hofstede’s newest dimension: ivr

CULTURAL HARMONY: WORKING IN A MULTI-CULTURAL COMPANY 1

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Hofstede’s Newest Dimension: IVR




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




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




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



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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hofstede’s newest dimension: ivr

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