International organizational behavior applies organizational behavior principles to companies with international subsidiaries and affiliations. It is important for companies to understand the unique factors presented by new cultures to make better decisions and concessions for increased employee output and organizational excellence. Cultural diversity and gender roles can also affect employee behavior and require adjustments in expectations. There is no set of rules that can be applied internationally without making concessions.
International organizational behavior refers to how organizational behavior principles are applied at all levels in companies with international subsidiaries and affiliations. This is important because companies operating in other countries but originating elsewhere usually have previously established corporate cultures that may not take into consideration the unique factors presented by the new culture in other countries. The relevance of international organizational behavior systems here is the fact that it will allow the company to study the organizational behavior of employees in the new culture in relation to their previous studies and understanding of behavior in the organization. Such knowledge will enable the company’s management to make better decisions and concessions that will help structure it for increased employee output and overall organizational excellence.
An example of the application of international organizational ethics can be seen in the case of a US advertising company opening a branch in Spain. Such a company should study the unique attributes of Spanish culture in relation to how it influences employee behavior. Cultural diversity is a reality that cannot be overlooked by company management if they wish to use cultural diversity as a means to gain some form of corporate advantage. In this sense, the company should adjust the expectations regarding the relationship between the various employees – something that could differ from the expectations of the way in which employees in the United States interact with each other.
Another example of a problem that can arise in the study of international organizational behavior is the delegation of roles within companies where roles are divided according to employee gender. Some cultures may not allow their women to have the kind of independence women enjoy in the United States. In such a situation, this kind of attitude can be carried over to the workplace and can reflect in how employees relate to each other. In such a case, the company will also need to adjust its expectations regarding different genders in order not to create any unnecessary strain that will compromise the employees’ ability to fully perform their duties. The main problem in international organizational behavior is the understanding that there is no set of rules that can be applied internationally without making some sort of concessions.
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