Hofstede’s Newest Dimension: IVR

CULTURAL HARMONY: WORKING IN A MULTI-CULTURAL COMPANY 1
©2016 ITAP Interna0onal, Inc. All Rights Reserved.
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…
…the tendency to allow rela/vely free gra/ﬁca/on of basic
human drives related to enjoying life and having fun, or the
convic/on that such gra/ﬁca/on needs to be curbed and
regulated by strict social norms.
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.©2016 ITAP International Inc.
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Hofstede: 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.
13

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
14

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
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Dimension
definition
Your results
compared to
country
averages
Explanation of
your results
Individual
orientation
Group
orientation
Individual Report
16

CWQ Group Results
Individual
orientation
Group
orientation
ProgramAverage
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 CultureAnalysisUnited Arab Emirates
18

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.
19

Corporate Licensing: Culture in the
Workplace Questionnaire™ (CWQ)
20

ITAP is prepared to
provide
demonstrations of its
Intellectual Property
to qualified licensors
21
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
cbing@itapintl.com
SKYPE: CatherineBing
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Hofstede’s Newest Dimension: IVR

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Hofstede’s Newest Dimension: IVR