background preloader


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. This programming influences patterns of thinking which are reflected in the meaning people attach to various aspects of life and which become crystallised in the institutions of a society. This does not imply that everyone in a given society is programmed in the same way; there are considerable differences between individuals.

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

International Auteur : Yvan Valsecchi A - La programmation mentale de l'individu Le monde est plein de confrontations entre peuples, groupes, et nations qui pensent, ressentent et agissent différemment. Au même moment ces gens, groupes et nations sont exposés à des problèmes communs qui demandent leur coopération pour les résoudre. Les développements écologiques, économiques, militaires, hygiéniques et météorologiques ne s'arrêtent pas aux frontières nationales et régionales. Quoique la diversité de pensée des peuples est énorme, il y a une structure dans cette variété qui peut servir de base à une compréhension mutuelle. La culture est apprise, non innée. 1) La manifestation des différences culturelles Les symboles sont les mots, gestes, images ou objets qui portent une signification particulière reconnue par ceux qui partage la culture. Le tourisme représente la forme la plus superficielle de rencontre interculturelle. La culture comme destin (La dimension cachée - Edward T. La loi de la peur

The World Factbook People from nearly every country share information with CIA, and new individuals contact us daily. If you have information you think might interest CIA due to our foreign intelligence collection mission, there are many ways to reach us. If you know of an imminent threat to a location inside the U.S., immediately contact your local law enforcement or FBI Field Office. For threats outside the U.S., contact CIA or go to a U.S. In addition to the options below, individuals contact CIA in a variety of creative ways. If you feel it is safe, consider providing these details with your submission: Your full name Biographic details, such as a photograph of yourself, and a copy of the biographic page of your passport How you got the information you want to share with CIA How to contact you, including your home address and phone number We cannot guarantee a response to every message. Internet: Send a message here. Mail: Inside the U.S., send mail to the following address:

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. Subsequent studies validating the earlier results include such respondent groups as commercial airline pilots and students in 23 countries, civil service managers in 14 counties, 'up-market' consumers in 15 countries and 'elites' in 19 countries. In the 2010 edition of the book Cultures and Organizations: Software of the Mind, scores on the dimensions are listed for 76 countries, partly based on replications and extensions of the IBM study on different international populations and by different scholars. Culture only exists by comparison More information

Dimensions « Hofstede  | «Choc Culturel L’anthropologue Geert Hostede – dont je détaille le travail dans mon livre – a effectué des études sociologiques auprès de nombreux pays, dont les résultats lui ont permis «d’isoler » 6 caractéristiques fondamentales. Ses collaborateurs ont ensuite compris que l’étude pouvait devenir une méthode simple pour comparer les cultures. Car si nous comparons 6 caractéristiques fondamentales, communes à tout être humain et que nous mesurons pour chaque culture l’importance de celles-ci, nous constatons un écart entre les mesures qui indiquera scientifiquement une différence culturelle ». Grâce à ses compétences d’anthropologue, les 6 caractéristiques se sont révélées très intéressantes – car inconscientes et fondamentales – que nous appelons DIMENSIONS. Le rapport au Pouvoir Ce chiffre indique dans quelle mesure les membres moins puissants de la société acceptent que le pouvoir soit distribué de manière inégale. Le rapport à l’individualisme Ce chiffre indique la sensibilité à l’individualisme.

International Market Research - South America Market research firms conducting research in or about South America. Find companies providing research related to the South American region. 18 results are displayed in randomized alpha order, starting with "A", after featured listings. Telephone: (800) 280-4947 Area: Ashburn , Virginia Sampling firm specializing in the US Hispanic and Latin America markets. Read more about Offerwise » Telephone: +5511-3262-3300 Area: São Paulo , Brazil's USA/UK expat team executes world-class B2B/Pharma/B2C research: QL/QT. Read more about ABACO Marketing Research BRAZIL » Telephone: +5548-3266-5927 Area: Florianópolis, SC , Marketing Research Company located in Brazil covering LATAM countries Read more about AG3 Consulting » Telephone: 212 851 8413 Area: New York , New York AplusA is a medical market research firm with 25 year of industry experience dedicated to international healthcare research. Read more about AplusA » Telephone: (888) 680-1931 Area: Miami , Florida Read more about CASA Demographics »

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).

La Théorie de Hofstede. Reports and Publications The Office of the U.S. Trade Representative produces reports throughout the year. Annual Reports include the FOIA report, the National Trade Estimate report, the Special 301 report, the Trade Policy Agenda and Annual Report, and the Section 1377 Review of Telecommunications Trade Agreements. Annual FOIA Report Summary of yearly FOIA Requests made of USTR. National Trade Estimate Report The National Trade Estimate Report on Foreign Trade Barriers (NTE) is an annual series that surveys significant foreign barriers to U.S. exports. Special 301 Report The "Special 301" Report is an annual review of the global state of intellectual property rights (IPR) protection and enforcement. Trade Policy Agenda and Annual Report A review of the President's Trade Policy Agenda and an Annual Report of the Office of the U.S. Results of the Section 1377 Review of Telecommunications Trade Agreements

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.

Interculturalité | Objectifs Vendeurs Mondialisation oblige! Les entreprises s'internationalisent! Pour réussir, un commercial a désormais besoin d'un excellent niveau d'anglais. Certes, la langue constitue un passage obligé pour un négociateur souhaitant intégrer une dimension internationale, mais celle-ci doit impérativement s'accompagner d'une bonne connaissance des pratiques et des moeurs des autres cultures: gestes, signes, attitudes, valeurs culturelles, croyances, .... On ne négocie pas de la même façon avec un Anglais ou encore avec un Allemand! Il en est de même au niveau national: on ne négocie pas avec un Alsacien de la même façon que l'on négocie avec un Marseillais! Il devient urgent, au niveau commercial, de s'intéresser à la culture de ses interlocuteurs afin de ne pas commettre d'impairs. Les différentes études réalisées ont permis de mettre en évidence la présence d'indicateurs culturels, véritables supports communs à toutes les cultures. 7 indicateurs culturels sont à prendre en considération. 1. 2. 3. 4.

Calculate your import duty in a few quick steps for free | DutyCalculator 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.