Organizing and Managing Across Culture

not real in actual scenario because of geographical context. Also, the model
do not reflect the actual behavior of individual.
Trompenaars Model
Cultural differences can also be demonstrated with the help of
Trompenaars that also serve as the achievement vs ascription. Here
achievement culture depicts that how people are performing their function.
Here main focus is laid on status whereas ascription culture is also status
based which reflect that what and who a person is. In this regard Nordic
culture is known as achievement where workforce are known for their
competence. Furthermore, main emphasis is laid on colleagues so that their
achievement can be counted effectively. On the other hand, in Japanese
culture people are valued just because of maturity and their age. Japanese
tend to possess ascription culture where they remain unhappy because of
their job profile. However, job profile matters a lot as employees spend their
much of time at workplace. In addition to this Japanese follow the foreign
HRM strategy which is different from values and of Japanese.
Here, people working in Japanese culture do not like to adjust in new
situation but still they are asked to follow the Nordic based HRM program.
Similarly internal orientation is high for Japanese culture where there is low
external control. It is because people do not accept the sudden changes at
workplace and management cannot force them to follow the new practices.
At this juncture, management try to change their strategies in accordance
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