Yang Yu  RE: Week 2 question COLLAPSE Top of Form National identity is a person's identity or sense of belonging to one state or to one nation (Ashmore et al., 2001), while the organizational identity is defined as a sets of defined as a set of statements that organization members perceive to be central, distinctive, and enduring to their organization. (Albert & Whetten, 1985) When we enter into an organization, we will encounter the culture in an organization which affected by a great mixture of individuals personalities and behaviors which are governed by codes of conduct, moral values, faith, ethnicity, etc. Inevitably, our own cultures, shaped by the behaviors, faith, values and cultures of our own nations, will have glitches with the diverse cultures within the organization. Meanwhile, as a member of the organization, our cultures will be molded and influenced by the daily contact with its members and the organization as a whole. Our subculture will derive from the diversity of the members of organization and Before I studied in an American university, I was born and grown up in a culture which champion the collectivism. Compared with its counterparts, American university embraces individualism and gives more attention to minorities. For instance, educational resources and opportunities are more equitably distributed, and all students, including minorities and students with disabilities. As a foreign student, I could utilize various academic support resources to facilitate my study and I can feel the respect to my individual preference in the class and daily life. In China, we got used to adapting to the value and rules of the whole group, and we are seldom concerned about the individual value or habit. Individuals tend to find common values and goals as particularly salient �Schwartz, 1990). Under this ongoing impact on my value and behaviors, I empathize with those who holds different opinions and am more willing to take care of those minor groups.  Bottom of Form Zihan Ren  RE: Week 2 question COLLAPSE Top of Form A research from the discursive tradition define organizational identity as ‘an ongoing conversation or dance between [internal] organizational culture and [external] organizational images’ and present a model of it based on four interrelated processes (mirroring, reflecting, expressing, impressing). (Hatch and Schultz 2002, p. 991). National identity is a person's identity or sense of belonging to one state or to one nation. (Ashmore, Jussim and Wilder, 2001). It is represented by a distinct tradition, culture and language. Compared to national identity organizational identity is more unstable and changeable. Conversely, national identity is more enduring as is it obtained through a person’s education and influence from childhood. For example, I used to have a colleague who had been doing clerical work in a company dealing with paperworks. But for some reason, he switched to a sales job. He was not very talktive before he ...

1. Yang Yu
RE: Week 2 question
COLLAPSE
Top of Form
National identity is a person's identity or sense of belonging to
one state or to one nation (Ashmore et al., 2001), while the
organizational identity is defined as a sets of defined as a set of
statements that organization members perceive to be central,
distinctive, and enduring to their organization. (Albert &
Whetten, 1985) When we enter into an organization, we will
encounter the culture in an organization which affected by a
great mixture of individuals personalities and behaviors which
are governed by codes of conduct, moral values, faith, ethnicity,
etc. Inevitably, our own cultures, shaped by the behaviors, faith,
values and cultures of our own nations, will have glitches with
the diverse cultures within the organization. Meanwhile, as a
member of the organization, our cultures will be molded and
influenced by the daily contact with its members and the
organization as a whole. Our subculture will derive from the
diversity of the members of organization and
Before I studied in an American university, I was born and
grown up in a culture which champion the collectivism.
Compared with its counterparts, American university embraces
individualism and gives more attention to minorities. For
instance, educational resources and opportunities are
more equitably distributed, and all students, including
minorities and students with disabilities. As a foreign student, I
could utilize various academic support resources to facilitate
my study and I can feel the respect to my individual preference
in the class and daily life. In China, we got used to adapting to
the value and rules of the whole group, and we are seldom
concerned about the individual value or habit. Individuals tend
to find common values and goals as particularly salient
�Schwartz, 1990). Under this ongoing impact on my value and

2. behaviors, I empathize with those who holds different opinions
and am more willing to take care of those minor groups.
Bottom of Form
Zihan Ren
RE: Week 2 question
COLLAPSE
Top of Form
A research from the discursive tradition define organizational
identity as ‘an ongoing conversation or dance between [internal]
organizational culture and [external] organizational images’ and
present a model of it based on four interrelated processes
(mirroring, reflecting, expressing, impressing). (Hatch and
Schultz 2002, p. 991). National identity is a person's identity or
sense of belonging to one state or to one nation. (Ashmore,
Jussim and Wilder, 2001). It is represented by a distinct
tradition, culture and language. Compared to national identity
organizational identity is more unstable and changeable.
Conversely, national identity is more enduring as is it obtained
through a person’s education and influence from childhood.
For example, I used to have a colleague who had been doing
clerical work in a company dealing with paperworks. But for
some reason, he switched to a sales job. He was not very
talktive before he changed his job. Gradually, I found that he
began to like to take the initiative to talk to others, and find a
breakthrough in others' words. The change in him is clearly
characteristic of two different organizations.
Hatch, M. J. and M. Schultz (2002). ‘The dynamics of
organizational identity’, Human Relations, 55 (8), pp. 989–
1018.
Ashmore, D., Jussim, L. and Wilder, D. (2001). Social Identity,

3. Intergroup Conflict, and Conflict Reduction. Oxford University
Press. pp. 74–75.
Bottom of Form
Dr. Patty Goodman
Corporate and Organizational Communication Graduate
Program
• Challenges of Cultural Communication
• Vocabulary Spotlight
• Cultural Theorists
• Culture vs Identity
• Case Analysis
Agenda
Source: Liu, S., Volcic, Z., & Gallois, C. (2014). Introducing
intercultural communication: Global cultures and contexts.
Sage. Thousand
Oaks, CA.
Perception Process
• Closure
• Familiarity
• Expectation
Selection

4. • Attribution theory
• Hofstede’s
National Cultural
Dimensions
Categorization
• Physiologically
• Sociologically
• Psychologically
Interpretation
Ethnocentrism
Source: Liu, S., Volcic, Z., & Gallois, C. (2014). Introducing
intercultural communication: Global cultures and contexts.
Sage. Thousand
Oaks, CA.
Stereotypes Prejudice
Bias Racism
• Power Distance
• Individualism/Collectivism
• Masculinity/Femininity
• Uncertainty Avoidance
• Long-term/Short-term Orientation
Hofstede’s National Cultural
Dimensions

5. Source: Hofstede, G., Hofstede, G. J., Minkov, M. (2010).
Cultures and organizations: Software of the min: Intercultural
cooperation and its importance for survival. New York:
McGraw Hill. P.6.
https://geert-hofstede.com/national-culture.html
Edward Hall & Mildred Hall
Understanding Cultural Differences
Source: Hall, E. T., & Hall, M. R. (1995). Key concepts:
Underlying structures of culture. International Management
Behavior, Blackwell
Publishers, Cambridge, Massachusetts.
Visual source
https://www.google.com/search?q=hall%27s+high+and+low+co
ntext+framework&espv=2&biw=1920&bih=888&tbm=isch&sou
rce=lnms&sa=X&ved=0ahUKEwiv7fG67LLPAhWCND4KHQjN
BbgQ_AUIBigB&dpr=1#imgdii=p-8ZyBr_hxMiyM%3A%3Bp-
8ZyBr_hxMiyM%3A%3BPvMDsehUOIPslM%3A&imgrc=p-
8ZyBr_hxMiyM%3A
Picture Source: Kluckhohn Values Orientation Method Person
Person_Nature Orientation Subject to Harmony withMastery
over Time Orientation
PastPresentFuture Activity Orientation. Preparing the Culture
Presentation Retrieved September 2016
Kluckhohn and Strodtbeck
Five Value Orientations
https://www.google.com/search?q=kluckhohn+and+strodtbeck&

6. espv=2&biw=1920&bih=888&tbm=isch&source=lnms&sa=X&v
ed=0ahUKEwjdtLO_7rLPAhVGdj4KHWgLB7YQ_AUIBigB&dp
r=1#tbm=isch&q=kluckhohn+and+strodtbeck+and+five+value+o
rientation&imgdii=LZjxbTp_fYiaAM%3A%3BLZjxbTp_fYiaA
M%3A%3Bsq471kANAE7IOM%3A&imgrc=LZjxbTp_fYiaAM
%3A
Schwartz’s Cultural Value Theory
Picture Source: OB Values Retrieved September 2016
https://www.google.com/search?q=kluckhohn+and+strodtbeck&
espv=2&biw=1920&bih=888&tbm=isch&source=lnms&sa=X&v
ed=0ahUKEwjdtLO_7rLPAhVGdj4KHWgLB7YQ_AUIBigB&dp
r=1#q=schwartz%20value%20theory&tbm=isch&tbs=rimg%3AC
YNbV62mZ6OTIjjhTtTgdTSBSgNLPa1zZ4a14dCYNbembGq1l
3ebhka73QPAXTfUV6G483v1TuckBDup9J1L6ZSgZCoSCeFO1
OB1NIFKEdevDx5GxvJWKhIJA0s9rXNnhrUR5GGwl-
tyQoEqEgnh0Jg1t6ZsahEGh6l73_10XKioSCbWXd5uGRrvdEb
MSqeIuEWePKhIJA8BdN9RXobgRo7rt-
U8reUEqEgnze_1VO5yQEOxGGZHNdwZAS5yoSCan0nUvplK
BkETnmE1nUorCC&imgrc=m26WjeLcHi_wEM%3A
• Gender
• Ethnic
• Religious
• Cultural
• National
Identity
Source: : Liu, S., Volcic, Z., & Gallois, C. (2014). Introducing
intercultural communication: Global cultures and contexts.
Sage.

7. Thousand Oaks, CA.
Picture Source: Ideas Have Consequences Retrieved September
2016
http://i1.wp.com/garydavidstratton.com/wp-
content/uploads/2012/02/Screen-shot-2013-05-02-at-1.37.53-
AM.png
Case Study Analysis
Case Presentation
Problem Statement
Next Steps:
-depth research
Slide Number 1AgendaSlide Number 3EthnocentrismHofstede’s
National Cultural DimensionsSlide Number 6Slide Number
7Schwartz’s Cultural Value TheorySlide Number 9Slide
Number 10Slide Number 11