Culture and Organization: MacroMicro Interface

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Culture and OrganizationMacro/Micro Interface
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Expatriate Issues

• Pre-assignment
• Objectives of the assignment (length, clarity)
• Assessing the opportunity (responsibility,
  rewards, compensation)
• Dealing with problems (dual careers, families,
  health, safety)
• Preparation (reading, exploratory visits, meeting
  people)
• While there
• Learning/Adapting to the environment -- the
  heros journey
• Links to home -- mentors communication of effort
  and achievement, face-to-face contact,
  career-planning
• Attitudes -- Free agent/ Heart at home/
  Going Native/ Dual Citizen
• Post-assignment
• Reverse culture shock (also economic and social
  shocks)
• Irrelevance to company/ Depression
• Career issues

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Expatriates

• Why expatriates?
• Coordination Control
• Transmission of Corporate Values/Culture
• Technology Transfer
• Developing Organizational Capabilities (learning)
• Management Development
• Types of expatriates
• Home-country nationals
• Third-country nationals
• Local hires

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Expatriate attitudes
Lo
Free agent
Going Native
Allegiance to parent company
Heart at home
Dual citizen
Hi
Lo
Hi
Allegiance to local operation
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Expatriate Failure Rates Recall rate
of Companies

• U.S. multinationals
• 20-40
• 10-20
• European multinationals
• 11-15
• 6 -10
• Japanese multinationals
• 11-19
• 6-10

• U.S. multinationals
• 7
• 69
• 24
• European multinationals
• 3
• 38
• 59
• Japanese multinationals
• 14
• 10
• 76

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CULTURE IN CONTEXT
MICRO Integration/ Transformation
MACRO Mapping Input
Culture
Output
MESO Bridging
Environment Culture Politics Economy Legal Resourc
es History
Organizational Group Individual
Task
Formal Organizational Arrangements
Individual
Feedback
From Nadler Tushman, A General Diagnostic
Model for Organizational Behavior
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Cultures Influence on Work
Dr. Julia Gluesing, Cross-Cultural Connections,
Inc.
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Cultures Influence on Work
With Dr. Julia Gluesing, Cultural Connections,
Inc.
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Cultures Influence on Work
With Dr. Julia Gluesing, Cross-Cultural
Connections, Inc.
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The Embeddedness of Your Organizational Culture

• ? National (?)
• ? Institutional
• ? Regional
• ? Departmental
• ? Occupational
• ? ___________??

Whats shared whats not?
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CULTURE QUESTIONNAIRE
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1
2
3
5
6
7
Well-defined job role Fast efficient
decision-making Distinct boundary between work
and private life Leader as mediator Situation
more important than rules Expertise Hierarchy
Uncertainty Avoidance
Job-role flexibility Consensus
decision-making Small boundary between work and
private life Leaders as authority Rules more
important than situation Age seniority Collater
ality (equality) Risk-taking
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David Lettermans Top Ten Rejected New Names for
Euro Disney
From the Home Office in Wahoo, Nebraska... 10.
Euro Disaster 9. El Biggo Mistake-o 8.
Never-Never-Profit Land 7. La Veal de Guys in
Big Smelly Costumes 6. Gumpworld 5.
Beaucoup de Crap Americain 4. Johnny Depp's
Hotel of Destruction 3. Boutros Boutros-Goofy
2. Have-You-Forgotten-We-Saved-Your-Ass-In-The
-World-War-Two-Land 1. Ooh-La-Lame
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RESEARCH QUESTION
How does culture affect internationalization ?
Key problem uncertainty concerning whether a
firms products, resources, or capabilities will
continue to be aligned in new cultural
environments.
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GLOBAL VERSUS MULTIDOMESTIC STRATEGIES
Hi
Benefits of Global Integration
Lo
Lo
Hi
Benefits of Local Responsiveness
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Disneys Internationalization Strategy

• ? Tokyo Disneyland Global Integration (?)
• 125 million visitors since opening
• 8 out of 9 visitors are repeat customers

• ? Euro Disney Local Responsiveness (?)
• Net loss 87 million

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The Ten Most Visited Amusement Parks
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Euro Disneys Central Location
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RECONTEXTUALIZATION
Evolution of meaning within new cultural
environments
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RECONTEXTUALIZATIONS OF THE DISNEY FORMULA
Products
FRANCE
US
JAPAN

• SouvenirsCustom

Low Sales Child-rearing moves
High Sales Materialist norm
Highest Sales Senbetsu Gift-giving needs

• Mickey MouseImage

Low Profile Minnie, Boop
Disney Symbol All-American Boy
High Profile Kawaii-- Mickey Minnie as Best
Couple

• CowboyImage

Carefree Independent
Rugged Individualist John Wayne
Team Player Rawhide Karaoke
Practices

• PersonnelManagement

Invasive
Hypernormal
Normal

• ServiceOrientation

Abnormal
Hypernormal
Cultural Norm

• Crowd Control/Queuing

Totalitarian
Efficient
Paternal/Social
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Your Project Teams