CULTURAL INFLUENCES IN HUMAN RESOURCES MANAGEMENT

Mihaela Badea ()
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Mihaela Badea: Alma Mater University, Sibiu, Romania

Review of General Management, 2013, vol. 17, issue 1, 179-187

Abstract: One of the main concerns of organizations’ developing international activities is the identification of new and efficient ways of capitalizing the cultural potential disposed of by inside employees,in order to obtain a dominant competitive position. In some management specialists’ opinion, culture represents the best way to manage (Burdus, E., 2001, p. 52). And this is because, truer than ever, managers deal with a global environment in which they develop their activity, and from this perspective there appears the need to homogenize cultural values. Recent studies show trends of reducing the importance of cultural differences among countries and of creating a global culture generally based onwestern values, American values in particular (Mellahi, K., 2001, p. 45). Hannerz U. (1998, pp. 295-310) supports the idea according to which global culture is the result of increasing interdependences (connections) specific to different geographical areas, beyond their borders, while the process of cultural development cannot be located in a certain country or region. The main causes the globalculture occurred are: industrialization, urbanization and education.

Keywords: culture; human resource; value; European model; lobalization; organization (search for similar items in EconPapers)
JEL-codes: O15 (search for similar items in EconPapers)
Date: 2013
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