Culture is Important in Job Hiring

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Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

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There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

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It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

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Has social media destroyed the very fabric of how society works?

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Digital platforms are recasting the relationships between customers, workers, and employers as the silicon chip’s reach permeates almost everything we do—from buying groceries online to finding a partner on a dating website. As computing power improves dramatically and more and more people around the world participate in the digital economy, we should think carefully about how to devise policies that will allow us to fully exploit the digital revolution’s benefits while minimizing job dislocation (Muhleisen 2015).

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Information and communication technology has changed rapidly over the past 20 years with a key development being the rise of social media.

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The growth of social media is part of the growing digitalization or “technologisation” of social life. Due to globalization and growth of the cyberspace, social interaction is now extended from the temporal or physical space to the cyberspace, from face-to-face interaction to digital interaction through chat, post, video chat, etc.

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Has social media destroyed the very fabric of society?

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Well, it depends on one’s perspective in judging the effects of social media to society. A conflict theory would probably see the birth of the social media as the “colonization” and— yes, the destruction of the current face-to-face or personal interaction. But a functionalist perspective may see it as playing a major function of integrating and connecting people into a small social network or global village.

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The social media can easily connect people from distant lands in a matter of seconds by using the Internet and online networks. This is not possible in the temporal or physical space. Moreover, the social media plays a crucial role in doing business and marketing of goods and services worldwide. Nowadays, business opportunities are done more and more in the cyberspace and social media rather than in the temporal space. Physical stores, for instance, are now gradually being replaced by the cost-efficient online stores. Hiring is also now being done online via the social media LinkedIn and other sites, rather than through the walk-in application process.

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The social media has also challenged the traditional media, such as the print, TV, and broadcast media, because of its interactive nature. Yes, the social media has radically altered the way people communicate and transact business around the globe. But has it destroyed how society works today?

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Well, I would rather see it as expanding and improving the very fabric of society rather than destroying it. Under this process, the old practices are gradually replaced by new ones, and in this sense social media can be considered “destructive”. But in every process of social change, one can’t avoid discarding the old methods by novel ones.

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As the Bible says: “And no one pours new wine into old wineskins. Otherwise, the wine will burst the skins, and both the wine and the wineskins will be ruined. No, they pour new wine into new wineskins” (Mark 2:22).

Reference

Muhleisen, M. (2015). The Long and Short of The Digital Revolution. Retrieved from https://www.imf.org/external/pubs/ft/fandd/2018/06/impact-of-digital-technology-on-economic-growth/muhleisen.htm.

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New Rules with the Re-Opening of Boracay Island

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World-famous Boracay reopened on Friday six months after it was ordered closed by President Duterte for massive rehabilitation due to years of neglect, overdevelopment, and disregard for environmental laws.

The Boracay Island and its white sand beach were closed to visitors in April after President Duterte called it a “cesspool” tainted by raw sewage flowing from hotels and restaurants straight into the sea.

According to the Department of Philippine Tourism Secretary Bernadette Romulo-Puyat, the carrying capacity of Boracay should also be limited to 19,215 persons a day and 6,405 tourist arrivals a day. This will be strictly enforced after the re-opening.

The beautiful island of Boracay will be reopening for a “test run” on October 26, 2018, six months after it was closed down for partial rehabilitation. Here are some new rules about the “new” Boracay:

1. No Booking, No Entry

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Tourists are now required to present their hotel booking when they get to the island. A verification booth will be set up in both Caticlan and Kalibo airports where officials will check the hotel bookings of tourists and make sure that they booked with accredited hotels. Department of Tourism has released a list of the 157 hotels that were allowed to be reopened. These hotels are those that have successfully acquired the required permits to operate on the island.

2. Easement 25 meters plus 5 meters.

No structures are allowed 25 meters away from the beach as well as the 5 meters easement in front of resorts and establishments.

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3. Promote Green Buildings

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4. No Casinos

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The government will also ban casino operations, while all water sports save for swimming are also banned for the time being.

5. Follow Ordinances and Environment Laws

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Boracay now has a total of 200 new lifeguards are now ready to serve swimming guests after undergoing intensive training under the Philippine Coast Guard (PCG).

6. Only Accepts Tourists within the Island’s capacity of 19, 215 at a time or 6,405 tourists a day.

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7. No Big Parties

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8. No Smoking and Drinking

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No smoking and drinking in public areas. You’re still free to drink or smoke in the confines of resorts, however!

9. Ban of Open Fires and Use of Kerosene Gas/Fuel

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From the previous 4 to 5 meters, the whole stretch of the road is now 12 meters-wide with walkway, according to the Department of Public Works and Highways (DPWH) Secretary.

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References

Philippine Star (24 Oct 2018). Infographic: New rules for Boracay reopening. Retrieved from https://www.philstar.com/headlines/2018/10/24/1862824/infographic-new-rules-boracay-reopening.

 

How to Become a Responsible Tourist

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Introduction

Responsible tourism is all about conformity of the tourist to the local culture, especially to the customs and laws of the host country or place of destination. There are different types of tourism and tourist. But all tourism is a cross-cultural encounter, an interaction between two cultures: the cultural orientation of the tourist and the culture or way of life of the tourist site. Thus, if an American tourist visits the famous Boracay Beach in the Philippines, he or she brings with her/his Western American culture mentality to the Philippines and interacts it with the local Filipino culture of the residents or hosts in Boracay island.

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Now, tourism often brings conflict in terms of cultural norms. Sometimes, tourists would impose consciously or unconsciously her or his cultural expectation and norm orientation to the tourist site and disregard the local norms and rules. For instance, Western tourists may find wearing bikinis in Philippine beaches as normal and culturally appropriate. But for rural folks in the Philippines, wearing this kind of outfit is culturally unacceptable and indecent.

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Cultural conflict is therefore inevitable. Thus, the tourist site or the host country must dictate how should tourists behave to protect the local culture. In this case, it must be the tourist site and authorities of the place who must determine through rules and policies how tourists must behave and become responsible to protect the local culture and attain sustainability of their tourism industry.

Here are some important tips on how the tourist can become responsible when visiting tourist sites:

  1. Orient yourself about the local culture of the place you are visiting. This includes knowing the customs or existing practices of the site. Know some basic rules on respect, decency, and social interaction.

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  1. Know the laws and ordinances of your place of destination before arriving at the area. Dont’s be afraid to ask friends or people who have visited the tourist spot you want to visit. Use the Internet or social media to get a glimpse of the rules.

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  1. Be respectful of the local people and customs of the place you are visiting. Don’t be arrogant and presume that you know many things about the site just because you are highly educated, rich, famous, and coming from a developed country.

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  1. Always remember that to become a responsible tourist means you conform to the norms and expectations of the tourist site and not the other way around. This advice is also good for your protection and safety when visiting tourist spots.

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Enjoy your trip, tour, and vacation! God bless!

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Who are Prone to Depression: Asians or Westerners?

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Cultural differences between Western and Asian cultures in individualism-collectivism (I-C), a dimension of cultural variability, show a strong possibility that Asians are predisposed to more negative emotions than are Westerners.

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Individualistic cultures, most of which are Western, promote individual needs, wishes, desires, and values over group and collective ones (Matsumoto, 1990). Consequently, hierarchical differences in status or power are minimized while equality is emphasized (Matsumoto, 1990).

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In contrast, collective cultures, many of which are Asian, promote the opposite; they stress the needs of a group, individuals identify themselves as members of a group, and one’s social role is defined by an entrenched system of hierarchical differences and vertical relationships (Matsumoto, 1990).

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Members of individualistic cultures tend to display more negative emotions to ingroup members and more positive emotions to outgroup members. Conversely, members of collective cultures tend to display more positive emotions to members of ingroups and more negative emotions to those of outgroups (Matsumoto, 1990).

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These display rules should predispose Asians to more negative emotions, which may result in depression, at least in the social interactions with outgroups.

Emotion regulation norms for Asian and Western cultures also demonstrate a greater likelihood for depression among Asians than among Westerners. Since emotion regulation refers to the ability to manage and modify one’s emotional reactions in order to achieve a desirable outcome, it reflects the different ways that culture tries to achieve social order (Matsumoto, Yoo, & Nakagawa, 2005).

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Cultural display rules, social roles, and emotion regulation norms have effectively contributed to the predisposition of Asians to be more passive, non-assertive, and anxious in interpersonal situations than Westerners (Okazaki, Liu, & Minn, 2002). The results from a study that examined differences between Asian American and White American on a trait measure of social anxiety and self-reports of anxiety-related emotions during a 3-min social performance task indicated that Asian Americans reported more anxiety than White Americans (Okazaki et al., 2002).

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Source

“Understanding the Concept of Depression Sociology Essay.” Retrieved from https://www.ukessays.com/essays/sociology/understanding-the-concept-of-depression-sociology-essay.php.

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