Values in organizational cultures Organization culture defines the behavior of individuals, which influences their action within an organization. Therefore, a culture defines the values that are necessary to help the organization in achieving its goals. Honesty is one of the core values found in organization cultures. It is the act of doing the right thing and doing it for the right purposes. Honesty goes hand in hand with integrity. A positive attitude towards an organization’s mission and objectives is another organizational value. Attitude defines the personality of individuals in an organization.
Other core values in organizational cultures include accountability, competency, respect, teamwork, customer satisfaction and communication. These values help in eliminating the possibility of personal behaviors influencing the decisions of an individual (Scott and David 100). Values streamline the actions of employees so that they all act towards achieving the goals of an organization. An organizational culture that is founded on values has an advantage of gaining support from people. This is because it relates directly to their actions and defines levels of accountability. Culture and global diversity A culture is the set of standards and principles that influence the action and behavior of an individual or a group of people.
Global diversity is the difference in morals and behaviors that brought about by different cultures. Culture brings about different behaviors and beliefs about something in people. These different behaviors may be in terms of religion, customs, laws and other aspects. The concept of global diversity comes in where we recognize these broad differences and behaviors. It is difficult to understand the concept of global diversity because it has its benefits and drawbacks.
Diversity can lead to deterioration of global peace where different nations want to practice their culture at the expense of others. Other aspects of diversity are beneficial in ensuring a common ground for all individuals. Therefore, difference in cultures brings in the concept of global diversity. Complaints about MNC operations Multinational corporations are organizations that operate in more than one country. These corporations receive many complaints from the host countries in the course of their operations. The host country will voice complaints about adherence to human rights, respect for intellectual property rights and preservation of the environment among others.
They will also receive complaints about inequality of wages between these corporations and local organizations. Multinational corporations will also receive complaints from their country of origin (come-country). The most common complaint that these corporations receive from the come-countries is neglect of economic development. Investment in other economies makes the origin countries have the perception that these corporations are benefiting other countries and not their own. They will also receive tax complaints. Operations of these corporations yield profit, which triggers the reaction of come-countries about taxing the profits.
The come-country in most cases feels that the multinational corporation pays taxes to other countries and not to their home country. The other main complaint is the creation of job opportunities for locals. The come-country will always voice complaints about how a MNC hires its workforce (Tolentino 56). Generational cultures in the US workplace The traditional generation represents individuals born before 1945. The Second World War influences the actions of this generation. The Baby Boom generation represents individuals born between 1943 and 1965. These individuals believe in hard work and sacrifice as the basis for success.
Generation X generation is for those individuals born between 1968 and 1979. This generation experienced a myriad of problems during their time. Generation Y is for those individuals born between 1980 and 1999. This generation has experienced influences from computers and other forms of technology. Members of generation X lack commitment in their work unlike the Baby Boom generation that believes in hard work and commitment to work. Generations X and Y value teamwork and collective action more than other generations due to influences of technology.
The traditional generation represents conservative individuals who make decisions about work by referring to the past (Engelhardt 125). Works Cited Engelhardt, Tom. The End of Victory Culture: Cold War America and the Disillusioning of a Generation. Amherst: University of Massachusetts Press, 2007. Print. Scott, William G, and David K. Hart. Organizational Values in America. New Brunswick, U.S. A: Transaction Publishers, 2009. Print. Tolentino, Paz E. E. Multinational Corporations: Emergence and Evolution. London: Routledge, 2000. Print.