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    Filipino and Foreign Cultures in Organizations

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    Lejean Sy Olmido Cornejo
    Filipino organizational culture differs from foreign cultures in how managers lead and employees respond. Three primary Filipino values are social acceptance, economic security, and social mobility. However, foreign influence brings additional cultural dimensions like gender egalitarianism, assertiveness, performance orientation, and humane orientation. It is important to understand behaviors in cultural context rather than judging other cultures as ethnocentric.

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    Filipino and Foreign Cultures in Organizations

    Uploaded by

    Lejean Sy Olmido Cornejo
    4K views8 pages
    Filipino organizational culture differs from foreign cultures in how managers lead and employees respond. Three primary Filipino values are social acceptance, economic security, and social mobility. However, foreign influence brings additional cultural dimensions like gender egalitarianism, assertiveness, performance orientation, and humane orientation. It is important to understand behaviors in cultural context rather than judging other cultures as ethnocentric.

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    Filipino organizational culture differs from foreign cultures in how managers lead and employees respond. Three primary Filipino values are social acceptance, economic security, and social mobility. However, foreign influence brings additional cultural dimensions like gender egalitarianism, assertiveness, performance orientation, and humane orientation. It is important to understand behaviors in cultural context rather than judging other cultures as ethnocentric.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    4K views8 pages

    Filipino and Foreign Cultures in Organizations

    Uploaded by

    Lejean Sy Olmido Cornejo
    Filipino organizational culture differs from foreign cultures in how managers lead and employees respond. Three primary Filipino values are social acceptance, economic security, and social mobility. However, foreign influence brings additional cultural dimensions like gender egalitarianism, assertiveness, performance orientation, and humane orientation. It is important to understand behaviors in cultural context rather than judging other cultures as ethnocentric.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 8

    Filipino-owned organizations exhibit a

    different organizational culture as compared


    to their foreign counterparts. Filipino and
    foreign culture in organizations exert big
    influence on how managers do their
    functions and how their subordinated
    respond to rules/regulations and leadership
    styles. Therefore, organizational culture is a
    critical factor in numerous organizational
    endeavors.
    Shared Values and Beliefs of
    Filipinos
     Different people from around the world have their own
    set of values or beliefs that they share and consider
    significant as a group or a community.
    3 primary Filipino values:
     Social acceptance – this value focuses on the desire of
    Filipinos to be accepted and treated well by others –
    his or her family, relatives, friends, and the members of
    communities/organizations where he or she belongs –
    in accordance with his or her status, for what he or she
    is, and for what he or she has accomplished.
     Economic Security – this value emphasizes that one
    must financial stability and that he or she must be able
    to stand on his or her own two feet, without incurring
    debt in order to meet his or her basic material needs.
     Social Mobility- this value is concerned with his or
    her desire to move up to the social ladder, to another
    higher economic level, to a higher job position, to a
    position of respect in his or her family or in the
    community where he or she lives or in the
    organizations where he or she belongs.
    Foreign Influence
    Some examples cited by Kreitner and Kinicki(2013) are
    the following cultural dimensions:

    • Gender Egalitarianism- refers to the amount of


    effort which must be put into minimizing gender
    discrimination and role inequalities.
    • Assertiveness – refers to how confrontational and
    dominant individuals should be in social relationships.
     Performance Orientation- refers to how individuals
    should be rewarded for improvement and excellent.
     Humane Orientation- refers to how mush society
    should encourage and reward people for being kind,
    fair, friendly, and generous.
    Cultural
    Relativism Ethnocentrism
    -refers to the different beliefs that one’s own way of
    interpretations of the same or life or culture is superior to
    similar behavior by members others.
    of different cultures.
    •It is important to understand
    •It is important to interpret that people develop culture
    the actions of the members of through adaptation to their
    other groups in terms of their surroundings
    particular cultures.

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