
Indian Work Culture vs. Dubai Work Culture


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While Indian startups are becoming more culture-focused, traditional Indian corporations lag behind in workplace values compared to some international counterparts.


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Photo by Sydney Sims on Unsplash

As a young 20-something girl, I seek diverse opportunities in the corporate sector. So, this year, I did my one-month summer internship in Dubai after interning for four Indian companies remotely and on-site in India.

More than anything, it has been an eye-opening experience… both culturally and with workplace values. India’s work culture is not all bad; upcoming startups (both big and small) are moving towards a more culture-focused model like Swiggy and Zomato, but corporates are still lacking.

India is a Culture-focused Country

Traditionally, we are a country with a rich and diverse culture. In workplaces, you will find people from different states who speak different languages. They are often united with a common language like English.

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Different festivals are celebrated in India's offices — Diwali, Holi, and Onam, to name a few. Companies wholeheartedly participate in these festivals with games, outfits, and parties. CEO articles like this one acknowledge how celebrations help in employee retention.

With a toxic work environment, unpaid interns, and an overworking population, the Indian work culture needs serious intervention.

Why Indian Work Culture Needs a Serious Gen Z Intervention

Why Indian Work Culture Needs a Serious Intervention

### title_rewrite
A Glimpse into Indian Work Culture: A Personal Perspective from a Summer Intern

### category
Work Culture

### topic
Indian Work Culture vs. Dubai Work Culture

### coremsg
While Indian startups are becoming more culture-focused, traditional Indian corporations lag behind in workplace values compared to some international counterparts.

### note
This short article, presented as a personal account, contrasts the author's experience of Indian work culture with their internship experience in Dubai. 

The author highlights the positive aspects of Indian work culture, particularly the emphasis on celebrating cultural festivals like Diwali, Holi, and Onam in office settings. They acknowledge that this focus on culture can contribute to employee retention, citing CEO articles as evidence. 

However, the author's main argument seems to be that despite the positive aspects, Indian corporate work culture requires significant improvement, especially when compared to their Dubai experience. They suggest that while startups are moving towards a more culture-focused model, traditional corporations are lagging behind in terms of workplace values. 

The article is incomplete and does not delve into specific details about what aspects of workplace values are lacking in Indian corporations or how Dubai's work culture differs. The author's use of a paywall link in the middle of the article further disrupts the flow and leaves the reader with an unfinished perspective. 

Overall, the article provides a glimpse into the author's personal observations on Indian work culture, highlighting both its strengths and areas for improvement. However, the lack of concrete examples and incomplete nature of the article limits a deeper understanding of the topic. 
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### quotes

### further_questions
How might the cultural emphasis on festivals in Indian workplaces impact employee morale and productivity?
Could the author's limited experience in both Indian corporations and Dubai companies skew their perspective on work culture differences?
If cultural celebrations are a significant factor in employee retention, what other strategies can Indian corporations adopt to improve workplace values and attract and retain talent? 


Indian Work Culture vs. Dubai Work Culture

a-glimpse-into-indian-work-culture-a-personal-perspective-from-a-summer-intern

category


This short article, presented as a personal account, contrasts the author's experience of Indian work culture with their internship experience in Dubai.
The author highlights the positive aspects of Indian work culture, particularly the emphasis on celebrating cultural festivals like Diwali, Holi, and Onam in office settings. They acknowledge that this focus on culture can contribute to employee retention, citing CEO articles as evidence.
However, the author's main argument seems to be that despite the positive aspects, Indian corporate work culture requires significant improvement, especially when compared to their Dubai experience. They suggest that while startups are moving towards a more culture-focused model, traditional corporations are lagging behind in terms of workplace values.
The article is incomplete and does not delve into specific details about what aspects of workplace values are lacking in Indian corporations or how Dubai's work culture differs. The author's use of a paywall link in the middle of the article further disrupts the flow and leaves the reader with an unfinished perspective.
Overall, the article provides a glimpse into the author's personal observations on Indian work culture, highlighting both its strengths and areas for improvement. However, the lack of concrete examples and incomplete nature of the article limits a deeper understanding of the topic.


A Glimpse into Indian Work Culture: A Personal Perspective from a Summer Intern

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Why Indian Work Culture Needs a Serious Gen Z Intervention

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