The Experts below are selected from a list of 26835 Experts worldwide ranked by ideXlab platform

Luigi Zingales - One of the best experts on this subject based on the ideXlab platform.

  • corporate Culture Societal Culture and institutions
    Social Science Research Network, 2015
    Co-Authors: Luigi Guiso, Paola Sapienza, Luigi Zingales
    Abstract:

    While both cultural and legal norms (institutions) help foster cooperation, Culture is the more primitive of the two and itself sustains formal institutions. Cultural changes are rarer and slower than changes in legal institutions, which makes it difficult to identify the role played by Culture. Cultural changes and their effects are easier to identify in simpler, more controlled, environments, such as corporations. Corporate Culture, thus, is not only interesting per se, but also as a laboratory to study the role of Societal Culture and the way it can be changed.

  • corporate Culture Societal Culture and institutions
    The American Economic Review, 2015
    Co-Authors: Luigi Guiso, Paola Sapienza, Luigi Zingales
    Abstract:

    According to North (1991), institutions foster cooperation in settings without full information and repeated interaction. North classifies institutions as informal (sanctions, taboos, customs, traditions, and codes of conduct) and formal (constitutions, laws, property rights). Informal institutions, which we will refer to as Culture, comprise Societal values (which affects intrinsic motivations) and social norms. In primitive and simple societies, where personal ties and ostracism are enough to enforce cooperation, Culture is the only mechanism. Intrinsic motivation and social norms work well when the rules they prescribe are simple to apply, when they are widely shared, and when social sanction (ostracism or exclusion) is a powerful threat. While these conditions hold in small primitive societies, in most modern societies, they do not. To function, modern economies need rules that take into account many contingencies. These complex rules make the verification process difficult requiring specialized (and dedicated) agents. Also, the development of long distance trade requires more impersonal contract enforcement mechanisms that are formalized through political and legal institutions. When economies evolve, formal institutions replace many informal mechanisms of enforcement. Indeed, a dominant thesis argues that the economic success of nations is not driven by Culture or value systems but rather by inclusive political institutions (Acemoglu et al. 2001) or by effective legal institutions (La Porta et al. 1998). I. Culture Matters

Paola Sapienza - One of the best experts on this subject based on the ideXlab platform.

  • corporate Culture Societal Culture and institutions
    Social Science Research Network, 2015
    Co-Authors: Luigi Guiso, Paola Sapienza, Luigi Zingales
    Abstract:

    While both cultural and legal norms (institutions) help foster cooperation, Culture is the more primitive of the two and itself sustains formal institutions. Cultural changes are rarer and slower than changes in legal institutions, which makes it difficult to identify the role played by Culture. Cultural changes and their effects are easier to identify in simpler, more controlled, environments, such as corporations. Corporate Culture, thus, is not only interesting per se, but also as a laboratory to study the role of Societal Culture and the way it can be changed.

  • corporate Culture Societal Culture and institutions
    The American Economic Review, 2015
    Co-Authors: Luigi Guiso, Paola Sapienza, Luigi Zingales
    Abstract:

    According to North (1991), institutions foster cooperation in settings without full information and repeated interaction. North classifies institutions as informal (sanctions, taboos, customs, traditions, and codes of conduct) and formal (constitutions, laws, property rights). Informal institutions, which we will refer to as Culture, comprise Societal values (which affects intrinsic motivations) and social norms. In primitive and simple societies, where personal ties and ostracism are enough to enforce cooperation, Culture is the only mechanism. Intrinsic motivation and social norms work well when the rules they prescribe are simple to apply, when they are widely shared, and when social sanction (ostracism or exclusion) is a powerful threat. While these conditions hold in small primitive societies, in most modern societies, they do not. To function, modern economies need rules that take into account many contingencies. These complex rules make the verification process difficult requiring specialized (and dedicated) agents. Also, the development of long distance trade requires more impersonal contract enforcement mechanisms that are formalized through political and legal institutions. When economies evolve, formal institutions replace many informal mechanisms of enforcement. Indeed, a dominant thesis argues that the economic success of nations is not driven by Culture or value systems but rather by inclusive political institutions (Acemoglu et al. 2001) or by effective legal institutions (La Porta et al. 1998). I. Culture Matters

Luigi Guiso - One of the best experts on this subject based on the ideXlab platform.

  • corporate Culture Societal Culture and institutions
    Social Science Research Network, 2015
    Co-Authors: Luigi Guiso, Paola Sapienza, Luigi Zingales
    Abstract:

    While both cultural and legal norms (institutions) help foster cooperation, Culture is the more primitive of the two and itself sustains formal institutions. Cultural changes are rarer and slower than changes in legal institutions, which makes it difficult to identify the role played by Culture. Cultural changes and their effects are easier to identify in simpler, more controlled, environments, such as corporations. Corporate Culture, thus, is not only interesting per se, but also as a laboratory to study the role of Societal Culture and the way it can be changed.

  • corporate Culture Societal Culture and institutions
    The American Economic Review, 2015
    Co-Authors: Luigi Guiso, Paola Sapienza, Luigi Zingales
    Abstract:

    According to North (1991), institutions foster cooperation in settings without full information and repeated interaction. North classifies institutions as informal (sanctions, taboos, customs, traditions, and codes of conduct) and formal (constitutions, laws, property rights). Informal institutions, which we will refer to as Culture, comprise Societal values (which affects intrinsic motivations) and social norms. In primitive and simple societies, where personal ties and ostracism are enough to enforce cooperation, Culture is the only mechanism. Intrinsic motivation and social norms work well when the rules they prescribe are simple to apply, when they are widely shared, and when social sanction (ostracism or exclusion) is a powerful threat. While these conditions hold in small primitive societies, in most modern societies, they do not. To function, modern economies need rules that take into account many contingencies. These complex rules make the verification process difficult requiring specialized (and dedicated) agents. Also, the development of long distance trade requires more impersonal contract enforcement mechanisms that are formalized through political and legal institutions. When economies evolve, formal institutions replace many informal mechanisms of enforcement. Indeed, a dominant thesis argues that the economic success of nations is not driven by Culture or value systems but rather by inclusive political institutions (Acemoglu et al. 2001) or by effective legal institutions (La Porta et al. 1998). I. Culture Matters

Shalom H Schwartz - One of the best experts on this subject based on the ideXlab platform.

  • rethinking the concept and measurement of Societal Culture in light of empirical findings
    Journal of Cross-Cultural Psychology, 2014
    Co-Authors: Shalom H Schwartz
    Abstract:

    Fischer and Schwartz demonstrated that values vary much more within countries than between countries. This challenges the prevailing conception of Culture as shared meaning systems, with high consensus, in which values play a central role. This article offers a concept of Culture that does not assume shared individual values. It views Societal Culture as the hypothetical, latent, normative value system that underlies and justifies the functioning of Societal institutions. As such, Culture is external to individuals. But if Culture is not in the minds of individuals, can it be measured by aggregating individuals' values? This article explicates the links between the latent Culture and individual values, mediated through Societal institutions that partially shape the beliefs, values, behaviors, and styles of thinking of Societal members. It discusses the reasons for low value consensus among individuals and the justification for inferring cultural value emphases from aggregated individual values.

  • cultural values in organisations insights for europe
    European Journal of International Management, 2007
    Co-Authors: Lilach Sagiv, Shalom H Schwartz
    Abstract:

    With the emergence of multicultural workplaces, understanding the impact of national Culture on organisations is essential. This paper examines how the values of the society in which an organisation is nested affect the values of the organisation. We discuss three sources of influence: the value Culture in the surrounding society, the personal value priorities of organisational members, and the nature of the organisation's primary tasks. We suggest that the Societal Culture influences organisational values directly and also indirectly through its impact on members' values and on the nature of organisational tasks. Implications for global management in European organisations are discussed.

Rajiv Kumar - One of the best experts on this subject based on the ideXlab platform.