C. The Hofstede cultural Model

♫ Listening (3)

You are going to hear a short extract from a lecture devoted to the Hofstede model of cultural difference.

PRE-LISTENING

Before listening read the following brief description of Geert Hofstede’s work.

Dr. Geert Hofstede, a celebrated Dutch social psychologist, carried out cross-cultural research and formulated one of the most influential models of cultural differences. This is perhaps the most comprehensive study of how values in the workplace are influenced by culture.

The Hofstede model describes five dimensions of difference between national cultures, which impact on all aspects of behaviour: motivation, team-working, leadership style, conflict management and so on.

LISTENING COMPREHENSION

(1) Listen to the recording again and write down the five dimensions. Fill in the blanks in the exercise below.

1. PDi - ……………………………. - level to which ………………… is enforced within a culture?

2. I………………………. – to what extent does a culture value or ……………….. individual ………………….., …………………. or ………………….. as opposed to the …………………, ………………….., …………………., ……………………, …………….?

3. M…………………… - to what extent are traditional ……………….. …………….. implemented in society?

4. U……………………….. A…………………. – to what extent does a culture or country ……………….. ………………..?

5. L……… T…………… O……………… - the extent to which a culture or country ……………….. …………………. And how much they use that in their ………………..

(2) Answer the following questions.

1. Why does the lecturer consider the Hofstede dimensions very Western-orientated?

2. What value does the lecturer see in this theory?

3. What does the example with Germans and Arabs at work illustrate?

4. Why does the lecturer compare cultures with spaghetti?

FOLLOW-UP

(1) Read the brief description of the five dimensions mentioned above.

Power distance: the extent to which unequal distribution of power is accepted.

High PDcultures accept greater centralisation, a top-down chain of command and closer supervision. Subordinates have little expectation od influencing decisions.

Low PDcultures expect less centralisation and flatter organizational structures. Subordinates expect involvement and participation in decision-making.

Uncertainty avoidance:the extent to which security, order and control are preferred to ambiguity, uncertainty and change.

High UAcultures respect control, certainty and ritual. They value task structure, written rules and regulations, specialists and experts, and standardisation. There is a strong need for consensus: deviance and dissent are not tolerated. The work ethic is strong. People are risk-averse and experience more stress.

Low UAcultures respect flexibility and creativity. They have less task structure and written rules; more generalists and greater variability. There is more tolerance of risk, dissent, conflict and deviance from norms. People take each day as it comes: there is less stress.

Individualism: the extent to which people prefer to live and work in individualist (focusing on the ‘I’ identity) or collectivist (focusing on the ‘WE’ identity) ways.

High Individualismcultures emphasise autonomy and individual choice and responsibility. They prize individual initiative. The organization is impersonal and tends to defend business interests: task achievement is more important than relationships. Management is seen in an individual context.

Low Individualism(or Collectivist) cultures emphasise interdependence, reciprocal obligation and social acceptability. The organization is seen as a ‘family’ and tends to defend employees’ interests: relationships are more important than task achievement. Management is seen in a team context.

Masculinity: the extent to which social gender roles are distinct.

High Masculinitycultures clearly differentiate gender roles. Masculine values of assertiveness, competition, decisiveness and material success are dominant. Feminine values of modesty, tenderness, consensus, focus on relationships and quality of working like are secondary (and confined to women).

Low Masculinity (or Femininity) cultures minimize gender roles. Feminine values are dominant and both men and women are allowed to behave accordingly.

Long term orientation: the extent to which people are orientated towards long term as

opposed to short-term rewards.

High long term orientationcultures foster the virtue of working towards long-term rewards, and the virtues of perseverance and thrift are particularly valued. The focus is on sustained efforts to achieve a long term purpose. People are willing to subordinate themselves for longer term purpose.

Low long term orientation (or short-term orientation) is about a concern for the past and present, particularly respecting tradition, and being concerned with social and status obligations.

(2) Refer the following cultural values to a particular dimension. Account for your choice.

Symmetrical / Asymmetrical interaction

Emphasis on Informality / Formality

Consultation / Direction

Individual emphasis / Group emphasis

Voluntary / Obligatory Reciprocity

Self-efficiency / Interdependence

Career change / Stability

Conflict can be positive / conflict is always negative

Innovations / clear procedures

Work in order to live / Live in order to work

Environmental issues / Business performance

Flexible sex roles / Complementary sex roles

Quality of work life / economic growth

Personal survival and security / social order

Spending centered / thrift centered

Individual face-saving / Collective face-saving

(LANGUAGE FOCUS: Word stress exercise?)

♫ Listening (4)

You are going to hear an interview with an HR (Human Resources) director who works in a European office of an American multinational.

PRE-LISTENING

Predict the answers to the questions below.

1) In the European context there is some difficulty in implementing the HR policy from head office in the US. Which two areas below need to be adapted for local conditions?

a) training and coaching b) dealing with poor performance

c) equal opportunities d) health and safety

2) Which of these two options do mothers employed by the company prefer?

a) a free kindergarten b) more flexible hours

3) Which one area of training is very popular at the moment?

a) teambuilding b) English training

c) influencing skills d) conflict management

LISTENING COMPREHENSION

Are the following statements true or false?

a) The HR Department of the company has a large staff where each person has their own responsibilities.

b) American companies are very strict with poor performers and allow dismissing someone for poor performance alone.

c) The company tries to avoid hiring older people and women.

d) Women in the company prefer working out of the office.

e) The only way to manage performances and motivate staff is through compensation.

f) In order to help people in their everyday working relationships managers have to develop teambuilding skills.

g) Special training like roleplay and case studies can help in increasing influencing skills.

QUESTIONS FOR DISCUSSION

1. What challenges does the local European office face implementing policies and initiatives that come form head office in the US?

2. Why do you think the managers have to adapt initiatives and procedures coming form the US to the local situation?

3. Analise the cross-cultural issues arising between the two offices applying the Hofstede model of cultural difference. Which of the dimensions plays the most significant role in this confrontation?

4. What European country do you think the local office is situated in?

FOLLOW-UP

The Interviewer sounds professional, respectful and polite. What phonetic means help her to appeal to the interlocutor? Write down the questions she asks and mark intonation in them. Note whether the questions end with a rising tone or a falling one.

1. Can you………………………………………………………………………….?

2. Do those policies ………………………………………………………………..?

3. Can you give me an example of ………………………………………………… ……………………………………………………..……………………………..?

4. Are ……………………………………………………………………………….?

5. What ……………………………………………………………………………..?

6. How………………………………………………………………………………..?

7. And what ………………………………………………………………………….?

8. Can we come back to ……………………………………………………………..?

9. You said that……………………………………………………………………….?

10. Involving …………………………………………………………………………..?

11. But …………………………………………………………………………………?

12. Can you actually ……………………………………………………………………?

• LANGUAGE FOCUS: Revise intonation in different types of questions.

1. When English people ask a question, they might be trying to find out information that they don’t already know. Alternatively, they might ask a question in order to make sure that information they know is, in fact, correct.

Finding out questionsusually end with a falling tone.

For ex.: What part of KSpain were you in? How much Kare they?

Making surequestions usually end with a rising or fall-rising tone.

For ex.: Was ⁼(_R)Brian Bthere? Doesn’t she ⁼(_R)work with you?

Note that wh-questions can have a rising or fall-rising tone when they are making sure, and yes-no questions can have a falling tone when they are finding out.

For ex. : ⁼When’s your birthday? (a rising tone shows that I’m checking the date; it might be polite to suggest that I do know but have temporarily forgotten)

Have you Kseen her recently? (I don’t know whether you have or not)

♫ Listen to each question and decide whether the speaker is finding out (with a falling tone) or making sure (with a rising tone). Say the questions aloud with the same intonation.

For ex.: Who are they Kplaying next week? (finding out)

1. Were the police involved?

2. Are you feeling okay now?

3. Don’t we turn left here?

4. Why didn’t you phone me earlier?

5. Have you discussed it with your partners yet?

6. How do you get to the top off?

7. Did I see you in town in Saturday?

8. What happened after that?

2. In making sure questions a fall-rising tone often sounds more polite than a rising tone. In particular, a fall-rising tone is often preferred in questions asked for social reasons; that is mainly to be polite and friendly rather than to check information.

For ex.: Do you want to take your _Rcoat Boff? Are you sure you can _Rmanage Bthat?

♫ Listen and decide whether each question is asked manly for social reasons (with a fall-rising tone) or to make sure (with a rising tone). Then say the questions aloud with the same intonation.

For ex.: Is it okay to _Rpark Bhere?

1. Can I get you another drink?

2. Have you been here before?

3. Wasn’t Don at the meal?

4. Can you see it more clearly now?

5. Would you like me to fetch it for you?

3. If you have internet access, find a recording of an episode of a British or American series about the lives of a particular group of characters. Listen and write down the first ten questions that are spoken. Is the last tone in each a rise, a fall, or a fall-rise? Present them in class.

► GROUP discussion: