hofstede’s newest dimension: ivr
TRANSCRIPT
CULTURAL HARMONY: WORKING IN A MULTI-CULTURAL COMPANY 1
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Hofstede’s Newest Dimension: IVR
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CULTURAL HARMONY: WORKING IN A MULTI-CULTURAL COMPANY 2
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Indulgence vs. Restraint…
The Hofstede framework of cultural values has a new 6th dimension called Indulgence
RESTRAINT
INDULGENCE
New Dimension!
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Indulgence… …thetendencytoallowrela/velyfreegra/fica/onofbasic
humandrivesrelatedtoenjoyinglifeandhavingfun,ortheconvic/onthatsuchgra/fica/onneedstobecurbedandregulatedbystrictsocialnorms.
INDULGENCE
Don’t worry, be
happy!
Think positive!
RESTRAINT Remove severe restraint and what will become of
virtue? There are limits to
self-indulgence, none to self-restraint.
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Indulgence – Country Averages
68 68 68 59
46 44
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Like the Other Dimensions, Indulgence Has Two Orientations
Cultures with an orientation towards
Ø Have fewer restrictions on
behavior Ø Value free expression of
opinions Ø Are more likely to display
optimism Ø Tend to be more active in
sports; value leisure Ø Have a higher crime rate
Cultures with an orientation towards :
Ø Have more restrictions on
behavior Ø Feel that free expression of
opinions is unimportant Ø Are more likely to display
pessimism Ø Have less participation in
sports; value the work ethic Ø Have a lower crime rate
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Advantages Associated with each Orientation
• Indulgence Advantage: A Sense of Well-being
• Restraint Advantage: Work Ethic
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Indulgence • Few restrictions on behavior • Freedom of speech is viewed as relatively important • A perception of having control over one’s life • People feel happier and healthier • Optimism; positive attitude • Organizations emphasize the importance of positive thinking • Smiling as a norm • Leisure ethic
Restraint
• Restrictive regulations on behavior • Freedom of speech is not a primary
concern • A perception of helplessness: what
happens to me is not my own doing • People feel less happy and less
healthy • Pessimism; more cynical outlook • A calm and serious attitude is a
sign of credibility and professionalism in the workplace
• Smiling as suspect • Work ethic
Indulgence: Sample Aspects
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CULTURAL HARMONY: WORKING IN A MULTI-CULTURAL COMPANY 8
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Indulgence: Indulgence Orientation Example
• Sarah works as a Labor Relations Manager for a major corporation. She is passionate about her work, and her outgoing personality, poise, and ready smile have helped her excel in her position. Her positive attitude and patience in handling all types of employees and situations has earned her the company’s Distinguished Service award.
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• Anna works as a Labor Relations Manager for a government agency. She takes her job very seriously and works very hard to help employees and management resolve issues. Her low-key personality has served her well in dealing with stressful situations. Her superiors and colleagues appreciate her calmness, self-control and work ethic.
Indulgence: Restraint Orientation Example
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Indulgence... If your values align with Indulgence Orientation:
If your values align with Restraint Orientation:
Show your serious side. A sober and austere attitude is a sign of credibility and professionalism in the workplace.
No matter your inclination or mood, it is expected that your actions and behavior reflect optimism and enthusiasm. Think
positive!
Demonstrate discretion and prudence. Enthusiasm and vivacity may be mistaken for lack of self-control.
Demonstrate exuberance, energy and cheerfulness. Circumspection could be
mistaken for apathy.
Don’t be surprised if when you smile at someone in greeting, they do not return your greeting in kind. Smiling may be suspect. Expect instead a neutral face and a sober demeanor.
Smile! It is not uncommon to greet both acquaintances and strangers with a smile
and pleasant demeanor. For customer service interactions, it is expected.
Expect that others may be more reticent and guarded in their interpersonal interactions. This does not mean they are unapproachable.
Expect that others may be more outgoing, upbeat and open in their interpersonal
interactions. This does not mean they lack seriousness.
Recognize that for others, maintaining order is key.
Recognize that for others, happiness, a sense of well-being, and freedom of
expression are key.
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11Hofstede: How the Dimensions Affect the Negotiations Process (1/2)
• Individualism – “…will affect the need for stable relationships between (opposing) negotiators. In a collectivist culture replacement of a person means that a new relationship will have to be built, which takes time. Mediators (go-betweens) are key in maintaining a viable pattern of relationships that allows progress.”
• Power Distance – “…will affect the degree of centralization of the control and decision-making structure and the importance of the status of the negotiators.”
• Certainty – “…will affect the (in)tolerance of ambiguity and (dis)trust in opponents who show unfamiliar behaviors, as well as the need for structure and ritual in the negotiation procedures.”
SOURCE: Geert Hofstede, Cultures and Organizations: Software of the Mind, 3rd edition, p. 400
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Hofstede: How the Dimensions Affect the Negotiations Process (2/2)
• Achievement – “…will affect the need for ego-boosting behavior and the sympathy for the strong on the part of negotiators and their superiors, as well as the tendency to resolve conflicts by a show of force. Feminine cultures are more likely to resolve conflicts by compromise and to strive for consensus.”
• Time Orientation – “…will affect the perseverance to achieve desired ends even at the cost of sacrifices.”
• Indulgence – “… will affect the atmosphere of the negotiations and the strictness of protocols.”
SOURCE: Geert Hofstede, Cultures and Organizations: Software of the Mind, 3rd edition, p. 400
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Culture in the Workplace QuestionnaireTM (CWQ)
• ITAP is one of only 2 companies worldwide endorsed by Dr. Hofstede and approved to represent his research.
"This [approval] is due to their professionalism and deep understanding
of my work.” • An Ivy League university partners with ITAP
to certify its coaches in the CWQ.
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Culture in the Workplace Questionnaire™ (CWQ) Useful in… Organizational Development
• Change Management • Executive Coaching • Relocation Coaching • Global Team
Development • Follow-on to Global
Competency Development
Learning and Development
• Onboarding • Relocation Training • Global Skills Training
(see catalog) • Negotiations • Project Management
• Leading Effective Meetings
• Conflict Resolution • Influencing Skills,
etc.
Other • Culture Audit on…
• web content • training materials • training methodology • marketing materials
• Global Call Center Development
• Ethical Cultures Practice
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The CWQ
ITAP CWQ data base includes over 8,000 respondents. Results correlate highly with Hofstede’s data. The CWQ
application is currently available in: – English – Latin American Spanish – European Spanish – French – German – Korean – Chinese – Questions and instructions only (not the report) are in
Danish and Japanese ©2016ITAPInterna0onal,Inc. AllRightsReserved.
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Dimension definition
Your results compared to country averages
Explanation of your results
Individual orientation
Group orientation
Individual Report
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CWQ Group Results
Individual orientation
Group orientation
Prog
ram
Ave
rage
QUADRANT CHARTS: Individualism Results Compared to Power
Distance Results (individuals and/or country averages)
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Reports on 38 Countries
Hofstede Country Culture
Analysis
Germany
Hofstede Country Culture Analysis
Mexico
Hofstede Country Culture
Analysis India
Hofstede Country Culture Analysis United Arab Emirates
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Instrument Licensing: Culture in the Workplace Questionnaire™ (CWQ)
• One time licensing fee for organizations with 1-10 employees is $2,500 and includes certification of 1 person (virtual certification is fine).
• Embedded in this fee are 25 free uses of this tool ($1,750 value).
• The usage fee is $70 / user. • Use is required to retain license (at least once
every 12 months). If there is no usage within 12 months, license renewal is $3,000 / year.
• No admin fees: Certification ensures independent access to the on-line tool.
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Corporate Licensing: Culture in the Workplace Questionnaire™ (CWQ)
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ITAP is prepared to provide demonstrations of its Intellectual Property to qualified licensors
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Who licenses the CWQ? • Human Resource professional in large organizations • Consulting firms seeking the capability to assess
cultural values at the individual, group and organizational levels
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Improving Competitive Advantage
• Our services focus on: 1. Global talent retention and development 2. Effectiveness of the senior team and
mission critical global teams 3. Global leader and global workforce
development 4. Cross-border transformation and change
• Ensure that culture is an asset, not a barrier in your global business.
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Catherine Mercer Bing CEO, ITAP International, Inc. Managing Director, ITAP Americas, Inc. 353 Nassau Street, First Floor Princeton, NJ 08540 USA (W) +1.215.860.5640 (M) +1.609.937.1557 www.Itapintl.com [email protected] SKYPE: CatherineBing
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