This chapter is about organizational cultures across the world. The author defines this kind of culture as “the collective programing of the mind that distinguishes the members of one organization from others (p.344).” The organizational culture is also called organizational climate, which consists of 6 characteristics, namely holistic, historically determined, related to the things anthropologists study, socially constructed, soft and difficult to change. According to the Research on Intercultural Cooperation, the organizational cultures are divided into 6 set of categories. They are process oriented versus results oriented, employee oriented versus job oriented, parochial versus professional, open system versus closed system, loose versus tight control and normative versus pragmatic.
I am very impressed by the differences between national culture and organizational culture. The former focuses more on social values than practices but for the latter practices come first. As the author phrased it is the shared perceptions of daily practices that should be considered the core in an organization. This is definitely true, because members in a company have different backgrounds and even they are not from the region where the company is located. What bring they together and develop the feeling of solidarity is the job they do everyday.
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