Comparison of Germany and South Korea Cultures
The two countries I chose for comparison and exploration of cultures are Germany and South Korea, where I want to work in the future. South Korea is a South-East Asian state, while Germany is a Western European country. These two cultures are distinct not only with their geographic location but also by their time and conflict management, as well as their perception of rudeness and politeness.
People from Germany and South Korea have differences and similarities in their attitudes, perceptions, and behavior. In German culture, individuals respect privacy, punctuality, discipline, and control (Zimmermann, 2018). Being on time and performing their duties as perfectly as possible seems to be their defining characteristics, admired worldwide (Zimmermann, 2018). However, when it comes to conflicts, they will openly express their dissatisfaction with tardiness and mistakes in work (Zimmermann, 2018). Still, they are not individualists that only respect their own opinions. Instead, they view themselves as part of the whole; hence, they are ready to negotiate. Korean people are not different from Germans in terms of their respect for other individuals’ time and privacy (“Korean culture,” 2022). Both nations consider it rude when someone is late for a meeting. South Koreans do not usually engage in conflicts or display their problems and quickly negotiate. Moreover, there are unique polite ways to show respect to people in Germany and South Korea. Specifically, a different “you” is used when addressing individuals of various ages in Germany. South Korea considers it polite to address people by their surnames and bow even in the office.
In summary, the two selected cultures, German and South Korean, have unique features that make them recognizable for their incredible work ethic. Indeed, people in both countries are punctual and respectful of other people’s personal space; hence, it is considered rude to be late. However, Germans are more straightforward and relatively intolerant regarding imperfections and mistakes, while Koreans prefer not to engage in open conflicts.
Working in German and South Korean Cross-Cultural Teams
Working in cross-cultural teams is both exciting and challenging because such experience allows learning new customs, but it requires patience to manage conflicts. It was unusual to have employees of various backgrounds in the past, but the modern world of connectedness, open borders, and the possibility for digital communication created such an opportunity (Adler & Aycan, 2018). However, multicultural teams require leaders to be flexible, empathetic, and knowledgeable about their workers, especially when working with perfectionist cultures like German and South Korean.
Despite existing clichés about cultural differences, managers should ensure reconciling rather than separating these groups. According to Adler and Aycan (2018), it is critical to support cultural stability and change, as well as account for inappropriate behaviors as outliers rather than defining features of a particular culture. Since both Germans and South Koreans are punctual and respectful, establishing strict but reasonable schedules will be relatively easy. However, when it comes to conflicts about results or other matters, leaders may need to intervene. If there is a shared working language, the unique challenges may be in terms of their different perceptions of conflict. Germans will likely express their dissatisfaction with a situation to their colleagues, which is a positive feature for firms that strive to develop and grow. Koreans may not show their emotions and feelings about issues. Hence, it will be essential to encourage them to share their concerns, at least in written form, because the company must recognize and eliminate mistakes.
When working with people from Korea and Germany, managers and leaders should account for their cultural differences and use similarities. In fact, to build an effective team, one should praise employees’ punctuality. At the same time, it is crucial not to over-emphasize perfectionism since learning and progress are more important in organizations. Lastly, encouraging different cultures to share their experiences can facilitate understanding and mutual trust.
References
Adler, N. J., & Aycan, Z. (2018). Cross-cultural interaction: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 5, 307-333.
Korean culture – Guide to history, customs, people, and modern day. (2022). 90-Day Korean. Web.
Zimmermann, K. A. (2018). German culture: Facts, customs, and traditions. Live Science. Web.