Culture

Cultural worldview

Culture is the fundamental determinant of a person's wants and behavior.

Definition

According to Marketing Management by Keller and Kotler (15th edition),

Culture. The fundamental determinant of a person's wants and behavior.

According to the Corporate Strategy by Lynch (4th edition),

Culture. See organizational culture and International culture. It is important to distinguish between these two quite distinct areas of the subject.

According to the Strategic Management by Parnell (4th edition),

Culture. A society's generally accepted values, traditions, and patterns of behavior.

According to the Marketing Communications by Fill (5th edition),

Culture. The values, beliefs, ideas, customs, actions and symbols that are learned by members of particular societies.

According to the Strategic Management by David and David (15th edition),

Culture. The set of shared values, beliefs, attitudes, customs, norms, personalities, heroes, and heroines that describe a firm. Strategists should strive to preserve, emphasize, and build upon these aspects.

According to the ITIL Foundation 4e by Axelos,

Culture. A set of values that is shared by a group of people, including expectations about how people should behave, ideas, beliefs, and practices.

Intelligence

Cultural intelligence. Cultural awareness and sensitivity skills.

Awareness

Main wikipage: Cultural awareness

Worldview

Main wikipage: Cultural worldview

Cultural worldview is one's worldview on cultural diversity. Three basic distinctive views are:

1. Parochialism, which is one's viewing the world solely through your own perspectives, leading to an inability to recognize differences between people. While being coupled with ingroup favorism, parochialism may serve as the ground for one's ethnocentric attitude or even racism.
2. Cultural apathy, which is one's awareness that cultural diversity exists, but it is not easy or even worthy to be explored. This apathy may serve as the ground for one's polycentric attitude.
3. Global mindset (cultural open-mindedness), which is one's awareness that cultural diversity exists and willingness to embrace it. This mindset may serve as the ground for one's geocentric attitude. This mindset refers to the attributes that allow a leader to be effective in cross-cultural environments.

Attitude

Main wikipage: Cultural attitude

Cultural attitude is one's attitude that someone has toward own and other cultures. Three basic distinctive attitudes are:

1. Ethnocentric attitude. Similar to ingroup favorism, the parochial belief that the best work approaches and practices are those of the home country.
2. Polycentric attitude. The view that the managers in the host country know the best work approaches and practices for running their businesses.
3. Geocentric attitude. A world-oriented view that focuses on using the best approaches and people from around the globe.

Identity

Main wikipage: Cultural identity

Cultural identity is one's self-affiliation (or categorization by others) as a member of a cultural group.

• Ingroup favorism. Perspective in which one sees members of own ingroup as better than other people, and, often, people not in own group as all the same.

Cultural allegiance.

Related concepts

Culture

1. Culture. The fundamental determinant of a person's wants and behavior.
2. Context richness.
   • High-context culture. A culture that relies heavily on nonverbal and subtle situational cues in communication.
   • Low-context culture. A culture that relies heavily on words to convey meaning in communication.
   • Dominant culture. A culture that expresses the core values that are shared by a majority of the organization's members.
   • National culture. The values and attitudes shared by individuals from a specific country that shape their behavior and beliefs about what is important.
   • Strong culture. A culture in which the core values are intensely held and widely shared.
   • Culture shock.

Trend

1. Coolhunting (also known as trendspotting) – to make observations and predictions in changes of new or existing cultural trends in areas such as fashion, music, films, television, youth culture and lifestyle.

Ethnicity

1. • Ethnicity. Social traits (such as cultural background or allegiance) that are shaped by a human population.

Part

1. Ethnic tendency. A quality or feature regarded as a characteristic or inherent part of culture.

Attribute

1. • Power distance. A cultural attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally.
   • Collectivism. A cultural attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
   • Individualism. A cultural attribute that describes the degree to which people prefer to act as individuals rather than as members of groups.
   • Long-term orientation. A cultural attribute that emphasizes the future, thrift, and persistence.
   • Short-term orientation. A cultural attribute that emphasizes the present and accepts change.
   • Masculinity. A cultural attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism.
   • Femininity. A cultural attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society.
   • Uncertainty avoidance. A cultural attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

1. GLOBE program (Global Leadership and Organizational Behavior Effectiveness program) is the research project that studies cross-cultural leadership behaviors.

Diversity

1. Diversity. The extent to which members of a group are similar to, or different from, one another.
   • Deep-level diversity. Differences in values, personality, and work preferences that become more important for determining similarity as people get to know each other.
   • Deep-level diversity. Differences in values, personality, and work preferences.
2. 

   Surface-level diversity
   Surface-level diversity. Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel, but may activate or trigger certain stereotypes.
   • Surface-level diversity. Easily perceived differences that may trigger certain stereotypes, but that do not necessarily reflect the ways people think or feel.
   • Biographical characteristic. A quantifiable personal characteristic such as age, gender, income, education, socioeconomic status, family size, marital status, race, and length of tenure that are objective and easily obtained from personnel records. These characteristics are indicators of surface-level diversity.
   • Race. The biological heritage (including skin color and associated traits) that people use to identify themselves.
   • Workforce diversity. The ways in which people in an organization are different from and similar to one another.

Discrimination

1. • Discrimination. Noting of a difference between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group. Unfair discrimination occurs when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice.
2. Preconceived attitude. An attitude that someone has already had about representatives of some group without learning about their actual characteristics.
   • Prejudice. A preconceived belief, opinion, or judgment toward a person or a group of people.
   • Stereotyping. Judging someone on the basis of a perception of the group to which that person belongs.
   • Stereotype threat. The degree to which we internally agree with the generally negative stereotyped perceptions of our groups.
   • Bias. A tendency or preference toward a particular perspective or ideology.
   • Glass ceiling. The invisible barrier that separates women and minorities from top management positions.

Factor

1. Cultural factor.
   • Institutions. Cultural factors that lead many organizations to have similar structures, especially those factors that might not lead to adaptive consequences.
   • Societal environment. The portion of a firm's environment pertaining to cultural factors such as language, business customs, customer preferences, and patterns of communication.
2. Cultural context. The influence of the society the author lives in and his or her culture on his or her communications.

Research and training

1. • Mentoring. A process whereby an experienced organizational member (a mentor) provides advice and guidance to a less experiences member (a protégé).
   • Diversity skills training. Specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace.
   • Ethnographic research. A particular observational research approach that uses concepts and tools from anthropology and other social science disciplines to provide deep cultural understanding of how people live and work.

Unsorted

1. • But if a kind of injury is not only a personal contradiction between A and B, but also has a profound social background and cultural context, social movement is an appropriate response.
2. A non-profit corporation (hereinafter, the Corp) is any corporation that cannot distribute its free cash flow to the Corp's shareholders, leaders, and/or members. Particularly, the Corp cannot pay any dividends to its stockholders. The Corp can also be defined as a nonprofit organization in a form of a corporation. The Corp itself is not banned from making profit. However, the Corp must direct its possible surplus of the revenues to further achieve the ultimate objective or objectives of the Corp. Those objectives commonly include social, economic, cultural, and/or environmental causes.
3. Organizational resource. An organization's asset -- including financial, physical, human, intangible, and structural/cultural -- that is used to develop, manufacture, and deliver products to its customers.
4. Organizational culture. A system of shared meaning held by members that distinguishes the organization from other organizations.
   • Organizational culture. The shared values, principles, traditions, and ways of doing things that influence the way organizational members act and that distinguish the organization from other organizations.
   • Corporate culture. The shared experiences, stories, beliefs, and norms that characterize an organization.

Cultural relativism is the idea that a person's beliefs, values, and practices should be understood based on that person's own culture, rather than be judged against the criteria of another.

A cultural universal (also called an anthropological universal or human universal), as discussed by Emile Durkheim, George Murdock, Claude Lévi-Strauss, Donald Brown and others, is an element, pattern, trait, or institution that is common to all human cultures worldwide. Taken together, the whole body of cultural universals is known as the human condition. Evolutionary psychologists hold that behaviors or traits that occur universally in all cultures are good candidates for evolutionary adaptations.[1] Some anthropological and sociological theorists that take a cultural relativist perspective may deny the existence of cultural universals: the extent to which these universals are "cultural" in the narrow sense, or in fact biologically inherited behavior is an issue of "nature versus nurture".

A cultural system is the interaction of different elements in culture. While a cultural system is very different from a social system, sometimes both systems together are referred to as the sociocultural system.

Cultural diversity is the quality of diverse or different cultures, as opposed to monoculture, the global monoculture, or a homogenization of cultures, akin to cultural decay. The phrase cultural diversity can also refer to having different cultures respect each other's differences. The phrase "cultural diversity" is also sometimes used to mean the variety of human societies or cultures in a specific region, or in the world as a whole. Globalization is often said to have a negative effect on the world's cultural diversity.

A cultural attaché is a diplomat with the responsibility of promoting the culture of his or her homeland. Historically, the post has often been filled by writers and artists, giving them a steady income, and allowing them to develop their own creative work, while promoting their own country's culture abroad.

A cultural institution or cultural organization is an organization within a culture/subculture that works for the preservation or promotion of culture. The term is especially used of public and charitable organizations, but its range of meaning can be very broad. Examples of cultural institutions in modern society are museums, libraries and archives, churches, art galleries.

Cultural appropriation, at times also phrased cultural misappropriation,[1][2][3] is the adoption of an element or elements of one culture by members of another culture. This can be controversial when members of a dominant culture appropriate from disadvantaged minority cultures.

Cultural studies is a field of theoretically, politically, and empirically engaged cultural analysis that concentrates upon the political dynamics of contemporary culture, its historical foundations, defining traits, conflicts, and contingencies. Cultural studies researchers generally investigate how cultural practices relate to wider systems of power associated with or operating through social phenomena, such as ideology, class structures, national formations, ethnicity, sexual orientation, gender, and generation. Cultural studies views cultures not as fixed, bounded, stable, and discrete entities, but rather as constantly interacting and changing sets of practices and processes.[1] The field of cultural studies encompasses a range of theoretical and methodological perspectives and practices. Although distinct from the discipline of cultural anthropology and the interdisciplinary field of ethnic studies, cultural studies draws upon and has contributed to each of these fields.

Cultural racism, sometimes called neo-racism, new racism, postmodern racism, or differentialist racism, is a concept that has been applied to prejudices and discrimination based on cultural differences between ethnic or racial groups. This includes the idea that some cultures are superior to others, and that various cultures are fundamentally incompatible and should not co-exist in the same society or state. In this it differs from biological or scientific racism, meaning prejudices and discrimination rooted in perceived biological differences between ethnic or racial groups.

Cultural assimilation is the process in which a minority group or culture comes to resemble a dominant group or assume the values, behaviors, and beliefs of another group.[1] A conceptualization describes cultural assimilation as similar to acculturation[2][3] while another merely considers the former as one of the latter's phases.[1] Throughout history there have been different forms of cultural assimilation examples of types of acculturation include voluntary and involuntary assimilation. Assimilation could also involve the so-called additive acculturation wherein, instead of replacing the ancestral culture, an individual expands their existing cultural repertoire.