Abstract

These days, countries around the world continue with their process of globalization in the digital business and marketing. However, they find themselves straddling different national cultures, which lead to problems of cross-cultural communication management resulting in, for instance, miscommunication and misunderstanding. Consequently, an understanding of the characterisation or mapping of culture is significant, and while there are not many theories of cultural mapping, most stem from the base work of Hofstede. Basically, most people begin with a categorisation of culture through the creation of an ontology that differentiates relatable levels of reality, as a theory of levels allows culture to be broken down into parts that can be analysed more easily. It also helps them to facilitate the creation of a set of generic or universal dimensions of culture which can be used to map different cultures. However, a problem with this theoretical approach is that it does not offer a very dynamic representation of culture, and it has manifestations that impoverish the way that phenomenal manifestations of culture can be explained. On the other hand, there is an alternative approach was adopted by Schwartz. This approach does not discuss ontology but it creates a value inventory in which respondents assess ‘comprehensive’ cultural values. Consequently, there is some relationship between outcome of Hofstede’s and Schwartz’s results. Yolles has developed a theory of Knowledge Cybernetics that delivers a new ontology and a dynamic modelling approach. Schwartz’s results have been merged into this, resulting in a new theory dynamic theory of culture quite distinct from Hofstede’s level theory.

Highlights

  • Culture diversity management is one of the problems of globalisation business

  • It is clear that the level theory established through Knowledge Cybernetics (KC) provides a detailed way of exploring the nature and consequence of culture

  • The icons will not be common to other cultures with different normative values

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Summary

Introduction

Culture diversity management is one of the problems of globalisation business. It occurs because each culture in a cross-culture dialogue is in some respect different and this has an impact on the success of people’s ability to communicate meaningfully. His considerations take into account three types of culture (Hofstede, 2005): (1) national (2) organisational, and (3) occupational He explained that national culture resides in values as well as in the sense of broad tendencies to prefer certain states of affairs over others and organisational culture as an exchangeable (with new jobs) and arises from the working environment in which reside (visible and conscious) practices which can enable comparison concerning how people perceive what goes on in their organisational environment (Hofstede, 2005). Spencer-Oatey (2000) developed the layer model of culture as Figure 2 shows It emphasises the “core values of basic assumption” within a more elementary level of beliefs, attitudes and conventions. Since paradigms are culturally based, it follows that the relationship between an organisation’s paradigm and those of its departments stems from the interconnection between the organisational culture and departmental cultures

The Nature of the Cultural Paradigm
Towards a Generic Unified Model of Chinese Culture
Conclusion
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