Abstract
The paper examines the adequacy of theories of organizational behavior of the Human Relations School, inter alia, and finds them wanting. Such theories are either ethnocentric or lacking in comparative power. Focusing on the factory, the author asserts that (1) the factory experience cannot be treated as constant, but must be assessed contextually, and (2) the values that the workers attempt to satisfy must be defined relativistically. Following the presentation of evidence on the interrelationships between the factory and the social system in a number of cultures, the author suggests the conceptual outlines of a culturally adjusted approach to the study of organizational behavior.
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