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October 1, 2026

SOUTH KOREA

Don't forget to enter this month's cultural quiz! Simply answer the question below to be in with a chance of winning a cross-cultural book.

Quiz Question: Built in 1395, what is the largest former royal palace in South Korea?

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The Korean Peninsula has a long and complex history, with several kingdoms and dynasties having developed over thousands of years. The most important were Goguryeo (고구려), Baekje (백제) and Silla (신라), collectively known as the Three Kingdoms. Silla unified much of the peninsula in the 7th century, followed by the Goryeo dynasty (918–1392), from which the modern name “Korea” is derived. The Joseon dynasty then ruled for more than 500 years and was a period of major cultural and scientific development.

During the late 19th century, Korea faced growing pressure from its neighbours, and following Japan's victory in the Russo-Japanese War (1904–1905), Japan established increasing control over Korea before formally annexing the country in 1910.

Korea regained its independence in 1945 and a democratic-based government was set up in the South while a communist-style government was installed in the North. Following the Korean War (1950-1953), the peninsula was split along a demilitarised zone, resulting in the North and South Korea we see today.

South Korea then underwent a remarkable period of rapid economic growth and development, transforming from a largely agricultural economy into a highly industrialised and technologically advanced nation. Today, South Korea is one of the world's largest economies and a major global centre for technology and manufacturing. South Korea’s economy is dominated by conglomerates called ‘chaebol’ (재벌), the largest of which are Samsung, SK, Hyundai Motors, LG and Lotte.

👉 Want to learn more? Contact us for a 'Doing business in South Korea' sample course outline.

Business culture in South Korea

Han (한/恨) is a Korean cultural concept which reflects a deep, collective emotional blend of unresolved sorrow, resentment, grief and a sense of helplessness against injustice. This injustice could be on the Korean people as a whole, on employees by their employer, or on a daughter-in-law by her mother-in-law. However, many younger South Koreans view han as an outdated or overly tragic label that does not reflect their modern, globally connected lifestyle.

Maintaining harmonious relationships, showing respect and avoiding public embarrassment can be important in Korean professional environments. However, these values coexist with a strong emphasis on technical expertise, qualifications, performance, efficiency and commercial results.
South Korea is a “face” culture, where maintaining one’s dignity and social standing is highly valued. The directness of Westerners can be uncomfortable (especially to older and/or more traditional Koreans) so avoid open disagreement or criticism in front of colleagues, and instead build trust and communicate with sensitivity.

In Korea, it is very important to maintain kibun (기분) – a word that has no literal translation in English but is a concept that permeates every facet of Korean life. It can generally be described as a feeling, mood or state of mind which encompasses a person’s sense of dignity, pride and emotional well-being.

To maintain kibun, particularly in a business context, it is important to show proper respect and avoid causing someone to lose face. It is important to be able to identify another person’s state of mind and “read the room”, referred to in Korean as nunchi (눈치). The literal translation of nunchi is “eye-measure”, as Korean people use many non-verbal cues to convey emotion and meaning through various indirect signs, including voice pitch, volume and intonation. Developing good nunchi can help international professionals recognise unspoken concerns, understand group dynamics and adapt their communication style appropriately, particularly in meetings and negotiations.

Confucianism continues to play an important role in Korean society. Confucian ideals such as chung (충, loyalty), hyo (효, respect for parents and family), in (인, compassion) and ye (예, propriety) remain part of Korea’s cultural fabric and continue to influence how colleagues communicate, make decisions and interact with managers. However, workplace expectations are evolving, particularly among younger professionals and in more internationally oriented businesses, where collaborative working relationships and less formal management styles are becoming increasingly visible.

Personal relations frequently take precedence over business. In order to be successful, it is vital to establish good, personal relationships based on mutual trust and benefit. One such way of doing this is through eating and drinking together with colleagues, called 회식 (hoesik, lit. eating together). Younger, health-conscious workers may look for alternative ways of bonding when they can, but older South Korean colleagues will attend social gatherings, often involving a meal.

Language plays an important role in Korean culture, particularly when it comes to showing respect and establishing relationships. Korean has different levels of speech: banmal (반말), referring to informal or casual speech between friends and jondaetmal (존댓말) referring to respectful or formal speech. In a business setting, it is generally important to use jondaetmal, particularly when speaking to someone who is older or holds a more senior position as using banmal can be considered disrespectful and may cause offence. As relationships develop, people may mutually agree to use more informal language, but it is usually best to begin with a respectful level of speech until this has been established.

Finally, while Korea has traditionally had a male-dominated business culture, women are increasingly represented in higher education and the workplace. The narrowing gender gap among younger generations reflects the country’s continuing progress towards greater gender equality. The gender pay gap is still relatively large compared to other OECD countries. South Korea has historically been associated with long working hours and a strong commitment to work. However, there have been significant efforts to improve work-life balance, including the introduction of a 52-hour maximum working week for employees covered by the relevant legislation.

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