Page 551 - Cultures and Organizations

516 Glossary

CONFUCIAN DYNAMISM: a dimension of national cultures found through
research among student samples using the Chinese Value Survey. Rebap-
tized in this book long-term versus short-term orientation (see under these
catchwords).

CORPORATE CULTURE: organizational culture at the level of a corporation.
See organizational culture.
CORPORATE IDENTITY: common symbols (such as logos) for subsidiaries
belonging to the same corporation.

CORPORATE VALUES: a list of descriptions of desirable traits and behaviors
for employees and managers of a corporation.

CORRELATION: in statistics, the degree of common variation of two sets of

numbers. The coefficient of correlation can vary from a maximum of 1.00
(perfect agreement) via the value 0 (no relationship) to a minimum of 1.00
(perfect disagreement).

CULTURAL IDENTITY: see Identity. Identity is conscious and not to be con-
fused with culture, which is usually unconscious.

CULTURAL LEGITIMATION: finding symbolic justification for practices so

that they become morally acceptable. It is usually driven unconsciously by
interests and always by cultural values.

CULTURE: (1) the training or refining of the mind; civilization; (2) the
unwritten rules of the social game, or more formally the collective pro-
gramming of the mind that distinguishes the members of one group or cat-
egory of people from another—this meaning corresponds to the use of the
term culture in anthropology and is likewise used throughout this book.

CULTURE ASSIMILATOR: a programmed-learning tool for developing inter-

cultural communication skills.
CULTURE SHOCK: a state of distress following the transfer of a person to
an unfamiliar cultural environment. It may be accompanied by physical
illness symptoms.
DIMENSION: an aspect of a phenomenon that can be measured (expressed
in a number) independently of other aspects.