HR Professionals in Pakistan refers to the shared values, practices and codes of behavior of a set of individuals in totality. Within an organization, it is the complex force that determines how people behave or act in different situations. Human resources from diverse cultures and backgrounds have an unavoidable impact on the corporate existence of any organization and its mission. Collectivism and Individualism are two invaluable modes of operating within an organization in order to attain optimum goals. In a rather fast growing and competitive economies, it is essential to strike an accurate balance by seamlessly shifting from one to another as per the need. Both the aforementioned cultures have their unique strengths and weaknesses, as discussed below.
COLLECTIVISM
As the name suggests, this method works coherently on the principles of co-existence and unison. Collectivism promotes a strong sense of community and visualizes the holistic benefit. In a collectivist workplace, people are trained to perform in ways that best suit the group or macro level well-being. It suggests peace and harmony within individuals, driving them to function according to a set of norms that have been outlined to secure the well-being of their team or organization holistically.
Benefits of Collectivism:
Collaboration And Loyalty
As a prominent feature, a collectivist workforce depicts thorough collaboration amongst the workers. They are viewed to be duly together in all stages of operating. They brainstorm, plan, coordinate and execute all in collaboration directed towards achieving a mutually agreed outcome, in this case, organizational well-being. This enables each participant to exhibit their loyalty and commitment toward their organization. In essence, Collectivism embeds the four C’s namely cooperation, commitment, collaboration and co-existence. For any organization to attain its optimum numbers, collectivism is viewed as a key factor impacting long term goals and decision making.
Limitations of Collectivism:
Risk Aversion Towards Independent Work
One of the pressing concerns that stem from the collectivist approach is the aversion with trying out innovations. Teams working in collaboration are expected to work mindfully abiding by set of criteria outlined by regulatory authorities. This may discourage people to bring out their best potential hence experiencing better satisfaction and esteem. It may also create a very formal connection within the hierarchy as collectivism is staunchly based on prioritizing wellbeing of team members avoiding any conflict or arguable situations.
INDIVIDUALISM
Individualism sets the culture of valuing and prioritizing individual needs and well-being. It emphasizes on individual responsibility and allows workers to determine courses of action. It puts individual needs over group and allows productivity that builds on personal values and code of conduct. As opposed to the collectivist approach, it paves a constructivist path upon which an individual can obtain opportunity, function and self efficacy.
Benefits of Individualism
Sense of Accomplishment and Ownership
For HR professionals in Pakistan, by far, the biggest strength of this culture is the sense of accomplishment that an individual may acquire from being a part of it. As the climate overall allows for diversity and independence, it is truly enterprising for the workers as they are driven towards innovation and self-regulation. This enables them to attain a firm footing and also operate in an enterprising way. The old cliché defines it better: TO EACH,THEIR OWN!
Limitations of Individualism:
Reduced Sense of Support
An obvious threat or limitation with Individualism is the lack of support or interconnectedness unlike collectivism. Although it encourages Intrapersonal skills and growth on an individual level, it may in some cases affect mental health due to increased loneliness and more alienation.
Take Away for HR Professionals in Pakistan
Determining which of the above two cultures will resonate best in an organization depends largely on the goals and success criteria of the organisation. In today’s complex working conditions, retaining a tricky balance between the two may also be a smart choice.
