3.Cultural hostility: As I have pointed out in previous Parts (Part 3 and 4), Vietnam’s culture is highly collectivistic and high context, and Vietnamese people have better self-control, so the situation of hostility is less serious in Vietnam and often happens in silence. However, due to the diversity in modern workplace, cultural hostility seems unavoidable. When cultural hostility within an organization reaches a certain level, it will pose a threat of goal destruction and the failure of that organization. In Vietnam, cultural hostility might appear when moral codes, important beliefs, or key values are violated. Western organizations often loosen rules to make people more comfortable on workplace; this, however, should not be applied in Vietnam because lack of discipline might cause unfortunate things to happen. The more strict organizational culture is the more stable that organization is going to be. Religious matters, immorality, disrespect, etc (such as adultery, disrespecting senior members, or public humiliation) are considered highly inappropriate and should be completely prevented from happening.
4.Cultural heterogeneity: Western cultures and the culture of Vietnam are different in many aspects and on so many levels. Individualism vs. collectivism, masculinity vs. femininity, wide vs. narrow power distance, high vs. low uncertainty avoidance, Indulgence vs. restraint, high vs. low context of culture, they are all on the two different sides of an equation, and Western organizations must find a solution to balance it. Management styles should be flexible and adaptable. Organizational goals, mission, and vision should be culturally contextual and should be translated in a way that they appear appropriate and proper to the host culture. This requires a throughout and careful research of the Vietnamese culture before the establishment of any Western organizations.
Subject: Cultural Factors: Vietnam's Culture Factors- Cultural Hostility and Heterogeneity (Part 5) 
Thu Apr 24, 2014 11:24 pm
