background preloader

Hofstede's cultural dimensions theory

Hofstede's cultural dimensions theory
Overview[edit] Hofstede's cultural dimensions theory is a framework for cross-cultural communication. 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). Hofstede's work established a major research tradition in cross-cultural psychology and has also been drawn upon by researchers and consultants in many fields relating to international business and communication. History[edit] In 1965, Geert founded the personnel research department of IBM Europe (which he managed until 1971). Related:  Mehrsprachigkeit

Hofstede's consequences: The impact of his work on consulting and business practices An Executive Commentary by John W. Bing Encountering Hofstede's Work The ocean liner Queen Mary is perhaps an odd place to run into the ideas of Geert Hofstede, but that is where I first encountered them, in March of 1982 at a conference of the Society for Intercultural Training, Education and Research (SIETAR). (The Queen Mary is now, and was then, a floating convention center docked off the coast of Southern California.) I attended a session run by Robert Moran and George Renwick, who introduced the basics of Hofstede's research, and the implications of that research, to participants. I came away from that session convinced that I had seen the future of the field and recommitted to my work. At the time I first learned of Hofstede's work, I had already played a small role (with Al Wight and Ann Hammonds Roberts) in the development of the prototype of the first Peace Corps crosscultural manual, so I was familiar with the research in the field. Hofstede's Influence Practical Applications 1.

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. We know that we are living in a global age. Technology has brought everyone much closer together. 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. How can we understand cultural differences? Fortunately, psychologist Dr Geert Hofstede asked himself this question in the 1970s. With access to people working for the same organization in over 40 countries of the world, he collected cultural data and analyzed his findings. He scored each country using a scale of roughly 0 to 100 for each dimension. The Five Dimensions of Culture Armed with a large database of cultural statistics, Hofstede analyzed the results and found clear patterns of similarity and difference amid the responses along these five dimensions. The five dimensions are: 1. 2. 3.

Pronunciation of ipsative - how to pronounce ipsative correctly. This site uses Copyright © Tim Bowyer 2006-14 • All rights reserved U.S. Patent No. 20040162719 • Howjsay in: Deutsch • Français • Italiano • Español • Requests, Errata etc. Intercultural competence A theoretical construct for cross-cultural competence, language proficiency, and regional expertise. Intercultural competence is the ability to communicate effectively and appropriately with people of other cultures:[1] Appropriately. Valued rules, norms, and expectations of the relationship are not violated significantly.Effectively. In interactions with people from foreign cultures, a person who is interculturally competent understands the culture-specific concepts of perception, thinking, feeling, and acting. Intercultural competence is also called "cross-cultural competence" (3C). Basics[edit] Cultures can be different not only between continents or nations but also within the same company and even within the same family. The basic requirements for intercultural competence are empathy, an understanding of other people's behaviors and ways of thinking, and the ability to express one's own way of thinking. Cross-cultural competence[edit] Immigrants and international students[edit]

What are Geert Hofstede's 5 Cultural Dimensions? In the 1980ies Geert Hofstede discovered 5 fundamental dimensions of national cultures that can be seen to illustrate different values in different national cultures. This discovery was made through utilizing factor analysis techniques on samples drawn from the multinational corporation IBM. The dimensions found by Geert Hofstede can be used to illustrate which values lie deeply embedded in people from different cultures. These values may have consequences for how people in different cultures behave, and how they will potentially behave in a work related context. The five values found by Geert Hofstede are: Power Distance Uncertainty Avoidance Masculinity vs. Power Distance In cultures with low power distance, people are likely to expect that power is distributed rather equally, and are furthermore also likely to accept that power is distributed to less powerful individuals. Uncertainty Avoidance Masculinity vs. Individualism vs. Long vs. Long term orientation: Short term orientation:

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. In comparison, cultural differences among organisations are principally identified at the level of practices. Practices are more tangible than values. Organisational Culture can be defined as "the collective programming of the mind that distinguishes the members of one organisation from others." The Organisational Cultural model, further developed by Bob Waisfisz in collaboration with Geert Hofstede, consists of six autonomous dimensions (variables) and two semi-autonomous dimensions. Please note that the model on Organisational Culture that we describe on this website is a derivative of Geert Hofstede's research findings, and therefore not identical to the descriptions of Organisational Culture that can be found in Hofstede's publications. More about Organisational Culture The Organisational Cultural research project

Intercultural Communication Articles For fresh articles and content visit our blog! Below you will find access to a range of articles relating to cross cultural and intercultural communication. The articles touch upon a number of topics that will be of interest to a wide range of reader involved in intercultural communication such as international business personnel, HR staff, people working in public services and in many other areas where intercultural communication is an issue. Intercultural Training Articles > An Introduction to Intercultural Communication - a basic summary of the purpose of intercultural communication. > Cross Cultural Communication Consultants - A look at the role, skills and qualifications of cross cultural communication consultants. > Definition of Intercultural Communication - what does intercultural communication mean? > Cross Cultural Understanding - an examination of common cross cultural terms and their meanings. > Stereotypes: An Intercultural No-No - why stereotyping is dangerous.

Deutsch lehren - Goethe-Institut Ob morgens beim „Latte macchiato“, beim „Surfen“ im „Internet“ oder beim abendlichen „Rendezvous“ im „Restaurant“ – täglich benutzen wir Wörter, die aus anderen Sprachen ins Deutsche „eingewandert“ sind. Oft ist uns gar nicht mehr bewusst, dass sie aus einer anderen Sprache kommen. Umgekehrt entwickeln Schweden „Fingerspitzengefühl“, Russen geraten in „Zeitnot“ und Nigerianer fragen sich: „Is das so? Der Deutsche Sprachrat und das Goethe-Institut wollten mehr dieser „eingewanderten“ und „ausgewanderten Wörter“ ausfindig machen und starteten 2006 eine internationale Spurensuche. Eine Auswahl der Einsendungen findet sich in den Büchern „Eingewanderte Wörter“ und „Ausgewanderte Wörter“ des Hueber Verlags. Gehen auch Sie auf eine Entdeckungsreise – und lernen Sie dabei spielerisch das Deutsche und noch viele weitere Sprachen näher kennen. Inhalt: Spielanleitung zum Download (PDF, 3 MB) Didaktisierungstipps zum Download (PDF, 3 MB) Zum Mitmachen Zum Formular „Didaktisierungstipps“ Wanderwörter.

Related:  sss229