CHAPTER ONE:
NATIONAL & INTERNATIONAL CULTURAL
DIMENSION
Prepared by;
MDM. Junaida Hj Ismail
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Learning Objectives;
Explain the national and international dimensions of culture
Describe the Major Characteristic of Malay, Chinese and Indian
Culture
Explain the characteristic of national culture and organizational
Behavior
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INTRODUCTION & DEFINITION

Taylor (1958)
 Cultural is a complex collection that include knowledge,
beliefs, arts, morals, laws, customs & all abilities & norms that
obtained as a result of an individual joining a society. It is a
conventional understanding that promote a behavior or an
outcome of arts in a society.

Talcott Parsons & Alfred Kroeber (1958)
 Cultural refers to the values, ideas and other object that become
a symbol that can be created and extended or broaden until it
generates human behavior and outcome of arts.
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INTRODUCTION & DEFINITION

Hofstede (1991)

Cultural is a collective mindset that differentiate one member of a society from
another.

Cultural can be concluded as the connection among the society’s members
through factors such as language, clothing, food, religion, belief, inspiration and
challenge.

It is a collection of factors that need to be learned and practiced the behavior
either consciously or unconsciously, as it influence human decision making.
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MAIN CHARACTERISTICS:

IN MALAY

Some of Malay cultural that need to be given consideration are:
 Respect (esp. the elderly)
 Generous / liberal
 Loving
 Patience
 Sensitive to self & other’s feelings
 Honest
 Tolerance
 Courtesy/Polite
 Obedience/ compliance
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MAIN CHARACTERISTICS:

IN CHINESE

Some of Chinese cultural that need to be given consideration are:
 Food orientation
 Hardworking
 Strive for success
 Educational priority
 Aim for fortune (wealth) & money
 Family orientation
 Harmony
 High status in society
 Entrepreneurship
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MAIN CHARACTERISTICS:

IN INDIAN

Some of Indian cultural that need to be given consideration are:
 Abide by God rules
 Belongingness feeling
 High consideration among relative
 Family entity
 Moderation
 Involvement
 Hardworking
 Dignity
 Karma
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MAIN CHARACTERISTICS:

IN IBAN

Some of Iban cultural that need to be given consideration are:
 The largest tribe
 Courage
 Live in homogeneous society
 Able to understand each others despite of the many different dialects.
 High value in arts
 Family entity
 Social ethnic based on hierarchical order
 Obey to leader tribe
 Democratic in sharing power
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MAIN CHARACTERISTICS:

IN KADAZAN

Some of Kadazan cultural that need to be given consideration are:
 Originated from south of Philippines
 Festival & istiadat
 Place importance in paddy spirit
 Believe in do’s & don'ts
 Hierarchy
 Courtesy
 Believing is important
 High value in arts
 Family entity
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MAIN CHARACTERISTICS:

IN AMERICAN

Some of American cultural that need to be given consideration are:
 Individualistic
 Success
 Punctuality (time)
 Equality
 Achievement
 Hardworking
 Competitiveness
 Freedom (including in voicing their opinion)
 Informality
 Innovation
 Mind their own business
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NATIONAL CULTURAL & ORGANIZATION BEHAVIOR

Since achieving our independence, all leasers had tried to create
one Malaysia cultural that being respected by other nations, which
based on multiple uniqueness in all races. And this is called
national cultural.

Based on research conducted by Asma Abdullah (1996) and other
researches, we can conclude that working society in Malaysia
share these similar characteristics:
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NATIONAL CULTURAL & ORGANIZATION BEHAVIOR
1.
2.
3.
4.
5.
6.
Collectivism
Hierarchy
Relationship with environment & nature
Dignity
Religion
Strive towards success
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Closure;
Answer the question below;
1.
List any FIVE (5) Malay Culture ?
2.
List any FIVE (5) Chinese Culture?
3.
List any FIVE (5) Indian Culture?
4.
List any FIVE (5) American Culture?
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Learning Objectives;
Describe the analytical framework of culture according to
Hofstede, Kluckholn & Strodbeck
Describe the management in differences world culture
Understanding cultural differences
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CULTURE ANALYSIS FRAME

Based on Hofstede

Geer Hofstede had conduct comprehensive research based on
116,000 IBM employees in multinationals companies
throughout 40 countries about their work-related cultures.

The main finding was his confirmation on national cultural do
have strong impact on values & employee’s attitude among the
employees.

This finding gained from the differences between nonmanagement and management employees which based on
FIVE national cultural dimension, which are:
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HOFSTEDE MODEL
Individualism vs. Collectivism
 Power distance

Uncertainty avoidance
 Achievement Versus Nurturing


Long-term
orientations
versus
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short
term
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Individualistic Vs Collectivism
Individualism is the degree to which people in a country prefer to
act as individuals rather than as members of groups.
Collectivism is the equivalent of low individualism
e.g. Most Asian countries were more collectivism, but United
States ranked highest among all countries on individualism.
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Power Distance
The degree to which people in a country accept that power in
institutions and organizations is distributed unequally.
If, range from relatively equal (means low power distance) to
extremely unequally (high power distance).
e.g China and West Africa scored high on power distance, but The
United States and the Netherlands scored low power distance
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Uncertainty Avoidance
The degree to which people in a country prefer structured over
unstructured situations.
In countries that score high on uncertainty avoidance, people have
an increased level of anxiety, which manifests itself in greater
nervousness, stress and aggressiveness.
e.g France & Russian – high on uncertainty avoidance
But Netherlands rated low .
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Achievement Versus Nurturing
Achievement is the degree to which values such as assertiveness,
the acquisition of money and material goods and competition
prevail.
Nurturing is the degree to which people value relationships, and
show sensitivity and concern for the welfare of others.
e.g. Germany and Hong Kong rated high on achievement, Russia
and Netherlands rated low.
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Long-term Versus Short term
People in cultures with long-term orientations look to the future and
value thrift and persistence.
A short-term orientations values the past and present and
emphasizes respect for tradition and fulfilling social obligations.
e.g. China and Hong Kong rated had a long-term orientations,
whereas France and the United States had a short-term orientations.
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CULTURE ANALYSIS FRAME

Based on Kluckholn & Strodbeck

Cultural can be categorized based on several dimensions which used to
classified types of organization.
a)
Relationship with Environment & Nature

Human should connect himself with nature either through governing
them or live in harmony with them.
b)
Time Orientation

Time consideration either based on past, present or future time.
c)
The Nature of Human Existence

It is believed that human exist in order to be good, bad or both.
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KLUCKHOLN & STRODBECK MODEL
d)
e)
f)
Activity Orientation

Some culture focus on building culture as it implement certain
activities. Or some focus on controlling activities.
Focus on Responsibility

To see the relationship is either being influenced by individualism
spirit, teamwork cooperation or abide by hierarchical order.
Space Concept

Some cultural practice openness and some practice closed culture.
E.g. East cultural is more towards closed practice when handling
family matters, while West practice more open cultural.
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MANAGEMENT IN DIFFERENCES WORLD CULTURES

Understanding Cultural Differences

It is important for managers who manage employees that
come from various different background. Some of
recommendation ways to handle multi-cultural employees
are:
1.
Identify main beliefs within Malaysian cultural itself, as it helps
managers to interpret cultural dimension such as respecting elderly
and being collectivism. Failing to understanding own cultural will
difficult the managers to manage the organization which employ
employees from different background.
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Continues…
2.
3.
4.
5.
6.
7.
Understand global values and principles in workplace especially
in terms of work momentum, responsive values, value-added
services, quality & punctuality.
Revise values and practices of corporate culture where employees
work. Implementation of these culture should always be discussed
before implementing them.
Gain intra and inter-culture communication skills.
Learn and practice the skills in communication, work within a
group so it fit the purpose of the culture.
Assist new employees in adjusting their skills with the cultural
values and accepted practices.
Build ways to accept and provide feedback openly.
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SOCIAL CULTURAL DIMENSION IN AN ORGANIZATION – PAD 330
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Continues…..

Managing Cultural Differences

Some of steps to understand the differences in culture are:
1.
2.
3.
4.
5.
6.
7.
Arrange flexible working system.
Organize training based on culture needs.
Change the perception of “all people are the same” to “appreciate &
respect other’s culture”.
Be tolerant and try to get to know one another.
Create working and corporate culture to create homogeneous culture
within organization.
Educate every employee to fully understand vision, mission and
philosophy of organization.
Encourage employees to be involve in handling international challenges
and competition.
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Closure;
Answer the question below;
1.
Explain briefly ways to understand the culture as suggested by
Kluckholn and Storbeck ?
2.
List the recommendations ways to handle multi cultural
employees?
3.
Elaborate on any FOUR (4) culture values as defined by
Hofstede Model?
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