A Grand Strategy is Not a Guarantee of Success in Business
A grand strategy is not a guarantee of success in business. Many other factors impact the organizational performance and success, and one of those factors is culture. Culture in business is defined as the set guidelines that define the ways people behave, act, and think within the organizational framework (McLuhan, 2015).
International Trade and the Influence of Culture
International trade crosses not only borders but also cultures. Culture profoundly affects the way employees and stakeholders operate. Similarly, culture influences the nature of transactions businesses make and how they negotiate terms of engagement. For instance, cultural differences between a Chinese company manager and Canadian division head in Toronto can result in business barriers which may completely stall the negotiation process.
The Importance of Human Resources in Understanding Corporate Culture
Therefore, in line with this definition, Human Resources are required to have a clear understanding of the corporate culture if they hope to have an impact. The human resources must embrace an organizational culture that provides them with an opportunity to have a competitive advantage (Chung, 2017). If a company is specializing in competing in innovation tendencies, the human resource must create a culture which aids an organization to adapt to its external determinants as well as shape its internal integration mode. Human Resource is an excellent asset in reinforcing, developing, and changing the corporate culture (McLuhan, 2015).
The reality is that culture contributes directly to the company's survival. Given this direct impact, it will serve the human resource function well to enhance its capability to narrow the gap between planning and creating cultural awareness. In conclusion, it is best for the organizations to embrace a corporate culture which serves both the internal and external business environments. Cultural policies in any business should be favorable enough to create a conducive environment of working.
References
Chung, Y. K. (2017). A study of organizational culture types, open innovation, and innovative achievements. Journal of Business Research, 32(2), 197-224.
McLuhan, M. (2015). Culture is our business. Wipf and Stock Publishers.
