Brief history behind Korea’s relationship-based society
Historically, South Korea was colonized by the Japanese back in the 16th century and feeling threatened, Koreans started to value their national and ethnic identity. So, “For Koreans, this conflation of nation, ethnicity and race emphasizes the idea that there is a single bloodline going back to Dangun, a common ancestor and the mythic founder of the Korean nation.” (Lia, 2021) Therefore, by emphasizing homogeneity and their culture, the society rapidly became collectivist, deeply related to Confucianism values of humility and group orientation.
Workwise, Korean laws support the “live to work” work-life balance, meaning that Koreans can be required to work on the weekends and holidays. Such common practice is seen as people investing their time, effort and money in a worthy societal cause, implying collectivism where everybody serves others before themselves. Furthermore, South Korea has a highly feminine society because people care for each other to enhance everyone’s quality of life. For instance, in the workplace, caring is shown in how employees respectfully treat their seniors and work in groups for efficiency and a better environment. So, collectivism dictates that people act a certain way or accomplish specific tasks for the greatest good for everyone. By considering others this much, relationships are required to perceive needs and to be efficient. Therefore, relationships at work are essential, and group memberships are highly present.
Challenges & Solutions
Seeing how people are oriented towards others might be shocking if you are an expatriate from an individualist country. You might have issues working overtime hours because you do not share the collectivist motivation, the same sense of duty to help society; you may think more about “I need and deserve some rest,” and that is understandable, no shame!
However, adaptation here is critical: embrace Korean culture and find positivity within such a collectivist society, like how people respect everybody’s moment of calm in the metro, how people are ready to help at any time and how your colleagues are reliable. Overall, find your motivational definition of collectivism and reshape your preconception.
Also, be prepared to work in teams and apply communication norms to respect your seniors; this is inevitable mainly because otherwise, you will be perceived as rude. Ask them about their families; it is the safest subject to engage with.
*Tip: A safe starter subject to engage in communication with seniors is asking about their family.
How are the relationships between colleagues at work?
There is a diffuse culture in South Korean workplaces, meaning that work-life integration is not uncommon or harmful; it might sometimes be expected for humility and reciprocity. For instance, it is common practice to donate money to a colleague if they are suffering from a loss, and seniors can treat subordinates as their children by giving life advice and asking questions about their relationship status. These examples show how important it is for Koreans to maintain relationships.
To go even further, companies organize after-work business gatherings (hoesik) that employees are highly expected to attend. These events are for socializing with their superiors and colleagues while eating and drinking to reinforce teamwork spirit and to express respectful loyalty to their company. After an hoesik, even if it ended at 3 AM, employees must show up to work the following day.
Challenges & Solutions
For expatriates, such gatherings and interests in your personal life could make you feel overwhelmingly tired and as if your colleagues are being intrusive. These are Korean standard practices that could benefit you, so try to think about it positively! Get out of your comfort zone; it could help you get to know your colleagues and make friends, immerse yourself in Korean food, language and eating customs and make you feel like you are part of the company’s team. Therefore, it could ease your work adaption by decreasing your loneliness and increasing your motivation by adhering to a group. Otherwise, ignoring such Korean practices will probably be perceived as being a “rude foreigner” by defeating Confucian values and Korean culture.
Through relationships, is there any exclusion within the workplace?
Some exclusion can happen as Korean society values group memberships and orientation. A fundamental Korean concept is called Yongo, a “term for personal relationships in Korea that are attached to affiliation to an informally organized group” based on kin, education, and region (Horak, 2019). Therefore, except for their education, people’s Yongo is defined at birth, which can create social unfairness in how people perceive each other. Within the same Yongo network, there is trust, loyalty, and tolerance, but outside of it, people can be treated with hostility as “non-persons.”
Such a behaviour resembles the in-group and out-group bias, with the “us” vs “them” dynamic. In the workplace, colleagues can group based on Yongo factors. In hiring, owners usually have the in-group and similar-to-me biases of preferring applicants from their university and hometown. For example, in a business organization, most top management positions will come from prestigious universities like Seoul National University, which can be perceived as unfair, discriminatory and favouritism.
Challenges & Solutions
For expatriates, Yongo factors to form groups can be disadvantageous. Indeed, expatriates often share that they know they are different and will always be “the foreigner.” Additionally, to Yongo, Korea’s homogeneity does not allow foreign workers to feel “part of the society” because they are constantly treated differently based on their physics. Depending on your skin colour, you might even face discrimination; Koreans tend to favour white people over darker skin colours because lighter skin would refer to developed and rich countries with higher global status (a mentality mostly present in older generations). Therefore, integration could be complicated in the workplace.
If the in-group and out-group bias is strongly present among your colleagues:
- Try to find common interests with them
- Talk about yourself et ask them personal questions to show interest; they might eventually find you attractive
- Learn more about Korean culture and the Korean language to facilitate communication with your colleagues, making it easier for them to accept you.
References
(n.d.). Korean business culture and etiquette. Asialink Business. https://asialinkbusiness.com.au/republic-of-korea/conducting-business-in-korea/korean-business-culture-and-etiquette?doNothing=1
Al-Alawi, A., & Alkhodari, H. J. (2016). Cross-cultural differences in managing businesses: applying Hofstede cultural analysis in Germany, Canada, South Korea and Morocco. Elixir International Business Management, 95(2016), 40855-40861.
Bader, A. K., Froese, F. J., and Kraeh, A. (2018). Clash of Cultures? German Expatriates’ Work-Life Boundary Adjustment in South Korea. European Management Review, 15: 357–374. https://doi-org.proxy3.library.mcgill.ca/10.1111/emre.12102.
Horak, S., & Yang, I. (2019). Whither seniority? Career progression and performance orientation in South Korea. The International Journal of Human Resource Management, 30(9), 1419-1447.
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LIAO, Ava. (March 2021), “Gi-Wook Shin on Racism in South Korea.” Standford Freeman Spogli Institute for International Studies, https://fsi.stanford.edu/news/gi-wook-shin-racism-south-korea
Morden, T. and Bowles, D. (1998). Management in South Korea: a review, Management Decision, Vol. 36 No. 5, pp. 316-330. https://doi.org/10.1108/00251749810220522
Self, R., Self, D. R., & Bell-Haynes, J. (2011). Intercultural Human Resource Management: South Korea And The United States. International Journal of Management & Information Systems (IJMIS), 15(1). https://doi.org/10.19030/ijmis.v15i1.1594