Business Organizational Culture in Latin American Countries

Business Organizational Culture in Latin American Countries

            In business, organizational culture refers to a given organizations operational principles, their philosophy, the expressed self-image, values guiding the interpersonal interactions among the employees, interactions with the outside world as well as the future expectations of the given organization (Atkinson, 1990).  In Latin America, it has been identified that the business organizational culture in the region is different from that in the Northern American setting. The organizational culture in Latin American countries has been determined to be one that facilitates a diverse social and psychological business environment. In the following case study involving 120 executives who decided to share their perception of Organizational culture in Latin America, it is possible to see the role of organizational culture in this geographic region.

• The objective of this case

The above case was aimed at understanding the impact of culture and other social orientations in the business sector. The study involved nearly 120 top executives whose feedback was gathered and assessed to come up with reliable conclusions on the role that culture plays in Latin American culture. The findings obtained from the above case study could be utilized to come up with new corporate organizational approaches that could help to improve performance based on the cultural settings of a given organization.  

• Context/What is the key concept?

From the data collected from the survey, a total of 93 per cent of the executive respondents to the survey believe there is a clear link between culture and strategy, and most regard their own organization’s culture as an asset. The executives held the opinion that, through the development of an integrated cultural approach in the organizations in Latin America, it is possible to come up with better and improved business execution strategies. Latin American nations that have been identified to have well established organizational culture have been identified to record incidents of higher productivity (Jarratt & O’Neill, 2002). This could be attributed to the presence of a well-developed workforce that is able to work towards the achievement of the desired outcomes of the given organization.

• Conclusion and your opinion

From the information gathered from the above case study, the organizational culture in Latin American countries can be identified to play a significant role in the success of the given organizations. This is because unlike other regions where the concept of organizational culture has not been fully integrated into the managerial aspects of business, Latin American countries can be identified to clearly understand the vital role that a culturally integrated workforce plays in the improvement of organizational performances.

• Is this case a good supplement/augmentation?

The above case is a good augmentation as it looks deeply into the Latin American organizational culture and therefore helps in the provision of resourceful inside information that start-up businesses could borrow from to ensure that they place their businesses in the best positions for success (Manetje & Martins, 2009). The case can also help the reader or analyst to come up with a proper business analysis tool that will help to understand the role that culture plays in an organization.

What did you learn from this case?

The case serves as an important learning ground as it provides the reader with resourceful insights as well as helping to come up with new means of addressing related cultural issues at the workplace. For instance, the Latin American countries have come up with a cultural inclusivity program in their organizations which has significantly helped in the development of better-suited workforces as well as diversity in the workplace.

References

Atkinson, P. E. (1990). Creating culture change. IFS.

Jarratt, D., & O’Neill, G. (2002). The effect of organizational culture on business-to-business relationship management practice and performance. Australasian Marketing Journal (AMJ), 10(3), 21-40.

Manetje, O., & Martins, N. (2009). The relationship between organizational culture and organizational commitment. Southern African Business Review, 13(1), 87-111.