Cultural Models: Schein & Hofstede

A model of organizational culture that describes three levels: symbols and artifacts, norms and values, and basic assumptions.

A metaphor for culture that compares it to an onion with different layers representing different levels of culture: symbols, heroes, rituals, and values.

A model that helps us understand a person's ability to succeed in multicultural environments by focusing on four key components:

The level of interest and confidence an individual has in adapting to different cultures (in the context of CQ).

The individual's understanding of cultural similarities and differences (in the context of CQ).

The individual's awareness and ability to plan for successful multicultural interactions (in the context of CQ).

The level of flexibility and adaptability an individual has when interacting with people from diverse cultures (in the context of CQ).

An acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-limited. It's a framework used for setting effective goals.

Universalism emphasizes applying the same rules and standards to everyone regardless of the situation.

Particularism recognizes that individual circumstances and relationships impact the application of rules.

Individualism prioritizes personal goals, achievements, and independence over group needs.

Communitarianism emphasizes collective goals, loyalty to the group, and prioritizing group needs over individual ones.

Specific cultures compartmentalize work and personal life, keeping them separate. Diffuse cultures blur these boundaries, intertwining personal and professional relationships.

Cultures where communication is direct and explicit, relying primarily on spoken words. Emphasis on clarity, precision, and written agreements.

Cultures where communication is indirect and relies heavily on nonverbal cues, shared history, and context. Emphasis on nuance, relationships, and flexible agreements.

Cultures that prioritize completing one task at a time, adhering strictly to schedules, and valuing punctuality. Time is seen as a linear resource.

Cultures that embrace multitasking, flexible schedules, and a fluid approach to time. Time is seen as cyclical, and relationships are prioritized.

The personal space individuals maintain around themselves, reflecting cultural attitudes towards personal boundaries and social interaction. Smaller distances indicate a collectivist orientation.

The personal space individuals maintain around themselves, reflecting cultural attitudes towards personal boundaries and social interaction. Larger distances indicate an individualistic orientation.

A framework developed by Geert Hofstede to analyze cultural differences across six dimensions, including power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty avoidance, long-term vs. short-term orientation, and indulgence vs. restraint.

The collective programming of the mind that distinguishes the members of one group or category of people from another. Refers to shared values, beliefs, and attitudes that influence behavior within a society.

How a society handles the distribution of power and authority. It describes the extent to which less powerful members expect and accept unequal power distribution.

A society's tolerance for uncertainty and ambiguity. High uncertainty avoidance cultures prefer order and clear rules, while low uncertainty avoidance cultures are more comfortable with ambiguity and change.

This dimension describes the focus of a society on individual needs vs. the needs of the group. Individualistic societies value individual achievements and freedom, while collectivistic societies prioritize the well-being of the group.

This dimension reflects a society's preference for assertive and competitive values (masculinity) versus values that emphasize cooperation, modesty, and caring (femininity).

This dimension reflects a society's orientation towards long-term goals and future planning vs. a focus on short-term goals and traditions.

This dimension describes the extent to which people are encouraged to pursue their desires and immediate gratification. Indulgent societies emphasize enjoyment and fun, while restrained societies focus on controlling their desires.

These cultural dimensions provide a framework for understanding and comparing different cultures based on how they handle core societal values. They can be useful for businesses operating internationally and for understanding the cultural differences between people.

A system where social status and respect are primarily determined by factors like birth, family background, or social position. This system often emphasizes titles and seniority over merit.

A system where social status and respect are earned through achievements, skills, and contributions. This system emphasizes meritocracy and individual effort.

Cultures that prioritize direct and explicit communication, valuing clear and concise messages. Redundancy and repetition are seen as positive.

Cultures that emphasize indirect and nuanced communication, where meaning is conveyed through subtle cues, shared understanding, and unspoken context. Subtle gestures and indirect language are common.

Cultures that prefer direct feedback, even if it's negative. They value honesty and clear communication, even if it might be perceived as harsh.

Cultures that tend to avoid direct negative feedback, preferring to use gentler, more indirect language. This can be seen as politeness or preserving harmony.

Cultures where power is distributed hierarchically, with a clear distinction between those with authority and those without. Seniority and status are highly valued.

Cultures where power is distributed more evenly, encouraging participation, collaboration, and flat organizational structures. Leadership is more collaborative and less autocratic.