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Culture is seen as the integrated pattern of human knowledge, what people eat, how they dress, activities they practice, belief, custom and behaviour that depends upon man's capacity for learning as he becomes a member of a member of the society. Hofstede (1984) describes culture as the collective programming of the mind which differentiates human groups from another. Hofstede(1984) further segments culture into values and norms whereby values deal with the an individual or groups beliefs on what is wrong or right while norms are the social rules and guidelines which are set to follow. He further divides norms into folkways and mores that further explains norms.

Globalisation has brought about the world becoming a single global entity whereby various foreign cultures are being integrated into one (Robertson, 2000). The trompanaar’s universalities theory talks on ideas and concepts that can be used generally. Trompernaar’s and hofstede’s focused basically on what we might call ‘dominant’ culture which is what people know and accept. They pointed out that though nations have different cultures yet, they still accept a dominant culture in which they follow (parker, 1998). They further spoke on individual values, as a result of globalization, this so called individual values are now national values which focus on universal individual values for people living in different nations.

Though globalization allows people adapt to new cultures, it has brought about ‘culture shock’ and this shock is seen as the different phases individuals encounter when trying to adjust to a new culture and environment. National culture refers to the collective programming of the mind, which distinguishes members of one human group from those of another. According to Schein (1992) organizational culture is seen as an inherent fact that is not easily changed by the basic assumptions and inventions that cannot be backed up with normative facts. He further went on to explain the main challenges of adapting to organizational culture such as internal integration and external adaptation.

Whenever there is a change in organizational tradition, there would be an alternate change in the organizational culture of a business. A major source of cultural globalization is the business activities that an organization engages in. As businesses find new markets for new products, they transmit cultural messages such as how people should dress look and behave. These days competitors are try to provide an alternative to cultural changes as against norms and values (parker, 1998).Changes in culture are as a result of globalization. As a result of the ever changing globalization patterns, organization has to adapt to this to the culture in which it finds itself .This is commonly known as ‘a trend to blend’. The cultures, life style, people, language and communication are becoming increasingly uniform in many ways which are interpreting social change. 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。