Cultural factors play a vital role in the daily operations of organizations. These factors may influence the productivity of an employee or a manager in a business organization. It becomes essential to look at and comprehensively analyze these cultural aspects in order to set effective and efficient human resources strategies which can ensure success in the operation of an organization. This discussion is a detailed analysis of how cultural factors can be addressed in devising strategies.
Due to the socio-cultural and traditional diversity within the world population, human resource departments have to devise strategies with a view of accommodating employees who possess varying perceptions of the world. The accommodation has been influenced by aspects of change due to globalization and the interactions of different cultures in the world.
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In order to see into it that there is an appropriate strategy to ensure the effectiveness of human resource, there is a need for flexibility which can enable the strategy to accommodate different cultures. This should be done with a focus not to infringe on the laid down structures and ethos of a particular organization. Some of the global cultural elements that organizations face include religion, democracy, and the rights of employees. These aspects come with political influences such as workers’ unions and labor organizations.
As part of strategic HR management, organizations should put into consideration these aspects and ensure that their strategies are consistent with the legal requirements of any global region that they operate in. As concern to the organizational culture, most organizations are guided by principles which are seen as vital pillars in the formation of their cultures. As known, there is a need for personal attributes among the employees. These attributes include honesty and humility. In the same regard, there are work ethics and etiquettes which enables the employees to be evaluated.
