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Hofstede Dimension Data Matrix. Here are, in downloadable .xls, .doc, .csv and .sav (SPSS) format, the base culture data for six dimensions of culture as presented in Cultures and Organizations 3rd edition 2010.

Hofstede Dimension Data Matrix

The data can be used by researchers without asking for permission. Those who are considering commercial use should contact us. Cultural Dimensions - Geert Hofstede. Geert Hofstede’s scientific innovation, the dimension concept Geert Hofstede has defined “culture” as “the collective programming of the mind that distinguishes the members of one group or category of people from others”.

Cultural Dimensions - Geert Hofstede

In 1980 he published his book “Culture’s Consequences: International Differences in Work-Related Values”. As the title suggests, this book was entirely devoted to the study of culture at the national level, in which values played a major role. D'iribarne P. "Culture et mondialisation" Organisationskultur. Organisationskultur (englisch organizational culture, corporate culture) ist ein Begriff der Organisationstheorie und beschreibt die Entstehung und Entwicklung kultureller Wertmuster innerhalb von Organisationen. Bei Unternehmen oder Verwaltungen wird dieses Phänomen auch als Unternehmenskultur oder eben Verwaltungskultur bezeichnet. Philippe d'Iribarne. Un article de Wikipédia, l'encyclopédie libre.

Philippe d'Iribarne

Philippe d’Iribarne, né le à Casablanca (Maroc), est un chercheur français, directeur de recherche au CNRS. Biographie[modifier | modifier le code] Depuis plusieurs années, Philippe d'Iribarne travaille sur l'influence des cultures nationales sur le fonctionnement des organisations. Il part d'une définition de la culture prise à l'anthropologie. Celle-ci est un système de sens à travers lequel l'individu perçoit et interprète une situation ou une action concrète. The McKinsey 7S Framework - Strategy Skills Training from MindTools. Ensuring That All Parts of Your Organization Work in Harmony Learn how to use the 7-S Framework, with James Manktelow & Amy Carlson.

The McKinsey 7S Framework - Strategy Skills Training from MindTools

How do you go about analyzing how well your organization is positioned to achieve its intended objective? This is a question that has been asked for many years, and there are many different answers. Some approaches look at internal factors, others look at external ones, some combine these perspectives, and others look for congruence between various aspects of the organization being studied. Ultimately, the issue comes down to which factors to study. Culture d'entreprise. Un article de Wikipédia, l'encyclopédie libre.

Culture d'entreprise

La culture d'entreprise — ou culture organisationnelle dans le cadre du comportement organisationnel — est l’ensemble des éléments particuliers qui expliquent les bases du fonctionnement d’une organisation (entreprise privée, publique). Elles doivent être véhiculées, et la manière commune d'aborder les problèmes. Elles peuvent être inscrites dans une charte. « La culture caractérise l'entreprise et la distingue des autres, dans son apparence et, surtout, dans ses façons de réagir aux situations courantes de la vie de l'entreprise comme traiter avec un marché, définir son standard d'efficacité ou traiter des problèmes de personnel. » [2]

Culture d'entreprise. Edward T. Hall. Edward T. Hall. Edward Twitchell Hall, Jr.

Edward T. Hall

(May 16, 1914 – July 20, 2009) was an American anthropologist and cross-cultural researcher. He is remembered for developing the concept of proxemics, a description of how people behave and react in different types of culturally defined personal space. Hall was an influential colleague of Marshall McLuhan and Buckminster Fuller.[1] Biography[edit] Born in Webster Groves, Missouri, Hall taught at the University of Denver, Colorado, Bennington College in Vermont, Harvard Business School, Illinois Institute of Technology, Northwestern University in Illinois and others. From 1933 through 1937, Hall lived and worked with the Navajo and the Hopi on native American reservations in northwestern Arizona, the subject of his autobiographical West of the Thirties.

Professor Emeritus - Geert Hofstede. Hofstede's Cultural Dimensions - Leadership Training from MindTools. Understanding Workplace Values Around the World Learn how to be more sensitive to the needs of people in different cultures.

Hofstede's Cultural Dimensions - Leadership Training from MindTools

We know that we are living in a global age. Technology has brought everyone much closer together. This means that people of different cultures find themselves working together and communicating more and more. This is exciting, but it can also be frustrating and fraught with uncertainty. Building connections with people from around the world is just one dimension of cultural diversity. Hofstede's consequences: The impact of his work on consulting and business practices. An Executive Commentary by John W.

Hofstede's consequences: The impact of his work on consulting and business practices

Hofstede's cultural dimensions theory. Overview[edit] Hofstede's cultural dimensions theory is a framework for cross-cultural communication.

Hofstede's cultural dimensions theory

Hofstede developed his original model as a result of using factor analysis to examine the results of a world-wide survey of employee values by IBM in the 1960s and 1970s. The theory was one of the first that could be quantified, and could be used to explain observed differences between cultures. The original theory proposed four dimensions along which cultural values could be analyzed: individualism-collectivism; uncertainty avoidance; power distance (strength of social hierarchy) and masculinity-femininity (task orientation versus person-orientation). Independent research in Hong Kong led Hofstede to add a fifth dimension, long-term orientation, to cover aspects of values not discussed in the original paradigm. History[edit] Organisational Culture. The research of Geert Hofstede has shown that cultural differences between nations are particularly found at the deepest level, the level of values.

Organisational Culture

In comparison, cultural differences among organisations are principally identified at the level of practices. Practices are more tangible than values. National Culture. About the research Professor Geert Hofstede conducted one of the most comprehensive studies of how values in the workplace are influenced by culture.

He analysed a large database of employee value scores collected within IBM between 1967 and 1973. The data covered more than 70 countries, from which Hofstede first used the 40 countries with the largest groups of respondents and afterwards extended the analysis to 50 countries and 3 regions. Countries. Please select a country in the dropdown menu above to see the values for the 6 dimensions. After a first country has been selected, a second and even a third country can be chosen to be able to see a comparison of their scores.

To compare your personal preferences to the scores of a country of your choice, please purchase our cultural survey tool, the Culture Compass™. Please note that culture is defined as the collective mental programming of the human mind which distinguishes one group of people from another. Emic and etic. Emic and etic are terms used by anthropologists and by others in the social and behavioral sciences to refer to two kinds of data concerning human behavior.

In particular, they are used in cultural anthropology to refer to kinds of fieldwork done and viewpoints obtained.[1] "The emic approach investigates how local people think" (Kottak, 2006): How they perceive and categorize the world, their rules for behavior, what has meaning for them, and how they imagine and explain things. "The etic (scientist-oriented) approach shifts the focus from local observations, categories, explanations, and interpretations to those of the anthropologist. Thomas N. Headland: Controversies: Etic-Emic Introduction. Edited by Thomas N.