Adriana Victoria Garibaldi de Hilal

Comparing Regional Cultures Within a Country: Lessons From Brazil

In this joint article we test the common assumption that a measure of culture developed for the national level can also be used for comparing regions within a country. Three different research projects independently measured culture differences within the Federal Republic of Brazil, all three using a version of Hofstede’s Values Survey Module (VSM). The largest provided separate scores for all of Brazil’s 27 states, the next largest for 17 of the more populous states. Factor analyses of VSM item scores across states in both cases only very partly replicated Hofstede’s cross-national dimension structure; only Individualism versus Collectivism reappeared clearly. We attribute this lack of fit to a restriction of range of VSM item scores among states within a common Brazilian national culture. The item scores did show a cultural clustering of states that fairly closely followed the administrative division of the country into five regions. The culture profiles for these regions show remarkable differences between the Northeast with its Afro-Brazilian roots and the North with its native Indian roots. On the issue of comparing regional cultures, we found the VSM, based on global differences, too coarse a net for catching the finer cultural nuances between Brazilian states. Adding locally defined items would have made the studies more meaningful to Brazilians.

O processo de internacionalização na ótica da escola nórdica: evidências empíricas em empresas brasileiras

Based on the theoretical background generated by the Nordic School of International Business, research on the process of internationalization of the Brazilian firms has been developed, looking for points of convergence between the Swedish and the Brazilian modes of expansion of the firms beyond the borders. The present paper analyses the main ideas of that school, as well as to present empirical evidences extracted from research on the internationalization process of the Brazilian firm, confirming its main points.

Brazilian National Culture, Organizational Culture and Cultural Agreement Findings from a Multinational Company

The present study looks into the organizational culture of a Brazilian company, concentrating on its main Brazilian branches as well as on its European, Latin American, Central American, North American and Asian branches, making a total sample of 36 cities and 1742 respondents. Results indicate the influence of national culture on organizational culture, as the dimensions found clearly reflect the ambiguity and double-edged ethic characteristic of Brazilian culture. This study also shows the importance of hierarchy, and of relational networks, which stresses the relevance of the cultural element in organizational structure and functioning. In brief, understanding the double-edged ethic that governs Brazilian culture helps us understand apparently different, ambiguous or even contradictory behaviors reflected in the organizational culture practices of a Brazilian company with international operations. Moreover, there is little empirical research that directly deals with what combination of factors makes individuals agree or disagree over their cultural viewpoints. Consequently, we consider that this study attempts to deal with that issue as the cultural clusters were obtained using a multivariate approach, using demographic variables and the identified organizational dimensions. Thus results suggest the organizational context may increase or reduce the probability of nationality affecting the cultural agreement of group members.The present study looks into the organizational culture of a Brazilian company, concentrating on its main Brazilian branches as well as on its European, Latin American, Central American, North American and Asian branches, making a total sample of 36 cities and 1742 respondents. Results indicate the influence of national culture on organizational culture, as the dimensions found clearly reflect the ambiguity and double-edged ethic characteristic of Brazilian culture. This study also shows the importance of hierarchy, and of relational networks, which stresses the relevance of the cultural element in organizational structure and functioning. In brief, understanding the double-edged ethic that governs Brazilian culture helps us understand apparently different, ambiguous or even contradictory behaviors reflected in the organizational culture practices of a Brazilian company with international operations. Moreover, there is little empirical research that directly deals with what combination of factors makes in...

Organizational culture and performance: a Brazilian case

Purpose – The purpose of this research project is to focus on the acquisition of a Brazilian state owned energy distribution company by a Spanish conglomerate during the privatization process. It aims to verify if the performance indicators implemented by the acquiring company during the post‐acquisition phase were compatible with the organizational culture (OC) dimensions identified by Hofstede et al. It tries to identify if the values and practices fostered by the company transformation plan (such as democratic management, results orientation and focus on people) were in agreement with the organizational identified culture dimensions.Design/methodology/approach – The methodology used in this study is based on a research design that combined quantitative research with a qualitative exploratory procedure.Findings – Research results indicate the existence of substantial OC differences, as perceived by managers and by the bulk of employees, as shown by the existence of two OC clusters. Moreover, results als...

CARACTERÍSTICAS DO TRABALHO VALORIZADAS POR TRABALHADORAS DE DIFERENTES FAIXAS ETÁRIAS

Este artigo tem como objetivo descrever e analisar as caracteristicas do trabalho que sao consideradas relevantes para mulheres brasileiras, com nivel superior, de diferentes faixas etarias (20 a 29 anos; 30 a 39 anos; mais de 40 anos), e que trabalham em empresas privadas na cidade do Rio de Janeiro. Os dados foram abordados e analisados de forma qualitativa. O estudo identificou que as caracteristicas valorizadas mencionadas pelas entrevistadas das tres faixas etarias foram praticamente as mesmas. No entanto, foram encontradas semelhancas e diferencas quanto ao grau de relevância atribuido a essas caracteristicas. Os resultados da presente pesquisa podem auxiliar as organizacoes na identificacao de fatores motivacionais para a atracao e retencao de mulheres no mercado de trabalho corporativo.

A CULTURA BRASILEIRA NO OLHAR DO ESTRANGEIRO: PERCEPÇÕES DE ALUNOS DE UM MBA INTERNACIONAL NO RIO DE JANEIRO

O estudo se propôs a verificar se e como as categorias dos principais modelos teóricos de dimensões culturais identificados em revisão bibliográfica inicial se refletiam nas percepções das experiências vividas e descritas por alunos estrangeiros durante sua estada no Brasil para a participação em disciplinas de curso de MBA internacional, realizado no Rio de Janeiro. Para tanto, foi desenvolvida pesquisa qualitativa baseada na análise de relatos escritos de quarenta alunos, provenientes de dezessete diferentes nacionalidades. A partir da análise dos relatos, identificamos correlações com a maioria das categorias dos modelos culturais e constatamos a existência de vieses de percepção e julgamento entre alunos provenientes de diferentes culturas. Por fim, os resultados da pesquisa apontam para o desenvolvimento de habilidades multiculturais durante o MBA internacional, ajudando os alunos a relativizar e a compreender melhor as diferenças entre as suas culturas e a brasileira. Desta forma, podemos verificar a efetiva contribuição do estudo para aumentar o conhecimento acadêmico sobre as percepções de estrangeiros em relação ao Brasil e aos brasileiros, ainda que com limitações, cumprindo assim a sua proposta inicial.

Organizational change in a scenario of political upheaval and economic crisis: a Brazilian case

Purpose This paper aims to enhance the understanding of organizational change (OC) and the main critical factors to change. Design/methodology/approach A single case study was conducted in a large company with operations in Brazil by means of 21 in-depth interviews. A qualitative perspective was applied to scrutinize the data collected. Findings Main critical factors, such as commitment and trust, represent pieces of a puzzle that, when put together in a constructive way, draw a path to successful implementation of a change initiative. On the one hand, a country crisis poses as an obstacle to build change initiative credibility. On the other hand, an economic downturn may represent a retention mechanism. This study allowed the authors to draw a diagram with four groups of people based on their engagement with the organization change initiatives and on their seniority. In brief, the company is in a vicious circle. It is prisoner of a negative loop that causes a destructive effect in the change process, and it does not allow them to think out of the box and explore creative alternatives to face the company challenges. Research limitations/implications The research presents a few limitations regarding the chosen method and, also, country and company scenario where the research took place. Practical implications The results have implications for human resources development (HRD) scholars and practitioners in the planning and implementation of OC-related initiatives. Originality/value This paper contributes to OC literature and practitioners by showing the importance of credibility in change initiatives to achieve their successful implementation. This study also supports the strong relationship among main critical factors to change. Finally, the company is locked in a negative loop that stifles the successive attempts to successfully implement the change initiatives.

Same, same but different? Women´s experiences with gender inequality in Brazil

The purpose of this paper is to examine gender issues in Brazil from the perceptions, experiences, and discourses of professional women in Rio de Janeiro and Sao Paulo.,The study is based on 26 in-depth interviews with female professionals. The methodology consists of an exploratory approach through content analysis.,Despite the fact that Brazil demonstrates an idealized national ethos that promotes equality, gender roles are still very traditional. Participants recognized gender issues at work, including covert discrimination, though most did not acknowledge experiencing them personally.,There is dissonance between global trends and the actual experience of female professionals in Brazil. Although participants rejected the idea of personally experiencing inequality, they acknowledge its existence in human resources (HR) practices. This leads to a self-fulfilling prophecy where gender inequality is perpetuated and organizations and HR departments do not seem to have a proactive role as change agents.

Autonomy at Work: The Perspective of a Group of Brazilian Skilled Workers

ABSTRACT This study investigated the variety of understandings of autonomy at work from the perspective of a group of Brazilian skilled workers. The research method used was phenomenography, a qualitative and interpretative research approach. The results constitute a system that provides a comprehensive description of autonomy based on the variation in perspectives across the interviewees. The outcomes suggest that an overall sense of authorship regarding a broad range of decisions is inherent to the experience of autonomy. The findings also suggest that an expanded conception of autonomy includes not only professional but also personal and lifestyle aspects.