Diana & Iuliana.

National Culture – Organizational Culture
Palade Diana & Sandu Iuliana

Specializarea : Management, An 2 , Grupa 3
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National Culture
National culture is the set of norms, behaviors, beliefs and customs that exist within the
population of a sovereign nation. International companies develop management and other
practices in accordance with the national culture they are operating in.
A distinctive set of values and assumptions generally held by members of a national group.

These can include attitudes towards power-distance, masculinity-femininity, individualism-
collectivism, and uncertainty or risk avoidance. National culture dimensions can be quantified
and expressed as country-specific indices; however, it is important to remember that this is a
statistical average and that there is considerable individual variance and overlap with
other national cultures. National culture dimensions should provide guidance when
communicating and interacting with members of that group, not to pre-judge or stereotype.
Dimensions of national culture
Professor Geert Hofstede conducted one of the most comprehensive studies of how values in the
workplace are influenced by culture. He defines culture as “the collective programming of the
mind distinguishing the members of one group or category of people from others”. The six
dimensions of national culture are based on extensive research done by Professor Geert
Hofstede, Gert Jan Hofstede, Michael Minkov and their research teams.
The model of national culture consists of five dimensions. The cultural dimensions represent
independent preferences for one state of affairs over another that distinguish countries (rather
than individuals) from each other.
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The model consists of the following dimensions :
 - power distance index (PDI) :This dimension expresses the degree to which the less
powerful members of a society accept and expect that power is distributed unequally. The
fundamental issue here is how a society handles inequalities among people.
 -individualism versus collectivism (IDV) :The high side of this dimension, called
individualism, can be defined as a preference for a loosely-knit social framework in which
individuals are expected to take care of only themselves and their immediate families. Its
opposite, collectivism, represents a preference for a tightly-knit framework in society in
which individuals can expect their relatives or members of a particular in-group to look after
them in exchange for unquestioning loyalty
 -masculinity versus feminity (MAS):The Masculinity side of this dimension represents a
preference in society for achievement, heroism, assertiveness and material rewards for
success. Society at large is more competitive. Its opposite, femininity, stands for a preference
for cooperation, modesty, caring for the weak and quality of life.
 -uncertainty avoidance index(UAI):The Uncertainty Avoidance dimension expresses the
degree to which the members of a society feel uncomfortable with uncertainty and ambiguity
 -long term orientation versus short term normative orientation(LTO) :Every society has to
maintain some links with its own past while dealing with the challenges of the present and
the future
Organizational Culture
The values and behaviors that contribute to the unique social and psychological environment of
an organization.
Organizational culture includes an organization's expectations, experiences, philosophy, and

values that hold it together, and is expressed in its self-image, inner workings, interactions with
the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, and
written and unwritten rules that have been developed over time and are considered valid.
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The seven characteristics of organizational culture are:
 1.Innovation -Companies with cultures that place a high value on innovation encourage
their employees to take risks and innovate in the performance of their jobs
 2.Attention to Detail- This characteristic of organizational culture dictates the degree to
which employees are expected to be accurate in their work
 3.Emphasis on Outcome - Companies that focus on results, but not on how the results are
achieved, place a high emphasis on this value of organizational culture
 4.Emphasis on People - Companies that place a high value on this characteristic of
organizational culture place a great deal of importance on how their decisions will affect
the people in their organizations. For these companies, it is important to treat their
employees with respect and dignity.
 5.Teamwork - Companies that organize work activities around teams instead of
individuals place a high value on this characteristic of organizational culture
 6.Aggressiveness- this characteristic of organizational culture dictatesc whether group
members are expected to be assertive or easygoing when dealing with companies they
compete with in the marketplace.
 7.Stability- A company whose culture places a high value on stability are rule-oriented
predictable, and bureaucratic in nature.
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Bibliography
 http://www.businessdictionary.com/definition/national-culture.html
 https://geert-hofstede.com/national-culture.html
 http://www.businessdictionary.com/definition/organizational-culture.html
 https://www.strategy-business.com/article/10-Principles-of-Organizational-Culture?
gko=71d2f
 http://study.com/academy/lesson/what-is-organizational-culture-definition-
characteristics.html

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National Culture – Organizational Culture

Palade Diana & Sandu Iuliana

A distinctive set of values and assumptions generally held by members of a national group.

Dimensions of national culture

Organizational culture includes an organization's expectations, experiences, philosophy, and

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