Rationale

With the process of globalization and increasing economic interdependence amongst nations, there have been extensive changes to the global landscape affected by political, ecological, and technological variables. This has resulted in boosted importance of understanding the diverse cultures across the world. Understanding national culture can prepare individual for the difficulties that may be faced when dealing with various national settings especially in appropriate communication that is not offensive or against any cultural norm. Nonetheless, acknowledging the importance of cultural differences enables managers to comprehend their global partners and competitors and enhances their administrative abilities and skills.

As the corporations become transnational, refined and sophisticated models for understanding cultures becomes essential. Developmentally, cross-cultural research in OB is coming of age, and this review reflects this momentum.It has been half a century since Hofstede first conducted his revolutionary study on cultural dimensions which has proven to be an expedient in the corporate world.

What Citation Formats Do You Support?

We hear “Can you write in APA or MLA?” all the time—and the answer’s a big yes, plus way more! Our writers are wizards with every style—APA, MLA, Harvard, Chicago, Turabian, you name it—delivering flawless formatting tailored to your assignment. Whether it’s a tricky in-text citation or a perfectly styled reference list, they’ve got the skills to make your paper academically spot-on.

MNEs undertake a progressively critical part in the global world, and subsidiaries of MNEs are fascinating objects of study in the field of organisational behaviour as the home country, the international corporate world as well as the local cultural, social, political and professional contexts influence, affect, and motivate their work. Hofstede’s model of 6 cultural dimensions gives a framework to understand organisational behaviour which helps in strategic international management, marketing and negotiations. It helps the transnational as well as the multinational corporations to carry out their operations with their subsidiaries and also with the contemporary organisations smoothly and efficiently. Thus, National culture affects, to the certain extent, much of management and organizational behaviour.

Evidence suggests that there is a correlation between national culture and internal work culture and thus certain postulations to managerial practices can be made. The 6 cultural dimensions by Hofstede aid to provide an insight to the nature, values, norms, practices and functioning of various countries that help the managers to effectively and accordingly deal and minimize conflicts within their inter-cultural workforce and create cooperation. The present study looks into specific cultural dimensions of India and Switzerland. The employees of transnational company Nestle in India and Switzerland were taken as the sample. These two countries were countries were chosen in large part for their proven potential for business, vast differences in cultures and also see the differences in the home country (Switzerland) and one of its subsidiary (India).Cultural diversity has a great influence on the function and behaviour within organizations. The understanding of cultural roots of human behaviour is critical not only for managers and their administrational style but also mirrors its impact on other organizational functions too.

Job satisfaction, work engagement and work motivation are important employee attitudes that have been found to be influenced by national culture. Organizations accomplish key objectives through workforce endeavours. The knowledge, skills and abilities of the employees are key determinants of future success. Nevertheless, organizations also want their employees to be fulfilled and satisfied with their jobs, physically and emotionally engaged with their work and faithful to their organizations. Such workplace behaviours ultimately make the employees happier and thus more productive. Thus this research aims to study the influence of culture on these employee attitudes.People everywhere are likely to prefer the desirable over the undesirable and the pleasant over the unpleasant (Diener, Diener and Diener, 1995; Michalos, 1991; Veenhoven, 1991).

A major reason for the success of happy individuals and organizations is that they experience on average more positive social relationships. Happiness, compassion and Life satisfaction are believed to have antecedents in the work domain, family domain, and personality traits. Research clearly shows that happy workers are more cooperative and collaborative in negotiations than unhappy ones. In general, positive emotions boost cooperative and collaborative behaviour in negotiations rather than withdrawal or competition.However, it is also likely that exactly what constitutes the good and the valuable varies substantially across cultures (Diener and Suh, 2000; Kitayama and Markus, 2000). In European-American culture, happiness is more of personal achievement in contrast to Eastern cultures where it is more about connectedness, mutual sympathy and support. Compassion and life satisfaction may also vary across nations being influenced by various cultural dimensions.

Are Paper Services Legal?

Yes, completely! They’re a valid tool for getting sample papers to boost your own writing skills, and there’s nothing shady about that. Use them right—like a study guide or a model to learn from—and they’re a smart, ethical way to level up your grades without breaking any rules.

Numerous research studies report that people in collectivistic cultures tend to be less satisfied than the people in individualistic cultures. It was thus considered vital to comprehend the cross section of positive psychology and culture, since it enables one to comprehend individuals inside a culture as well as empowers one to acknowledge and understand individuals from various cultures and societies.Emotional intelligence is winding up progressively crucial to people’s achievement in the increasingly digital future of work. As per Goleman’s model, those with a higher EQ have a more prominent capacity to self-direct, regulate, and larger amounts of inspiration – which can thus reduce their tendency to procrastinate, improves self-confidence, and empowers them to focus on accomplishing long-term goals. Those high level of emotional intelligence regularly have a happier outlook on life and more positive attitude than those with a lower EQ. They are additionally better at distinguishing and identifying with other individuals’ perspectives – a fundamental characteristic for anticipating and resolving conflicts at work. Basically, emotional intelligence in the work places leads to comprehending, communicating and managing, good relationships, solving problems under pressure and also avoiding conflict amongst employees.

Emotional intelligence was ranked 6th in the World Economic Forum’s rundown of the best 10 skills that employees will need to possess to thrive in the workplace of the future. Hence, having employees with high emotional intelligence will prove to be very beneficial for the organisation.Comprehending the importance and influence of national culture at the workplace and having enumerated the significance of job satisfaction, work engagement, work motivation, happiness and well-being, compassion, life satisfaction and emotional intelligence in understanding and improving organisational behaviour, all these variables were integrated to be examined under the framework of the present study.