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What is Culture?

Cultural studies is an emerging field that falls under the rubric of multi-disciplinary or interdisciplinary studies. Cultural studies focuses on culture. Culture is defined in various ways, but generally includes: group knowledge, beliefs, values, experiences, religion, philosophies, beliefs about the universe, belongings, notions of property, traditions, beliefs about time, social roles, gender roles, ways of conceptualizing spatial relationships, symbols, meanings, attitudes, and hierarchies. Culture refers to group beliefs, but it can refer to a broad group, such as a national culture, or a smaller sub-group that exists within the larger group.

In many ways, culture refers to daily life and how groups of people live their daily lives. Therefore, culture is not a static concept, but a changing concept, which evolves for various reasons. Technology, immigration, emigration, changing gender norms, and scientific advances are just a few of the variables that can drive cultural change. Moreover, people experience several layers of culture: national, regional, religious, gender, generational, social class, racial, educational, and workplace are all common layers of culture, all of which may impact the individual in different, sometimes conflicting, ways.

Cultural determinism is a theory that culture is transmitted through learned values, beliefs, ideas, and meanings, and that this learned culture determines human nature. While this theory would seem to limit human ability because people learn what it means to be human from their surrounding culture, it actually suggests no limitations on human ability; as long as people can learn behaviors, they can change. However, it also suggests that conditioning is extremely powerful and that while people can make changes after being exposed to different cultures, those changes are unlikely because they have already been conditioned to accept one version of humanity.

Cultural relativism takes the view that no culture is superior to any other culture. Therefore, no society can be considered normative. This position is relevant to members of all cultures, because, since ethics and morals are culturally-based, it suggests that there are not only no universal ethical or moral systems, but also that all ethical and moral systems are inherently equal. Cultural relativism is also known as pluralism and tolerance.

In contrast to cultural relativism, cultural ethnocentrism is a belief that one’s culture is superior to other cultures. This belief can be overt and conscious, where it manifests as overt bigotry, racism, and xenophobia, but it can also be subtle and unconscious, with people judging other people’s cultures by referencing their own culturally-defined values and morals. It is very difficult to be completely objective, but being aware of how your own cultural influences have shaped how you view other cultures is one way to be more tolerant. Gaining information about other cultural practices and why they occur is another way to reduce cultural ethnocentrism.

Learning about culture involves studying many different areas. Earning a cultural studies degree generally involves studying: art, language, gender relationships, families, marriage, laws, philosophy, literature, history, sociology, and communication. Cultural studies majors learn to analyze and critique culture using several methodologies and theories, including: ethnography, class theory, deconstruction, gender theory, and semiotics. [ Show Less ]

 

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Research Paper Undergraduate
High-Context vs. Low-Context Cultures in Intercultural Communication
Explain how differences in the perception of time and the use of space affect intercultural and co-cultural communication.
Research Paper Undergraduate
Gabriel Orozco's Sculptures: Oval with Pendulum Explored
The object is the inverse of sculpture, which traditionally has its center of gravity in its base. What would happen, Orozco asks, if sculpture were opened up and we moved inside it? - Margaret Iversen, 2004
Paper Undergraduate
U.S. Homeland Security Strategy: Comparing Three Key Documents
There have been several government-written strategies addressing terrorism in the United States since the terrorist acts of September 11, 2001, and all of these are required to complement one another if the defense…
Paper Undergraduate
Empathy in Sales: A Literature Review of Customer Relations
Empathy is the ability to imagine one's self in the position of another and to appreciate situations and circumstances from the other's point-of-view. It is largely a characteristic possessed more by some individuals…
Paper Doctorate
Transformational Leadership and Organizational Communication Trust
At the foundation of any successful organization and its communication practices, systems and procedures is a very solid foundation of authenticity, transparency and trust. These three elements must pervade a corporate culture in order for it to attain a high level of performance and continued growth in turbulent times (Birasnav, Rangnekar, Dalpati, 2011). The highest performing companies have created a culture that celebrates and actively promotes organizational communication. Transformational leaders have been shown to be the catalyst of exceptional organization communications being attained and a culture of trust created and sustained (Dionne, Yammarino, Atwater, Spangler, 2004). The leader of any organization is the one ultimately responsible for creating this foundation of trust that enables highly effective organizational communications. It is the intent of this analysis to evaluate how this can be achieved. Analysis of a Leader's Impact on Organizational Communications Ultimately it is the leader of any organization who is responsible fro defining the vision of the enterprise, translating that vision into actionable steps that are pragmatic and clear, and then tailoring development programs to each associate. The role of the transformational leader is multifaceted and requires a balancing of people, processes and systems for an enterprise to attain a highly efficient and accurate level of organizational communications (Berson, Avolio, 2004). No significant change can be pushed onto employees or associates however, the longest-lasting changes emanate from how employees view their jobs, bosses, associates and the entire culture of a business (Crawford, 2005). For a leader to change an organization and increase its communication effectiveness, it must change the factors that influence every person in it to communicate more clearly and with greater accuracy and acuity. This is extremely difficult to do well, hence the perennial shortage of leaders in many organizations. Leaders must inspire associates within an enterprise to change internally and value accuracy and acuity of focus in communications before the company can ever change at a more strategic level (Dionne, Yammarino, Atwater, Spangler, 2004). The best leaders at creating a highly effective organizational communication structure and transformations are those that also are able to bring four critical factors into their businesses. These four factors include individualized consideration, intellectual stimulation, inspirational motivation and idealized influence (Birasnav, Rangnekar, Dalpati, 2011). These factors taken together form the foundation of transformational leadership (Hobman, Jackson, Jimmieson, Martin, 2011).
Paper Doctorate
Employee Relations Systems in China, Germany, and Australia
The intent of this analysis is to evaluate the differences between China and Germany, Germany and Australia, and China and Australia. Taking the role of an Employee Relations (ER) Manager who is responsible for managing workforces in these areas, each country is compared based on their history, role of stakeholders, bargaining and labor laws. China vs Germany In comparing China and Germany's current Employee Relations practices, a framework including each country's current economic system, their respective histories, role of stakeholders, bargaining practices and labour laws are presented. Comparative Analysis Chinese versus German Economic & Employment Systems The Chinese economic and employment systems today reflect the highly socialistic, centrally planned economy versus the social market economy of Germany. The Chinese have defined their employment system and the role of employers with a strong focus on central planning as well. The Iron Rice Bowl and the HuKou systems are designed specifically for the purpose of providing citizens with lifetime employment. The Chinese economic and employment models resemble the Soviet Union in that both nations have a centralized office for managing labor grievances, in addition to openly allowing state-financed monopolies to exist. The goal of communist-based egalitarianism has failed to deliver results for the migrant factory workers who keep the manufacturing industries of China working, while the new economic ruling class, located predominantly in coastal cities, looking increasingly capitalist. China's future as a communist-based government is threatened by this widening gulf of migrant workers relative to the newly-minted wealthy class of entrepreneurs who are savvy enough to gain the Communist party's support for their new ventures. Germany has taken a radically different approach than China in terms of their employment systems. They are focused on a more social or collaborative approach between government and labor, looking to provide a foundation for continual economic growth by ensuring the long-term productivity of their workers. The German approach to managing employment is to concentrate on high skill, high trust, high quality wage models that seek to revolutionize industries. The example of this is shown for the vehicle manufacturing industry. The German focus on high skill, high trust and high quality wages has led to the need for collective bargaining and greater coordination with labor unions. History China's current economic and employment systems are predicated on Confucian ideologies of seeking social harmony and cohesion of social relationships. These philosophies still permeate the nation's culture, despite the Liberation in 1949 to the Chinese Communist Party (CCP) form of government. In 1978, China adopted a socialist model of state-planned economies both at the regional and state levels. It also created, in 1978, an open door policy for initiating economic transformation. This led to the Chinese economy flourishing in a less restrictive environment. Today China continues to navigate between a communist and capitalist approach to their economic and employment practices with the latter becoming more dominant due to the potential to grow the wealth of the CCP. Germany was resurged as a global economic power after the devastation the country faced after the Second World War. Germany has emerged as the largest and strong European economy with the high export focus that rivals China. Following the reunification of Eastern and Western Germany, the economic growth of the country has slowed significantly. Between 1994 and 2008, Germany reported only 1.5% economic growth for example. Unemployment rates continue to escalate yet are not as severe as France or the United Kingdom. As of the analysis completed for the course, unemployment is hovering at 8.4%.
Research Paper Doctorate
Western Art History From Renaissance to Postmodernism
The Renaissance heralded in an entirely new tradition of art form during the 14th and 15th centuries, with a wide variety of painters, poets, writers and architects that literally and figuratively saw the world in a…
Research Paper Doctorate
Feudal Society: Medieval Europe vs. Japan's Modernization
¶ … Feudal Society by Marc Bloch. Specifically, it will evaluate the concept of Medieval Feudalism as defined in the book, and compare it to a modern developing nation where the concept of feudalism was applied to…
Paper Doctorate
Research Paradigms in Tourism Studies: A Comparative Analysis
These three articles compared the methodological approaches employed by the authors from three peer reviewed tourism articles. The approaches in turn were feminism, positivism, and interpretative approach. The article dissected each of these three perspectives reviewing the research paradigms, underlying principles and different epistemological, ontological and methodological world views underpinning each perspective. Ultimately, we may agree with Kuhn in agreeing that no one perspective is the same and that all accord oftentimes contradictory assumptions and conclusions of the same subject and/ or issue.
Research Paper Undergraduate
Emotional Intelligence and IQ: A Multifaceted View
Intelligence has become a controversial, even politically-charged issue in educational and psychological circles. The Intelligence Quotient (IQ) not only became a standardized means to assess human mental prowess but…