“How to deal with International culture issues in an organization” (Schein model)

International culture is a huge dilemma for every Human Resource Department which has an impact on every manager and every organization. In our case study, we are going to analyze how organizations can deal with different kind of cultures issues with the model of Schein.

To begin with, every country has its own beliefs, values, and their own culture.       According to Wilton, culture represents an organized system of values, attitudes, beliefs, assumptions and behavioral meaning that shape how members of a social group relate to each other and to outside. (Wilton, 2013). Nowadays most organizations include people from different countries and nationalities. Therefore, everyone has their own values, traditions, and beliefs. It’s important in every workplace, each employee respects the others belief and values.

The culture of each organization is built through the daily routine in a business through operations, procedures and more significant the environment of the firm (Mosby, 2001 p.7, in Markovic, 2012).  Kluckholn and Strodtbeck say: “It’s about their culture that member creates, how the other competitor will judge their culture and mainly what is the outside view of the organization” (Kluckholn and Strodtbeck,1961 in Wilton, 2013 p.113). Take for example Google, a company with a powerful organization culture and friendly employee environment. It’s one of the most efficient businesses in its industry because they invest on people’s strength. People enjoy feeling that they belong in a group, in another way to be equal in a society. This is why organizations with strong and powerful culture are more successfully.


International culture is concerning the Human Resource Department since they need to deal daily with people from different culture and background and to offer a safe and secured work environment for them.Also, religions are important for the culture of the organization and employees should respect different religions. For example, some cultures have a specific time to pray. A manager should know and deal with this kind of situation (Markovic, 2012).According to Heine one of saddest facts of human existence remains that people from a different culture are not all treated with equal respect. He continues that prejudice and discrimination have always been around particularly within a country where people of different ethnic backgrounds interacting (Heine, 2008). One successful theory is by Schein that advise to divide it into three different levels and analyze the development of the organization culture. Every organization needs to establish some stages or levels. Schein divided his stages to Level 1 which is called “Artifacts”, level 2 “Espoused Beliefs and Values” and the last stage which is level 3 it’s called “Basic Underlying Assumptions”. These three stages could show some solutions to problems that organizations face and build strong organization culture (Schein, 1985).

Artifact or level one is the beginning of every new organization that tries to create a culture. This part will be an opportunity to understand which person is more suitable to be a leader. They should understand how the organization works, and see the whole picture of the organization operation. Then people will start observing each other, the attitudes of their colleagues. This is a difficult stage because each individual perceives and judge differently. Many misunderstandings are arising from wrong judgment from people. As everyone knows from personal experiences, as individuals we are always “correct”.

Then the next level for the culture of the organization will be the “Espoused, Beliefs and Values”. It’s the time that people start to work as a group. They should already have an image for their colleagues and what they want to achieve in the organization. Also what ideas they have, difficulties they might have and try to solve it as a group. For example, an employee will be friendlier with their colleagues when they can solve efficient a task together. Those circumstances make people come closer in the organization, when they are working together and share their ideas. Most efficient innovative ideas come from the interactions of two or more minds and not from an individual.


Finally the last level of Schein theory for the culture it’s the “Basic Underlying Assumptions” which the organization start to have their culture. It’s the step that organization starts to solve many problems and learn the process of success. That it’s the point they start to create their own culture as an organization. For example, a manager has to build a group to create an advertisement. The manager should know each employee strong skills and weaknesses. These will help the manager to assess each one to the field that it’s more productive.


To conclude with, international culture is a big chapter in the segment of business. Human Resource Department faces daily issues with employees from different culture and backgrounds. HRD can create a friendly environment in an organization and solve any kind of problems. Every organization should put into practice different kind of models to improve their culture as organization and have satisfied employees who will increase the productive of the whole firm. (Schabrac, 2009).

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