I. Edward T. Hall 4 distinguishing features (dimensions):
1. Time Monochronous cultures Polychronous cultures - people do one thing after the other - time is very important punctuality making plans keeping to plans - job/work is very important - more short-term relationships - people do things simultaneously - time schedules are not so important people are notoriously unpunctual - people are very important more time spent on maintaining or building up relations with family/friends/business partners - more life-long relationships - Work time is clearly separable from personal time - Work time is not clearly separable from personal time DS plans are flexible 2. Context low context high context people care for good relationships characterizes the way in which information is transmitted the majority of the information is explicitly communicated in the verbal message - a lot of information is embedded in the context feelings, thoughts and information are not explicitly expressed, but also through a variety of contexts, such as voice tone, body language, facial expressions, eye contact, speech patterns, use of silence, past interactions, status, common friends, etc. The message is more implicit. e.g. an apology must be clearly articulated the same message can be communicated through a variety of nonverbal gestures such as a smile, a sigh, a shrug, or a frown. - high context communication assumes a prior relationship, i.e. we are members of a common culture, company, family, or other group conflicts must be resolved before work can progress business relationships depend on trust and build slowly - few rules are given and information is accessed through informal networks DS 3. Space refers to the distance people need for the protection of their privacy Cultures that need more (private) space Cultures that need less (private) space e.g. Germany (big 'bubble' needed) e.g. Mediterranean countries (small 'bubble') If people come too close, they can offend other people's privacy closed doors private offices and partitions minimal interruptions and disruption permission needed to enter private space large rooms, few if any partitions managers mix with employees no touching without agreement people have distinctive places which they call "mine" and don't want them to be "disturbed" DS open doors no problems with interruptions and disruption private and "public" space not so clearly distinct touching is more common, e.g. greeting rituals 4. Information Cultures with slow flow of information Cultures with fast flow of information Information is planed carefully and therefore flows slowly monochronous, low context cultures polychronous, high context cultures DS II. Geert Hofstede 5 distinguishing features (dimensions): 1. Power Distance Index (PDI) extent to which inequalities of power and wealth are commonly accepted Cultures with low PDI Cultures with high PDI - employees expect to take part in decision-making or to be asked for their opinions - tendency to delegate tasks and responsibility - ideal boss: good democrat - co-determination - big difference in incomes are accepted - employees expect directives and rules - tendency to centralize decision-making and responsibility - ideal boss: kind/benevolent autocrat - autocracy - less difference in incomes tax laws support equitable distribution of income high dependence of employees on their superiors/ senior staff DS - strict hierarchies are accepted and expected - hierarchies are less strict - superiors are expected to socialise with staff - superiors don't mix/socialise with staff 2. Individuality Index (individuality versus collectivism - IDV) - ties between individuals are loose - everyone is expected to look after themselves and their immediate family people from birth onwards are integrated into strong, cohesive in-groups, which throughout peoples lifetime continue to protect them in exchange for unquestioning loyalty Cultures with high IDV Cultures with low IDV - emphasis on individual goals, which are more important than the group ("Selbstverwirklichung") - "I" distinctive from other people - people emphasize their success/achievements in job or private wealth and aim to reach more and/or a better job position - great emphasis on groups, people think more in terms of "we" - harmony and loyalty within a company/group is very important and should always be maintained, confrontation should be avoided China: - never disagree with someone's opinion in public discussion in private atmosphere to avoid "loss of face" - saying "no" would also mean to destroy the harmony in the group other expressions must be used The well-being of the company/groups/society is more important than individual freedom. - personal freedom is more important than equality DS extent to which individual interests prevail over the interests of a group 3. Masculinity Index (masculinity versus femininity - MAS) Cultures with high MAS Cultures with low MAS dominant values: performance and success dominant values: quality of life and care for others self-assertion/resolution (Durchsetzungsvermgen) willingness to adapt (Anpassungsbereitschaft) career/ambition quality of life performance sensitivity/empathy work is very important in life work is necessary to make a living competition and competitive conflict behaviour cooperation/compromising, strive for consensus analytical approach to problem-solving intuitive approach to problem-solving big and fast are beautiful Small and slow are beautiful DS 4. Uncertainty Avoidance Index (UAI) extent to which people feel threatened by uncertain or unknown situations Cultures with high UAI (cultures which avoid uncertainty) Cultures with low UAI (cultures which accept uncertainty) - desire for detailed rules and their control - resistance against change/innovation - open for new things and change - aversion to rules - people tend to worry about the future
- little worries about the future - higher demand for details in contracts - expert and specialist knowledge are accepted - acceptance of generalist knowledge and common sense - avoidance of too many rules and formalities - flexible organisation and work environment - formalization and standardization DS 5. Long-Term Orientation versus Short-Term Orientation (LTO) Cultures with high LTO Cultures with low LTO - fostering of virtues oriented toward sustainable future rewards: change is welcome and may happen rapidly - fostering of virtues related to the past and present: efforts should produce quick results DS respect for traditions social and status obligations are important preservation of "face" strong work ethic development is sometimes slow willingness to subordinate oneself for a purpose thrift perseverance What are cultural standards (patterns) and what is their purpose? - with variations they are valid for a majority of the members of a culture - they describe and explain how a cultural group perceives and evaluates things, how they think and why they act in specific ways - they regulate behaviour (how to act in certain situations and with other people) - variations (individual and group specific) are tolerated within certain boundaries - behaviours outside these boundaries are socially rejected and sanctioned - peoples own cultural standards are not perceived consciously any more after their successful socialisation makes understanding between cultures more difficult - own cultural standards become conscious if they are compared with other cultures standards
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