ABSTRACT

New knowledge and understanding on cross-cultural issues in macroergonomics is necessary better to take into account cultural characteristics in the (re)design of work systems, in particular in the context of the development of global companies. Globalization of business has become a statement of success for companies in the international market. In this paper, globalization has a twofold meaning: (1) a company with international activities and operations and (2) a company with a true and deep understanding of the international business environment and the cultural characteristics of the countries where it conducts business (Järvenpää et al. 1997). Global companies need to understand different cultures and the effects of cultural factors on employees, and thus on organizational effectiveness and functioning. For instance, leadership styles and organizational structures suitable for a given national culture may not necessarily be applicable to the context of another national culture (Järvenpää and Immonen 1996).