We look at why understanding and facilitating cultural assimilation within a variety of contexts is essential for globalising companies to succeed today.

Many dimensions

Cultural assimilation can mean several different things. When used one way, as in cultural fit, it refers to an employee's ability to mesh with an organisation's culture. It can also mean whether they fit with customers, outside vendors, and other company associates.

Cultural assimilation refers to the geographic aspects of culture as well. Even within a given country there may be cultural challenges. For example, a born-and-bred New Yorker who is assigned to manage a plant in the Deep South may have difficulty adapting.

And of course cultural assimilation, when viewed in the context of country or region, takes on greater meaning, particularly in today's global economy.

Fit is essential

The ability to 'fit' within an organisation has come to be recognised as an essential component contributing to employee success. It's also a major factor in the hiring process.

In fact, a recent global survey of recruiters, conducted by executive search firm Korn/Ferry International, finds cultural fit can be the deciding factor in whether an executive is chosen for a job over competitors.

Recruiters participating in the firm's most recent Executive Recruiter Index, a quarterly survey, were asked, "When comparing finalists for an executive position, what gives one candidate the biggest 'edge'?" The number one answer was cultural fit, with 42 percent of 198 respondents citing it as the deciding factor. Character/personality was second, at 32 percent. Work experience wasn't even close at only 17 percent. And what about educational background? A mere 1 percent said it is what matters most.

But it's not only recruiters who are noticing more interest in cultural assimilation. Those who train are also seeing more awareness of the various aspects of fit and integration, and the different ways culture affects employees and organisations.

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