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SEMINAR 2:

THEME FOR TODAY: THEORY TO PRACTICE

HOFSTEDE:

A QUICK OVERVIEW

2.1 So what is

wrong with that?

Hofstede model: Criticisms

➢The model is too old

➢It was all IBM data

➢The world is changing: the

younger generation is different now

➢Cultures are merging

Hofstede model: Criticisms

➢More recent research has

replaced the Hofstede model

➢The model just reinforces

cultural stereotypes

➢Culture is more complicated

than (4 – 5 – 6) dimensions

Hofstede model: Criticisms

➢These models only apply at the

level of the collective (e.g. country)

– they are not useful for individuals

➢It is all business data so the

sample is not representative of the

multiple sub-cultures in a given

country (e.g.South Africa / India /

‘Arab Countries’ / UK?)

UNI DO Dec. 2000 © Kimball Consulting Ltd / S M / Oct.2000 4

Culture in Context: ‘Four Windows’ From: Dr. Joh n Bing / Pr esident ITAP Inter national

n INDIVIDUAL

n Personal History

n Family Background

n Personality

n ENVIRONMENTAL

n Economic Factors

n Market Issues

n Social Factors

n NATIONAL CULTURE

n Education

n National Values

n Religious Beliefs

n ORGANISATIONAL CLIMATE

n Corporate Culture

n Organisational Structure

n Global Reach

Hofstede model: Criticisms

➢Culture is only one aspect of

the things that impact our

preferences and behaviour…

2.2. HOW HOFSTEDE IS USED THE CULTURE IN THE WORKPLACE QUESTIONNAIRE (CWQ)

HOFSTEDE DIMENSION TERMINOLOGY

COMPARISON WITH CWQ

Hofstede Terminology CWQ Terminology

INDIVIDUALISM (INV) INDIVIDUALISM (IND)

Individualism / Individualist Individual Orientation

Collectivism / Collectivist Group Orientation

POWER DISTANCE (PDI) POWER DISTANCE (PD)

Large Power Distance Hierarchical Orientation

Small Power Distance Participative Orientation

UNCERTAINTY AVOIDANCE (UAI) CERTAINTY (CERT)

Strong Uncertainty Avoidance Need for Certainty

Weak Uncertainty Avoidance Tolerance for Ambiguity

MASCULINITY (MAS) ACHIEVEMENT (ACH)

Masculinity / Masculine Achievement Orientation

Femininity / Feminine Quality of Life Orientation

LONG TERM ORIENTATION (LTO) TIME ORIENTATION (TO)

Long Term Orientation Long Term Orientation

Short Term Orientation Short Term Orientation

INDULGENCE vs RESTRAINT (IVR) INDULGENCE (IVR)

Indulgence / Indulgent Indulgence Orientation

Restraint / Restrained Restraint Orientation

1717

1. Individually – think through the six dimensions;

consider real examples of your own ‘preferences in

action’. Work-out where you think you may score,

as an individual, on each of the six dimension

scales… (10 mins)

2. Working in pairs - preferably with someone you

know, and who knows you – explain your self-scores

to your partner and ask for feedback (10 mins each)

3. Group review and discussion (10 mins) 19

2.4. YOUR INDIVIDUAL PROFILE THE CULTURE IN THE WORKPLACE QUESTIONNAIRE (CWQ)

Culture in the Workplace

Questionnaire ™ (CWQ)

Definitions

Individualism: The degree to which action is taken for the benefit of the individual, or the benefit of the group

Power Distance: The degree to which inequality or distance between those in charge and the less powerful (subordinates) is accepted

Certainty: The extent to which people prefer rules, regulations and controls, or are more comfortable with unstructured, ambiguous or unpredictable situations

Achievement: The degree to which we focus on goal achievement and work, or quality of life and caring for others

Time Orientation: The extent to which members of a society are prepared to adapt themselves to reach a desirable future, or the extent to which they take their guidance from the past and focus on fulfilling their present needs and desires

Indulgence: The tendency to allow relatively free gratification of basic human drives related to enjoying life and having fun, or the conviction that such gratification needs to be curbed and regulated by strict social norms

DMU Team: May 2019

IDV PDi Cert Ach LTO Ind-Res Nationality

1 80 30 20 60 70 80 Ch

2 60 60 40 80 80 80 Ch

3 60 70 60 65 60 50 Ind

4 50 20 40 40 50 60 Ind

5 60 30 70 80 60 70 Thai

6 70 60 70 60 60 70 Ind

7 60 50 70 60 60 70 Thai

8 30 60 40 60 80 40 Phillip

9 60 50 50 80 80 50 Bangladesh

10 85 55 35 65 65 55 Ch

11 20 10 90 55 80 50 France

12 50 30 60 75 80 55 Khazakstan

13 50 60 30 60 60 70 S Korea

14 30 40 40 80 80 60 Moldova

15 55 30 40 30 40 55 India

16 45 30 30 50 50 65 India

17 50 60 40 65 60 70 India

18 45 60 45 55 55 60 India

19 60 40 50 75 65 70 India

AVE 54 44 48 63 65 62

2.3 HOW IS CROSS-CULTURAL RESEARCH

USED AND MIS-USED IN BUSINESS?

Expatriate preparation

Diversity awareness

Individual coaching

Leadership coaching

Team development 22

2.3 HOW IS CROSS-CULTURAL RESEARCH

USED AND MIS-USED IN BUSINESS?

Organisational development

HiPo Talent development

Capability Development Centres

Cross-Cultural negotiation

Performance management

& assessment

Recruitment & selection for

international assignments 23