Mba Student

Topics: Cross-cultural communication, Culture, Organizational culture Pages: 12 (3625 words) Published: December 30, 2012
AProgramme: DBS Executive MBA 2012 Module title: Managing People Name: Z0932967 Submission deadline: May 28th, 2012 Word count: 2463 DECLARATION By submitting this work online I confirm that this piece of work is a result of my own work. Material from the work of others has been acknowledged, and quotations and paraphrases suitably indicated. I confirm I have completed the plagiarism quiz and that I understand the definition of plagiarism as defined in the University regulations

National vs. Organizational culture in a Multinational company “A short study at Ericsson-Sweden”

Content
1. Introduction .................................................................................................................................. 3 2. Cultural differences - National level ............................................................................................ 4 3. National culture vs. Organizational culture in Mutinational companies ...................................... 5 4. The impact of the national culture in Multinational organizational culture. (qualitative survey conducted at Ericsson-Sweden based on Hofstede ´s five dimensions of national culture) ............ 6 4.1 National Culture in Ericsson.................................................................................................. 6 4.2 Mexico, ................................................................................................................................... 7 4.3 Philippines, ............................................................................................................................. 8 4.4 Argentina, ............................................................................................................................... 9 4.5 Malaysia ............................................................................................................................... 10 4.6 Russia, .................................................................................................................................. 11 5. Conclusion .................................................................................................................................. 12 Appendix 1 Questionnaire .............................................................................................................. 13 Bibliography ................................................................................................................................... 14

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1. Introduction
Ericson is a Swedish based company acting globally within the highly competitive Information and Communication Technology industry (ICT). The company has more than 103,800 employees with operations spread across 180 countries around the world and it is considered one of the market leaders in delivering network infrastructure and services related. (www.ericsson.com 04/12) Looking at successful companies many authors proposed that there is a link a between company’s effectiveness and the way their implement a positive corporate culture (Deal and Kennedy 1982; Peters and Waterman 1982; Kilmann et al 1985; Weick 1985 in Scheffknecht 2001). Despite of the attempts from companies such Ericsson to create and implement a common organizational culture beyond national boundaries, a multinational company is not a homogenous entity rather a conglomerate of companies spread across the world. Scheffknecht (2001). In that context, the influences of the national and regional cultures and the differences derived from those factors may determine the success of company´s organizational culture and consequently company´s effectiveness. The purpose of this assignment is to examine and analysis how Ericsson perceives and manages cultural differences in some of the countries with evidently cultural differences compared to the Swedish oriented company culture. Based Hofstede's five dimensions of national culture, five Ericsson employees with 1-10 years experience in the...

Bibliography: 1. Ericsson website 2012 (www.ericsson.com ), [Accessed, 10 May-2012, 13:03] 2. Grove, Cornelius N. (2012), (http://www.grovewell.com 04/10) [Accessed, 10 May 2012] 3 .Hofstede, G. webpage (2012), (http://www.geert-hofstede.com) [Accessed, 4 May 2012] 4. Hofstede, G. (2001). Culture’s Consequences. 2nd ed. USA: Sage Publications, Inc 5. Hofstede, G. (1983) National Cultures in Four Dimensions: A Research-Based Theory of Cultural Differences, International Studies of Management &Organization, Vol. 13, No. 1/2, 4674 6. Hall, Edward T. (2011) Available from: ( http://www.edwardthall.com/books/) [Accessed, 12 May 2012] 7. Harrison, R. and Stokes, H. (1992) Diagnosing Organizational Culture, CA, Jossey Bass. 8. Scheffknecht.S “Multinational Enterprises, Organization Culture vs. National Culture” International Journal of Management Cases; Dec2011, Vol. 13 Issue 4, p73-78, 6p 9. Schein, Edgar H. (2010) Organizational Culture and Leadership. John Wiley and Sons 10. Redman, T. & Wilkinson, A. (2009, 3rd edition) Contemporary Human Resource Management, London, Prentice Hal Interviews 1. Alexander Danilin, Price Manager at Ericsson BUSS [Interviewed, Stockholm, 11th of May, 2012] 2. Christine Velasco, Strategic Sourcing Manager at Ericsson BUSS [Interviewed, Stockholm, 3th of May, 2012] 3. Maximiliano Pagliero, Commercial Manager at Ericsson BUSS [Interviewed, Stockholm, 7th of May, 2012] 4. Magnus Gall, Business Development Manager LATAM at Ericsson BUSS [Interviewed, Stockholm, 3th of May, 2012] 5. Peter Andersson, Commercial Manager at Ericsson BUSS [Interviewed, Stockholm, 7th of May, 2012
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