com

4. What is Organizational Culture? What are the parameters of setting an organizational culture? Organizational culture is a combination of expectations, values, and practices that guides the actions of team members within an organizational culture involves cultivating a team culture embedded with these guidelines and ensuring that employees understand how management wants them to respond to any situation. organization. Creating www.toughconvos.com

5. Why is Organizational Culture Important? Positive culture changes in the workplace affect every organizational aspect, from punctuality to employee benefits. The more inclusive and embracing an organizational culture is, the more employees will feel valued and comfortable to be themselves. Additionally, organizations that emphasize positive cultural habits stand a better chance of navigating difficult stretches and changes within the business environment. Around 77% of workers consider organizational culture before signing on with a company, while more than 50% would ditch their job for lower-paying opportunities with a better organizational culture. Understanding these cultural nuances allows employers to facilitate better customs and more inclusive practices so everyone feels welcome, particularly groups of people that face more inequities than others. Let’s have a Tough Convo today to talk about your organizational culture and what you can do to optimize it. Tough Convos, Canada Tel: 1(858) 876-8176 www.toughconvos.com