Respecting culture and value as I/O Psychologist is a reflection the profession 's commitment to promoting and practicing ethical conduct. As a result of the global market a culture’s influence on the professional practices of psychology as garnered attention to dominance western standards and of ethical practices (Kapp & VandeCreek, 2007). Although, the American Psychological Association (APA, 2010) addresses the need for “psychologist to be culturally competent their practice” (p. 4); the field of psychology has begun to take a more culturally inclusive focus on ethics that support human rights beyond Westernized cultures dominance on the practice (Pettifor, 2004). As part of these efforts, Pettifor research (2004) points out that need for
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According to Pitta, Fung, and Isberg (1999), “culture and the expectations with cultures affect all business transactions (p. 240) Different cultures have difference rules of conduct. For example, organizational change is a common phenomenon in the business world. However, views of change can vary by culture. While in the Western culture, organizational change is considered an expected and welcomed business practice other cultures, like approach change based on culture values. In the case of China’s culture, their values of change are reflected in their line of thinking from their teaching of Confucius and Taoism and believes that everything should be in harmony. In the Chinese culture In the Chinese culture “change can be viewed as disruptive, in particular, if the change is sudden or substantial. As a result, non-action will be better than action” (Pitta, Fung, & Isberg, 1999, p. 246). Therefore, when American organizations approach to change in non-American organizations, the business practices should be adjusted to respect values in achieving organizational objectives.
The second challenge that American organizations face when adopting business practices to non-western cultures is a difference how age is regarded in the workplace. Whereas, American leaders are taught to abide by an inclusive and non-discriminatory standard for selecting employees to lead or manage others based on the Chinese culture, younger workers may find it difficult to accept such roles or refuse to
According to Pitta, Fung, and Isberg (1999), “culture and the expectations with cultures affect all business transactions (p. 240) Different cultures have difference rules of conduct. For example, organizational change is a common phenomenon in the business world. However, views of change can vary by culture. While in the Western culture, organizational change is considered an expected and welcomed business practice other cultures, like approach change based on culture values. In the case of China’s culture, their values of change are reflected in their line of thinking from their teaching of Confucius and Taoism and believes that everything should be in harmony. In the Chinese culture In the Chinese culture “change can be viewed as disruptive, in particular, if the change is sudden or substantial. As a result, non-action will be better than action” (Pitta, Fung, & Isberg, 1999, p. 246). Therefore, when American organizations approach to change in non-American organizations, the business practices should be adjusted to respect values in achieving organizational objectives.
The second challenge that American organizations face when adopting business practices to non-western cultures is a difference how age is regarded in the workplace. Whereas, American leaders are taught to abide by an inclusive and non-discriminatory standard for selecting employees to lead or manage others based on the Chinese culture, younger workers may find it difficult to accept such roles or refuse to