Thus group’s culture denotes the gathered mental programming that these people has in common and the programming is varied from other nations or groups. In this sense of collective mental programming culture is always critical to alter. This is because culture is shared by several people, and it has become well known in the institutions since these people has constructed together.
Managing human resource in a multicultural environment
Sonja and Phillips (2004) considers that in today’s multicultural global business community managers encounter differences in culture frequently, that can clash with organizational practices of management in organizations. Hofstede describes that in comparing different countries cultures, the researchers of cross-culture has concentrated effort on examining a collection of dimensions of cultural value. Different countries dominant value systems can be ordered with a collection of cultural value dimensions (Hofstede, 1980; Hofstede and Bond, 1988). The dominant value systems of people have been crystallized in institutions which the people has constructed together their educational framework, their family structures, government forms, law, religious organizations, literature, associations, work organizations, settlement buildings and patterns. All these factors denote similar beliefs that strive from similar culture. Whereas the value systems denotes feeling action, human thinking and institutional and organizational behaviors in finding ways, the dimensions of value denotes basic issues that the society has to match with but for which the solutions vary from country to country (Hofstede, 1983).