International Differences in Work-Related Values was published. The original data set, derived fromquestionnaires in 20 different languages comparing 88, respondents from 66 countries in 50 occupations, was eventually stabilized to include 53 countries and regions Hofstede, a. The survey instrument could be divided into those questions relevant to work satisfaction, perceptions, personal goals and beliefs, as well as demographics. Using theoretical guidance on the mammoth data set, Hofstede extracted the fundamental blueprint of his conceptualization of four basic dimensions, or indices, across which employees of different countries may be meaningfully compared.
Conservative, rigid and structured, unless the danger of failure requires a more flexible attitude. People are expressive, and are allowed to show anger or emotions, if necessary. A high energy society, if people feel that they are in control of their life instead of feeling overwhelmed by life's vagaries.
Be clear and concise about expectations and goals, and set clearly defined parameters. But encourage creative thinking and dialogue where you can. Recognize that there may be unspoken "rules" or cultural expectations you need to learn. Recognize that emotion, anger and vigorous hand gestures may simply be part of the conversation.
Low UAI Openness to change or innovation, and generally inclusive.
More inclined to open-ended learning or decision making. Less sense of urgency. Ensure that people remain focused, but don't create too much structure.
Titles are less important, so avoid "showing off" your knowledge or experience. Respect is given to those who can cope under all circumstances.
Countries with a long-term orientation tend to be pragmatic, modest, and more thrifty. In short-term oriented countries, people tend to place more emphasis on principles, consistency and truth, and are typically religious and nationalistic. This is reflected in the importance of short-term gains and quick results profit and loss statements are quarterly, for example.
It is also reflected in the country's strong sense of nationalism and social standards. For example, questions like "What? Virtues and obligations are emphasized. Behave in a modest way. Avoid talking too much about yourself. People are more willing to compromise, yet this may not always be clear to outsiders; this is certainly so in a culture that also scores high on PDI.
Short-Term Orientation People often want to know "Why? As people tend to oversell themselves, others will assess their assertions critically. Values and rights are emphasized.A number of attempts have been made to combine these cultural differences across borders (e.g. the GLOBE study, Trompenaars’ cultural dimensions and Hall’s cultural dimensions).
However, the most-used and best-known framework for cultural differences is Geert Hofstede’s Cultural Dimensions. Country comparison.
Select one or several countries in the menu below to see the values for the 6 dimensions. To compare your personal preferences to the scores of a country get the Culture Compass™ from our store.
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While each of these dimensions was considered important in multinational team operations to operational level staff members in B-H, reported critical incidents tended to focus on the dimensions of independent-interdependent, egalitarian-status, and risk-restraint.
Towards a model of safety culture M.D. Cooper Ph.D.* Applied Behavioural Sciences Ltd., Chartered Psychologists, Holderness Road, Hull, East Yorkshire.