What Is Culture of an organization

To understand people from around the world, we need to first know what “culture” means. It’s not just about accepting differences—it’s about valuing them and not thinking one way of life is better than others.

Culture is a group’s shared way of thinking, believing, and behaving. It shapes how people see the world and how they act in everyday life. Culture is often invisible, passed down over time through families, schools, or society.

Different cultural models help explain how groups behave. These groups can be countries, companies, teams, or even small communities. You can think of culture like an invisible set of rules we follow—most of the time without even noticing.

When Can We See Culture?

Culture shows up clearly when people work or live together. For example, at work, school, or home, people speak, act, and make decisions in ways shaped by their background.

But culture isn’t the only thing that makes us who we are. As researcher Geert Hofstede explained, two other things also shape us:

• Personality – our personal traits and life experiences.

• Human nature – the basic feelings all humans share, like joy or sadness.

Hofstede compared culture to “software of the mind”—like apps running in the background, guiding how we think and act. We all run many “programs” at once, and sometimes, they clash or cause confusion.

Culture: What This Looks Like in Practice

Professionals who are culturally competent show the following behaviors:

• Adjust their approach to work effectively with different cultural backgrounds, conditions, and contexts.

• Show respect and genuine interest in understanding cultural differences.

• Accept and support colleagues from diverse cultures.

• Navigate conflicting cultural expectations and norms to promote workplace harmony.

• Foster inclusion through everyday interactions and behaviors.

• Design HR programs that are adapted to local cultures and needs.

• Ensure fairness and consistency in HR policies and practices for all employees.

• Provide learning opportunities on diversity, equity, and cultural sensitivity for staff at all levels.

• Regularly assess the organization’s cultural climate and identify ways to make it more inclusive.

Core Concepts:

Understanding culture in the workplace involves being familiar with:

• Cultural values, dimensions, and frameworks—such as those developed by Hall, Hofstede, Schein, and Trompenaars.

• Tools and strategies to bridge differences—such as employee resource groups, reverse mentoring, cultural awareness workshops, and focus groups.

Skills and Characteristics of a Truly Global HR Professional

 

Operating in a global environment requires more than just HR expertise—it demands a specific set of skills, a strategic mindset, and the ability to adapt across cultures, legal systems, and markets. Exhibit 26 outlines the essential competencies that define a globally effective HR leader.

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Key Global HR Skills

Skill Area	What It Involves
Strategic Thinking Across the Enterprise	Understand how the organization creates value as a whole. Contribute meaningfully to strategic discussions and shape a global HR vision that aligns with the company’s broader objectives.
Harnessing Globalization for Organizational Gain	Stay informed about international developments—both risks and opportunities. Continuously monitor global and local trends to anticipate shifts in workforce needs, technologies, or skills.
Building a Global Workplace Culture	Foster a work environment that supports cultural awareness, inclusive communication, and shared learning. Provide platforms for teams to collaborate across time zones and borders.
Strengthening the Global Talent Pipeline	Secure a steady flow of globally capable talent. Monitor talent trends—especially in emerging markets—and ensure your hiring, development, and succession planning align with global needs. Strengthen your employer brand to appeal across regions.
Leveraging HR Technology Across Borders	Use digital systems to streamline HR functions and align them with the organization’s IT framework. Customize tools to reflect differences in local data protection laws, tech infrastructure, and user behavior across cultures.
Measuring Impact with Purposeful Metrics	Establish a disciplined approach to measurement. Develop metrics that track progress toward strategic goals and demonstrate the value HR brings to the organization.
Managing Risk with Effective Policies	Implement systems to protect the company’s physical, intellectual, and intangible assets—such as its reputation and relationships. Monitor and audit for compliance issues, whether financial (e.g., corporate governance violations), ethical (e.g., environmental concerns), or HR-related (e.g., employment law

The 4 Ts: Strategic Tools to Foster a Global Mindset

 HR professionals play a key role in shaping global leaders who are culturally intelligent and internationally competent. Four powerful approaches—Travel, Teams, Training, and Transfers, known as the 4 Ts—are especially effective in building cross-cultural awareness and global capabilities among leaders and managers.

Exhibit 25: The 4 Ts at a Glance

4 Ts	Impact and Considerations
Travel	- Provides firsthand exposure to different regions and cultures. - Expands global awareness and deepens cultural sensitivity. - Raises the visibility of managers within the broader organization. - May result in culture shock. - Requires time and logistical planning.
Teams	- Cross-cultural and global project teams serve as excellent environments for building international collaboration and cultural fluency. - Enhances cross-border communication and management skills.
Training	- Fosters a broader understanding of global dynamics and cultural differences. - Helps challenge unconscious biases and ethnocentric viewpoints. - Must be relevant, tailored to diverse audiences, and aligned with cultural nuances.
Transfers	- Enables deep cultural immersion and strengthens global leadership skills. - Develops flexible, adaptable talent with transferable capabilities. - Builds personal and professional cross-cultural connections.

Developing and Promoting a Global Mindset

1. Deepen Your Understanding of Your Own and Other Cultures

• Explore how your cultural background shapes your worldview and how it connects—or contrasts—with other cultures.

• Enroll in courses on world history, cultural studies, international economics, global politics, or international relations.

• Reflect on and challenge common stereotypes—both those others may hold about your culture and those you might hold about theirs.

• Engage with international communities or join global professional bodies such as The Conference Board.

• Seek meaningful interactions with people from different backgrounds—for example, by hosting an exchange student or participating in multicultural events.

2. Stay Informed About Global Business Trends and Influences

• Read books, journals, and articles that offer insights into international business practices and models.

• Keep up with global news and major developments that affect business and industry worldwide.

• Learn about international laws, labor practices, and social systems that shape business operations in different regions.

• Build relationships with global clients, colleagues, and partners to gain firsthand experience and broaden your perspective.

3. Foster a Global Mindset Within Your Organization

• Hire individuals with international experience, language proficiency, and cross-cultural understanding.

• Offer training programs focused on cultural intelligence and foreign language skills.

• Encourage mentoring relationships across geographies and cultures to share knowledge and strengthen collaboration.

• Promote a culture that values long-term partnerships, not just short-term results, to nurture trust across global teams.