Challenges of Culture in Human Resource Terms

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If we explore the Sri Lankan culture through the lens of the 6-D Model©, we can get a good overview of the deep drivers of Sri Lankan culture relative to other world cultures.


country comparison tool (source: hofstede-insights)

With a slightly high score of 80, Sri Lanka is a relatively hierarchical society. This means that people accept a hierarchical order in which everybody has a place and which needs no further justification. Hierarchy in an organisation is seen as reflecting inherent inequalities, centralisation is popular, subordinates expect to be told what to do and the ideal boss is a benevolent autocrat. 

While a positive organizational culture can bring significant benefits, there are also challenges that HR professionals need to address:

Ø  Misalignment of Individual and Organizational Cultures: When an individual's values and beliefs clash with the organization's culture, it can lead to job dissatisfaction, reduced performance, and increased turnover (Kristof-Brown, Sims, Jr., & White, 2006).

Ø  Cultural Inertia: Changing an established organizational culture can be a slow and challenging process, as deeply ingrained norms and behaviours may resist change (Denison & Hooghwinkel, 2003).

Ø  Managing Cultural Diversity: In a globalized workforce, HR must navigate the complexities of cultural diversity, ensuring that policies and practices are inclusive and respectful of all employees' backgrounds (Thomas, 1996).

Ø Addressing Cultural Misunderstandings: Cross-cultural communication can lead to misunderstandings, conflicts, and even discrimination. HR must provide training and support to help employees develop cultural sensitivity and communication skills (Triandis, 1994).


References

Kristof-Brown, A. L., Sims, R. R., Jr., & White, G. P. (2006). Challenges of culture in human resource     terms: A global perspective. In R. R. Sims, Jr. & D. B. Peterson (Eds.), International human resource     management: Challenges and opportunities in the globalized workforce (2nd ed., pp. 207-234). Sage     Publications.

Denison, D. R., & Hooghwinkel, R. (2003). Multinational firm capabilities and the micro-foundations     of human resource flexibility and adaptability. Journal of International Business Studies, 34(2), 120-    144.

Thomas, D. A. (1996). Global turbulence: Reshaping the HR agenda. Human Resource     Management, 35(3), 307-322.

Triandis, H. C. (1994). Culture and organizational behavior: Putting the pieces together. Journal of     Management, 20(1), 13-43


Read more on The Importance of Cultural Diversity in the Workplace

Location: Sri Lanka

Comments

  1. Madusha Dilrukshi HettiarachchiDecember 10, 2023 at 12:19 AM

    Your exploration of Sri Lankan culture through the Hofstede 6-D Model offers valuable and insights. The challenges highlighted for HR professionals resonate with the broader theme of aligning individual and organizational cultures. The workplace represents an anchor point or safe base for people. What can HR do to influence workplace life for the better?
    In terms of the challenges Clustering the problems our society faces into five issue areas may help us think more clearly about them. Global health, sustainability, digital change, inequality, and trust are these five areas. To shape workplace culture, provide an environment for employees to grow up in, and establish the secure foundation individuals want, HR is essential to all these activities. (CIPD,2021)

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    Replies
    1. Lakma Lochana SudusingheDecember 11, 2023 at 7:38 AM

      Thank you for your insightful comment! I'm glad you found my exploration of Sri Lankan culture through the Hofstede 6-D Model valuable and insightful. You're right that the challenges highlighted for HR professionals resonate with the broader theme of aligning individual and organizational cultures. As you point out, the workplace represents an anchor point or safe base for people (CIPD, 2021). Therefore, HR has a crucial role to play in influencing workplace life for the better

      Delete
  2. Hashanka Gunasekara - HR360December 19, 2023 at 1:03 PM

    Vast explanation on Sri Lankan culture and culture in global context. However, another aspect that I believe need to cover under the topic is conflict between different subcultures in different countries and LGBTQ+ culture. In addition to above, some global organizations like JP Morgan Chase organized corporate challenge run in order to promote LGBTQ+ culture. Refer below extract from JP morgan to understand how they value diverse culture.

    "Welcoming LGBT employees into the workforce is one of the great business success stories of the last 20 years, and today, some of the most powerful and vocal advocates for LGBT equality in the world are multinational firms. Whatever may happen in domestic politics, business leaders are prepared to stay the course, continue to welcome LGBT people into the workplace, and support our LGBT employees and their loved ones around the globe."
    (Reference : jpmorganchase. 03rd May 2017)

    Reference
    “Should Companies Lead the LGBT Equality Revolution?” JPMorgan Chase & Co., www.jpmorganchase.com/news-stories/sberry-kjanssens-lgbt-equality-revolution. Accessed 20 Dec. 2023.

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    Replies
    1. Lakma Lochana SudusingheDecember 20, 2023 at 6:24 AM

      Thank you for your insightful comment! I wholeheartedly agree that exploring subcultural conflicts and LGBTQ+ experiences are crucial in understanding Sri Lankan culture and its global context. You're right, subcultural tensions are complex and deserve exploration. While my post focused on broader cultural aspects, I agree that delving into internal conflicts adds vital perspective. Perhaps future posts could explore specific examples of subcultural friction and their historical or social roots.

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