In this presentation, I will discuss “International Analysis of Organization Design

In this presentation, I will discuss “International Analysis of Organization Design”.

First, a brief introduction.

Human behavior in organizations may be explained and predicted using organizational structure and culture, which are two of the most powerful concepts available. Rather than examining the relationship between organizational structure and culture and other areas of management, it is more common to examine them separately. Some research has looked at how management is impacted by both culture and structure when they function in tandem, and these findings have been published. This is unfortunate given the importance of both factors in business. This paper will focus on the Chinese culture and how it influences organizational design. Specifically, it will focus on Amazon in China and how it has had to structure its organization structure, job design, scanning practices, human resource systems, and other elements of the organization design as well as management practices.

I will now provide a brief rationale of studying the Chinese culture in relation to management practices. It would be extremely beneficial to investigate the relationship between organizational structure and culture, as both have an influence on how people behave in the workplace. They achieve this in a number of different ways. It is crucial to understand corporate culture because it specifies the assumptions, beliefs, customs, and attitudes that influence employees’ day-to-day activities. The formal constraints imposed by the division of labor, authority distribution, unit grouping, and coordination, on the other hand, are an extrinsic aspect that has an external influence on people’s behavior since they are imposed by the organization’s structure. An employee’s conduct within a firm is thus impacted by the culture and structure of the organization, as well as external factors such as economic conditions. As a result, in order to give a comprehensive picture of the behavior of an organization’s members, it is necessary to investigate the reciprocal impact of organizational culture and structure on member behavior.

It is importance to note that globalization has changed how cultures were before. It has risen in lockstep with globalization as organizations have become more adept at navigating the global complications of conducting business in foreign nations while maintaining cultural sensitivity and understanding. Culture is a well-known reality that differs from country to country (Culture, according to the Dutch management professor, is also a problem-solving instrument. According to anthropologist and business consultant Hall (1959, p.), “the persons we were coaching kept bashing their heads against an unseen barrier.” This is an excellent definition of culture for multinational CEOs, according to Hall. According to our observations, individuals were experiencing a paradigm shift in the way they ordered their lives, thought about their lives, and even their conception of what it is to be a human being. Ricks (1983) describes cultural awareness as the ability of managers to recognize and respond to the cultural aspects that influence their decisions when operating in a foreign country. Joinson (1998), who coined the term “cultural empathy,” encourages people to be aware of and to have real care for the cultures of others.

As a result of China’s economic and market reforms, three types of ownership have emerged: state-owned enterprises, privately held domestically held enterprises, and foreign-owned enterprises. Whether organizational culture differs depending on the ownership structure and whether it is linked to corporate performance or employee emotions.

I will now focus on cultural dimensions as presented by Hofstede to explain how the Chinese culture is structured. In the longitudinal measure, the component indicates how the culture perceives inequality in society, as not everyone in society is treated the same. The power gap is defined as the degree to which less powerful members of a country’s institutions and organizations expect and tolerate unequal power distribution. It is measured in percentage points. China, at 80%, is a civilization that accepts and tolerates differences amongst people. Because of this division, there are many instances of superiors abusing their position, and this will continue to happen. For the most part, individuals’ talents to take the initiative and lead are seen favorably by the general public. Individuals should not aim for a position that is higher than their existing social status.

This component stresses the extent to which community members are interconnected in terms of individuality. “I” or “We” is a matter of personal identity. Individualist societies place a great importance on the individual’s responsibility. As a reward for their loyalty, they belong to ‘in groups,’ which have been given the responsibility of hunting them down. Chinese culture has a score of 20 out of 100 because people act in the interests of the collective rather than their own. Priority is given to recruiting and advancing members of close-knit groups, such as family members. Commitment from the employer is not enough (though not always employee commitment). Relations inside the group are friendly and relaxed while those with those outside the group are tense and confrontational. Relationships are more important than tasks and corporations.

The achievement of victory or being the greatest in one’s area is regarded as success in a society that values competitiveness, performance, and achievement in the masculinity dimension. Caring for others and leading a fulfilling life are important societal objectives. In a Feminine society, being well-adjusted is more important than standing out. Is it the goal to be the best (masculine) or just the enjoyment of what they do that drives them? (Feminine). In China, many are willing to sacrifice time with their families and leisure activities in order to succeed. Late hours will be observed by hairdressers and other service providers. I don’t require any downtime. It is necessary for them to leave their family behind so that they can work and earn more money in the city. Another essential component in achieving success in China is one’s test results and ranking.

How does a society deal with the unknown future? Should we try to control it or just let it happen? This uncertainty causes worry, which many civilizations have mastered. The Uncertainty Avoidance score measures a culture’s dread of ambiguous or uncertain situations. The Uncertainty Avoidance Index gives China a 30.

Long-term vision shows how civilizations prioritize these two existential goals while maintaining links to the past. Such cultures attempt to retain long-standing customs and traditions while being wary of social change. Those with a high culture score advocate for saving and education now to prepare for the future. In this area, China is ranked 87th, indicating a pragmatic society. Truth is situational, contextual, and temporal in pragmatic societies. They are thrifty, save and invest, and goal-oriented.

Lastly, excess is a historical issue. It relates to how well youngsters are socialized. We aren’t “human” without socialization. This dimension displays how people try to regulate their urges and impulses. Indulgence is a moderate kind of restriction, whereas restraint is a harsh one. Indulgent or restrained civilizations arise. China is a Restricted society, scoring 24. This dimension is prone to pessimism. Unlike indulgent society, restrained societies value leisure time and limit appetites. Indulging is bad, according to those who share this viewpoint.

That is all, thank you for your time.