2. The globe study

The most recent listing of values is a product of the Global Leadership and Organizational Effectiveness Research Program. GLOBE, as it is more commonly called, is an ongoing research project investigating the relationship between social culture, organizational culture, and leadership within organizations. Data collection and analysis has involved approximately 170 international researchers and over 17,000 managers from more than 900 organizations across 61 societies [92]. This is a massive project and reaches far beyond the scope and available space of this text. Accordingly, the discussion here is limited in coverage and designed to provide you only a succinct overview of the study and some selected results.

Globe study cultural dimensions

The investigation focused on nine cultural dimensions (see Table 3) derived from work by earlier researchers such as Hofstede and Kluckhohn and Strodtbeck. However, the GLOBE research extended the dimensions by asking the participants to indicate both their personal desires (values) and what was considered appropriate in their societies (actual practices). While expecting to find congruence between these two value sets, the results disclosed disagreement across seven of the dimensions [93]. This differentiation is similar to D’Andrade’s distinction between personal and institutionalized values [94]. Institutionalized values can be illustrated with an example from the Japanese culture. Japanese co-workers often go out together for drinks at the end of the workday, a practice intended to strengthen group ties. This normally delays their return home by several hours. The Japanese employees recognize the necessity of participating in this practice as it frequently involves important, informal work related discussions and decisions. However, many have informally expressed a preference to return home directly from work and spend time with their families or engage in non-work related pursuits rather than go out with co-workers [96]. In this sense, we see personal values subordinated to institutionalized values, a situation like that found by the GLOBE study.

Table 3. Globe Study Cultural Dimensions

Uncertainty Avoidance: The extent that societal or organizational members work to reduce uncertainty about future events through the use of social norms, protocols, and established practices.

Power Distance: The degree that societal or organizational members acquiesce to the unequal distribution of power.

Collectivism – Societal: The degree that established social and organizational practices condone and reward collective actions and resource distribution.

Collectivism – In-group: The degree of pride, loyalty, and interconnectedness that people have in their family or organization.

Gender Egalitarianism: The degree that a society or organization minimizes differences in gender roles and gender inequality.

Assertiveness: How assertive, confrontational, and aggressive are members of a society or organization in their social interactions.

Future Orientation: The extent that people take part in future orientated actions, such as planning and investing for the future and delaying gratification.

Performance Orientation: The degree that a society or organization rewards members for improvement and excellence.

Humane Orientation: The degree that a society or organization promotes and rewards displays of fairness, altruism, generosity, caring, and kindness toward others.

Adapted from multiple sources [95]