Managing across cultures
... A1 indicated that external factors, prompted by globalisation and technology, have had the greatest implications for cultural change in Nigeria. Trompenaars and Hampden-Turner (2004) explained that some cultures are significantly influenced by "outer direction" or external focus of control. In these societies, people believe that nature and their environment determines how they behave, hence they rely on the dictates of their environment. ...
... The society and its organisations assume that individuals are not equal hence subordinates expect to be 'told what to do,' while the boss is permitted to display some autocratic tendencies. Trompenaars and Hampden-Turner (2004) cultural framework describes this variable as 'ascription.' It explains that in such societies, power, title and position matter, and these 'privileges' define behaviour. ...
... This is also expected in developed societies but the concern in developing economies, as noted by B1, is that questioning a CEO, for instance, might be deemed unacceptable in an organisation. The implication is that the potency of institutions is weakened in the face of particularism (Trompenaars & Hampden-Turner, 2004) as institutions are compelled to apply different actions (stick or carrot), depending on who commits an infraction. Conton (1964) indicated illuminated that Africans value and respect old age, such that, the older you are, the more respect you earn. ...
The literature on corporate governance in developing economies have reported that concerns originating from the institutional environment are responsible for the state of corporate governance in these countries. Relying on this background and engaging Nigeria as its research context, this study explores the social institutional elements in the country and their impact on corporate governance outcomes. In doing this, an interpretivist research philosophy is adopted, with data collected via semi-structured, face-to-face interviews with two key stakeholder groups. Initials findings show that corporate governance in Nigeria reacts to three social institutional arrangements. This study further reveals that the robustness of these social institutional groupings is linked to the preferences of key actors in the social institutional domains. The latter finding adds to our understanding of the dominant standpoint amongst institutional theorists which posits that institutions constrain behaviour and restricts the emergence of powerful actors in an institutional environment. The outcome of this study enriches the field of institutional theory and contributes to the limited literature on corporate governance amongst developing economies.
... Conflict may be influenced in an organization when implementing rules may affect others. For example, a rule may be placed stating that women cannot wear hijabs to work can cause conflict to arise because people cannot change their cultural beliefs to fit in a working environment (Trompenaars & Hampden-Turner, 2004). Particularistic cultures are more centered on relationships being created rather than following rules that may be set for them. ...
... Achievement-Ascription: In achievement cultures, people are driven by their status based on their performance and accomplishments over time (Trompenaars & Hampden-Turner, 1997). Ascription cultures focus on an individual who is in society and hence status is given according to who you are (Trompenaars & Hampden-Turner, 2004). Organizations are certain to clash with one another due to the fact that when one is focused on being ascription culture oriented and the other being achievement culture misunderstands each other when communicating with one another (Luthans & Doh, 2012). ...
... Several studies in the tie between organisational culture and task and relationship orientations are mentioned in the past (Trompenaars and Hampden-Turner, 2004;Judge et al., 2004;Oaklander and Fleishman, 1964;Schermerhorn et al., 2008). According to Trompenaars and Hampden-Turner (2004), one dimension of organisational culture is the contrast between task and relationship orientations. ...
... Several studies in the tie between organisational culture and task and relationship orientations are mentioned in the past (Trompenaars and Hampden-Turner, 2004;Judge et al., 2004;Oaklander and Fleishman, 1964;Schermerhorn et al., 2008). According to Trompenaars and Hampden-Turner (2004), one dimension of organisational culture is the contrast between task and relationship orientations. In task orientation, the significance is on the accomplishment of the best results, high competition and delegation. ...
In this global and international world, organisational culture is a topic often inspected. This research attempts to find out what is the main characteristic of organisational culture in Vietnamese corporations. In total, 276 Vietnamese working adults in two regions in Vietnam participated. The findings from the survey data display that while task orientation is the common organisational culture in current Vietnamese companies, negative attitudes are surprising discovered. Implications are explained for further Vietnamese superiors and subordinates so that they might cooperate effectively in the future.
... Managing these third-order changes represents a significant leadership challenge (Kuipers et al., 2014). In exploring this leadership challenge, it is important to recognize the impact of national culture on the way in which leadership is enacted (Trompenaars and Woolliams, 2004;Zondi and Mutambara, 2016). Research has consistently shown that Russian culture differs markedly from Western culture (Hofstede, 2001;McCarthy et al., 2010;Puffer and McCarthy, 2011). ...
... These scholars argue that organizational culture plays a moderating role in the relationships between change implementation actions and outcomes (Burke, 2008), or mediates such relationships (Arif et al., 2017). In considering the dilemma posed by these two views, it has been argued that the relationships between culture and change implementation are recursive (Kavanagh and Ashkanasy, 2006;Trompenaars and Woolliams, 2004). ...
Leadership literature suggests that the transfer of leadership theory to non-US/Anglo-centric cultures may lead to findings that are different from current ones. Indeed, it is proposed that a dominant national culture will impact both the enacted leadership style and the followers’ expectations and acceptance of such a leadership style. Within the emerging literature on relational and change leadership, there is little consideration of the differing impact of leader behaviours in non-Western cultures. This study addresses both these gaps, through a case study that explores leadership styles and strategic change implementation within a Russian context that is seen as being directive and autocratic. The nature and impact of leadership in the context of change in Russian organizations is explored in this article, using a case-study design. Based on 20 interviews conducted in three organizations, we report findings which suggest, in a Russian context, that a more relational leadership style is more effective, and more likely to be accepted by followers, in implementing strategic change than a more ‘typical’ autocratic and directive style. The article contributes to leadership theory by providing clear empirical evidence of the value of a relational style in non-Western settings in ensuring effective change implementation.
... This had the implications for the study of ritual ecology and cultural identity, as well as the fields of art history and cultural anthropology. It also helps one to identify and appreciate cultural diversity as Trompenaars and Hampden-Turner (2002) argue. Overall, a study on Sirigu mural paintings contributes to the broader discourse on cultural heritage preservation and the importance of recognizing and valuing diverse cultural practices and traditions . ...
This theoretical research study utilizes qualitative case study research methods to explore the intersection of art and culture in the context of Sirigu mural paintings, a unique art form found in the Upper East region of Ghana. Drawing on the concept of ritual ecology, the study investigates the cultural significance of these paintings and their role in local ritual practices. Through in-depth interviews with artists, community members, and cultural experts, as well as participant observation and visual analysis, the study examines the ways in which Sirigu mural paintings embody and reflect local cultural traditions. The study also analyzes the artistic techniques and materials used in creating the paintings, highlighting the importance of artistic skill and innovation in the production of cultural artifacts. Drawing on theories of cultural identity and cultural transmission, the study examines the ways in which Sirigu mural paintings are passed down through generations and how they contribute to the maintenance and preservation of local cultural practices. Again, the study explores the challenges and opportunities for sustaining cultural heritage in the face of globalization and modernization. The findings of this study contribute to a deeper understanding of the complex relationship between art and culture, and the ways in which cultural practices and traditions are embodied and expressed through artistic forms. Lastly, the study provides insights into the role of artistic innovation and intergenerational transmission in preserving cultural heritage, and the challenges and opportunities for sustaining cultural traditions in a rapidly changing world.
... Even though the designations comprising this term are traditional ones when put together they allow to capture two following issues. Firstly, NMS category reflects changes occurring in an enterprise where leading resource is represented by people [The Future of HR Profession 2002], therefore interpersonal factors [Trompenaars, Hampden-Turner 2004] and their impact on effective organizational resources implementation constitute the basic research dimension. Secondly, rapid development of economies in many countries encourages for researching success factors within enterprises located there. ...
... Germany, as one of the most developed nations in the world, has earned a notable economic status even amongst other developed nations. A political and economic powerhouse, the nation incorporates a unique culture that maintains shared values inherent in the German 'social' economy (Hampden-Turner & Trompenaars, 1993;Trompenaars & Hampden-Turner, 2004). This mindset is fundamental to Germany's ability in ensuring a good product quality, employment and working conditions, the workers' active involvement, its developed public services and environmental protection laws (Berthoin Antal, Oppen & Sobczak, 2009). ...
This publication is prepared within the scope of the project "Adaptation of strategies for corporate social responsibility to address the implications of the Industry 4.0" (CSRin4.0) No. 2020-1-BG01-KA203-079025, which has been co-financed by the Erasmus+ Programme of the Education, Audiovisual and Culture Executive Agency (EACEA) of the European Commission. The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. The publication is a collaborative work of the partner organizations to the project. The names of the organizations partnering in the project which contributed to this publication are as follows: D. A. Tsenov Academy of Economics – Bulgaria, National Federation of Employers of Disabled People – Bulgaria, ACEEU GmbH – Germany, Fundacion Universitaria San Antonio – Spain, Univerzitet u Nisu – Serbia.
... For instance, Starkey-Perret and Narcy-Combes (2017) argued that whether students appreciated the plurilingual program was a complex question to answer and their results showed that many students liked some components (e.g., the intercultural dimension) yet disliked others (e.g., teacher mediation, teamwork). They suggested that the students' preference for individual work could be partly explained in terms of the influence of individualistic (Hofstede, 2001) and diffusive culture (Trompenaars & Hampden-Turner, 2004) in France. From a sociohistorical perspective, Crutchfield (2016) further warranted the social consequences of English hegemony and the othering, discrimination, and marginalization of speakers of other languages or non-standard English varieties. ...
To better understand the factors facilitating or impeding the translation of “promising controversies” (Taylor & Snoddon, 2013, p. 439) of plurilingualism theory into meaningful practices, this article presents a synthesis of 30 empirical studies on plurilingual pedagogy as enacted and experienced by educators and learners in various global K–12 and postsecondary contexts. Informed by plurilingualism (Coste et al., 1997/2009; Council of Europe, 2020), this synthesis forefronts the key contributions of plurilingual pedagogy as it fosters: (a) students’ development of plurilingual (and pluri-/intercultural) competence, (b) evolution of language beliefs towards a positive orientation to plurality and hybridity, (c) affirmation of student and teacher identity and promotion of agency, and (d) language and literacy development. The perceived challenges, however, are related to the nature and practical issues of designing and implementing plurilingual pedagogy in the classroom which are interconnected with institutional policies and ideological discourses. The results illuminate the up-to-date progress as well as hurdles of promoting plurilingual pedagogies across different contexts and provide important implications for multiple stakeholders involved in pre-service teacher education, in-service professional development, curriculum improvement, and language policy making in Canada and other multicultural and multilingual societies and communities. Afin de mieux comprendre les facteurs facilitant ou entravant la traduction de « controverses prometteuses » (Taylor & Snoddon, 2013, p. 439) de la théorie du plurilinguisme en pratiques significatives, cet article présente une synthèse de 30 études empiriques sur la pédagogie plurilingue telle qu’adoptée et vécue par des éducateurs chevronnés et des apprenants dans divers contextes mondiaux de la maternelle à la 12e année et postsecondaires. Informée par le plurilinguisme (Coste et al., 1997/2009; Conseil de l’Europe, 2020), cette synthèse met en avant les contributions clés de la pédagogie plurilingue puisqu’elle favorise: (a) le développement des compétences plurilingues (et inter-/pluriculturelles) des étudiants, (b) l’évolution des croyances langagières vers une orientation positive envers la pluralité et l’hybridité, (c) l’affirmation de l’identité de l’étudiant et de l’enseignant ainsi que la promotion de l’autonomie et (d) le développement de la langue et de la littératie. Cependant, les défis perçus sont liés à la nature et aux problèmes pratiques de concevoir et de mettre en place une pédagogie plurilingue dans la salle de classe, ce qui rejoignent les politiques institutionnelles et les discours idéologiques. Les résultats mettent en lumière les progrès actualisés ainsi que les obstacles liés à la promotion du plurilinguisme dans différents contextes et fournissent des implications importantes pour les multiples parties prenantes impliquées dans le pré-service de la formation initiale des enseignants, ainsi que l’élaboration des politiques linguistiques au Canada et dans d’autres sociétés et communautés multilingues et multiculturelles.
... The underpinnings of collectivist behavior stem from cultural confirmation to in-group goals, activities and interests (Gregory and Munch, 1997). Cultural norms may have a lower impact on behavior in particularistic countries, including Mexico, which tend towards a disdain for rules (Trompenaars and Hampden-Turner, 2004). ...
Purpose – The authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.
Design/methodology/approach – The authors researched the relationship between Mexican employees’ collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.
Findings – Collective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.
Research limitations/implications – Gender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study’s findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).
Practical implications – The results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.
Social implications – Global managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization’s sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.
Originality/value – The authors filled a gap in scholar’s understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.
... Such a situation may be defined as metaflexibility. Sometimes an organization acts in a way typical of adhocracy and in another applies solutions typical of bureaucratic cultures (Grabowski 2010;Trompenaars and Hampden-Turner 2004), which is presented in Figure 26.2. Metaflexibility is the trait of culture of postmodern capitalism. ...
The aim of the article is to show relations between culture, economic growth, and innovativeness, as well as present that values and norms play the key role for the economic growth of some countries and for its lack in case of others. Landes (2000) wrote, "Max Weber was right. Studying the history of economic development you cannot stop thinking that culture virtually decides about everything." Economic success of certain immigration ethnic minorities can be taken as an example here, such as the Chinese in East and Southeast Asia or the Lebanese in West Africa.
... ). Every national culture describes distinct beliefs about what are true values, what is important and what is appropriate that are deeply embedded in people's minds and demonstrated in their behaviours accordingly(Trompenaar, 2004). ...
Confucian culture is an ancient culture that has been circulating in China for thousands of years. It represents the value of most Chinese people and plays an important role in Chinese history. From state governance to family management, Confucian culture has influenced all aspects of Chinese people, and, of course, has a great influence on the management of Chinese enterprise managers. However, cultural differences and conflicts when managing multinational teams are inevitable. Therefore, in this article, we will discuss Confucian culture and how to integrate it into modern enterprise management to solve the adverse consequences of cultural differences and conflicts, and discuss the drawbacks of Confucianism to modern enterprise management.
... Likewise, countless studies have attempted to examine the effect of culture on leadership, or the ability of leaders to work cross-culturally (Guthey and Jackson 2011;Hofstede 2009;Trompenaars and Hampden-Turner 2004). This body of research has consistently discovered cultural dynamics that influence the efficacy of leadership. ...
The concept of public service motivation has drawn considerable research and practitioner
interest as a useful behavioral construct that public sector leaders can use to motivate, attract, and retain employees. Indeed, Ritz and colleagues (2016) find that among practitioner recommendations mentioned in public service motivation studies, using managerial and leadership practices to inculcate public service motivation is among the most frequently suggested interventions. Although single studies on leadership and public service motivation are important, we know little about how leadership and public service motivation cumulatively influence each other, especially across different national contexts. This study uses the PRISMA protocol (Preferred Reporting Items for Systematic Reviews and Meta-Analysis) to systematically identify patterns in past research to inform researchers and practitioners. In particular, it seeks to 1) provide a descriptive account of the state of leadership and public service motivation, 2) identify patterns of causality between leadership and public service motivation, 3) understand leadership style and its relationship to public service motivational outcomes, and 4) identify any contextual factors moderating leadership and public service motivation research.
... Although several frameworks such as Hofstede's [47] and Trompenaars' [48] have proven useful for understanding cultural differences and have helped to establish some relatively universal dimensions, such as Individualism and Power Distance, which can be useful in understanding differences across national cultures, other researchers have raised critical challenges and questioned their universal applicability. McSweeney [49], for example, criticized Hofstede's approach in several respects: his main arguments were that surveys are not the most suitable way to measure cultural differences, and that nations are not the best units to examine cultural differences. ...
Background: Although effective communication has been the most important attribute of success in the workplace, poor communication has hindered employees from performing well. This outcome worsens when communication occurs between cross-generational groups in an organization. Literature review: Prior research suggests that Millennials, who make up a large cohort of the population in workplaces, are technologically savvy, multitasking, and result-oriented but considered to be deficient in their communication skills. There exists a divergence between Millennials and previous generations in terms of their attitude, behavior, and value system. Research questions: 1. Is there a significant difference in the communication styles of Millennials and their predecessors in India? 2. Are Millennials communication deficient? 3. Do their Gen X predecessors lack the skills to recognize different generational preferences in order to effectively lead a multigenerational workforce? Research methodology: For this investigation, a 36-item questionnaire measured 12 interpersonal styles through three items each on a Likert-type scale. Results: The results presented in this study are not limited to generational stereotyping but rather claim to be accurate and context-sensitive. Millennials defied general stereotypes in several ways. The findings confirmed that although Millennials are different, they are not necessarily communication deficient. Conclusion: To flourish, Millennials and their predecessor and successor generations should strive to adapt to each other by avoiding stereotypes.
... However, Simadi and Kamali (2004) found that values of individualism are gaining ground relative to religious values for UAE university students. These differences, well demonstrated in cross-cultural literature, affect decision making, ways of interacting and working, and often cause tension and conflict (Ali, Azim and Krishnan 1995;Branine 2011;Mead 1998;Trompenaars and Hampden-Turner 2004), including in the educational leadership realm. It is in these national contexts also that Islamic leadership fits, comprising two complementary dimensions with the following ethical values: a servant leadership consisting of empathy, patience, compassion, and tolerance as core Muslim values; and a guardian role of honesty, justice, kindness, and consultation (ElKaleh and Samier 2013). ...
... However, Simadi and Kamali (2004) found that values of individualism are gaining ground relative to religious values for UAE university students. These differences, well demonstrated in cross-cultural literature, affect decision making, ways of interacting and working, and often cause tension and conflict (Ali, Azim and Krishnan 1995;Branine 2011;Mead 1998;Trompenaars and Hampden-Turner 2004), including in the educational leadership realm. It is in these national contexts also that Islamic leadership fits, comprising two complementary dimensions with the following ethical values: a servant leadership consisting of empathy, patience, compassion, and tolerance as core Muslim values; and a guardian role of honesty, justice, kindness, and consultation (ElKaleh and Samier 2013). ...
The Arabian Gulf countries have gone through unprecedented speed and depths of changes affecting social institutions and culture, and lie at the intersection of a broad range of historical forces that continue to shape national developments from traditional culture and its leadership and administrative practices, through colonisation to globalisation and modernisation. Part of this change is the increasing role for women in holding senior organisational and community positions that require leadership in their communities and in reshaping social institutions and providing role models for younger women. Because of differences in culture and social norms, most ‘Western’ leadership models do not fully apply and may even be problematic culturally. This chapter is an exploratory theoretical paper grounded in constructivist, critical and postcolonial theory that proposes an interdisciplinary and multidimensional model for understanding and researching Gulf women’s leadership identity formation.
... As a result, subordinates expect to be 'told what to do,' while the boss is permitted to exhibit autocratic behaviours. This is described as 'ascription' in Trompenaars and Hampden-Turner, (2004) culture framework, suggesting that in such societies, power, title and position matter, and these 'privileges' define behaviour. These privileges facilitate institutional voids that allow for corruption (Sikka, 2017). ...
... Kültür ve kültürel farklılıklar, uluslararası işletmeler için özellikle insan kaynakları uygulamalarında dikkat edilmesi gereken bir olgudur. Kültürlerin, insanları yönetme yaklaşımları üzerinde önemli bir etkisi olduğundan, kültürel farklılıklar da yönetim uygulamalarındaki farklılıkları gerektirmektedir (Newman, & Nollen, 1996;Trompenaars, Hampden-Turner, 2004). Uluslararası insan kaynakları yönetiminde kültürel farklılıkların; iş motivasyonu, iletişim, çatışmalar, iş yönelimi, hedeflerin tanımı, performans değerlendirme ve ödüllendirme, karar verme gibi örgütsel davranışları şekillendiren bireysel algı ve tercihlerde (Laurent, 1986) farklılıklara neden olduğu şeklinde çeşitli görüşler öne sürülmektedir (Hofstede, 1980;Rollinson, & Broadfield, 2002). ...
Bu araştırma 1995-2018 yılları arasında Türkiye’de işletme, yönetim ve organizasyon alanında kültür ve kültürel farklılıklar konusunda yapılmış olan yüksek lisans ve doktora tezlerinin genel profilini belirlemeyi amaçlamaktadır. Yapılan araştırma, Yükseköğretim Kurulu Ulusal Tez Merkezi’nde yer alan kültür ve kültürel farklılıklar konusunda yapılmış olan toplam 90 lisansüstü tezi kapsamaktadır. Tezler özgün dil, yıl, üniversite, enstitü, anabilim dalı, konu, uygulama alanı, yöntem ve sektör açısından incelenmiştir. Tarama modeline dayalı olan araştırmada elde edilen veriler içerik analizi yöntemiyle çözümlenmiştir. Yapılan analizler sonucunda işletme, yönetim ve organizasyon alanında kültür ve kültürel farklılıklar konusunda yapılan tezlerin çoğunlukla Sosyal Bilimler Enstitüsü’nde, İşletme Anabilim Dalı’nda ve Gazi Üniversitesi’nde çalışıldığı ortaya çıkmıştır. Ayrıca incelenen tezlerde en çok araştırılan konunun, kültürün tüketici davranışlarına etkileri, en yaygın kullanılan yöntemin ise anket yöntemi olduğu tespit edilmiştir. Kültür ve kültürel farklılıklar, örgütsel bağlamda işletmeleri her alanda etkilediğinden araştırmalarda incelenmesi gereken en önemli konulardandır. Bu sebeple işletme, yönetim ve organizasyon ve liderlik alanlarında daha fazla çalışılması gerektiği düşünülmektedir.
... In essence, the governance environment surrounding a buyer's place of operation moderates the impact of relational benefits and behaviors on relationship quality. Although examinations of RM frameworks in cross-border settings are not new, much of the RM literature to date attributes relational peculiarities to cultural value orientations (Hofstede, 2001;Schwartz, 2006;Trompenaars and Hampden-Turner, 2004) or interpersonal communication styles (Hall, 1976) as implied in cross-cultural examinations of B2B trust and commitment (Barry, Dion and Johnson, 2008;Doney et al., 1998;Hewett and Bearden, 2001;Rodríguez and Wilson, 2002;Williams et al., 1998). ...
Purpose-The purpose of this research is to show how institutional factors affect buyer-supplier relationships. Specifically, the authors examine a model of relationship quality and its antecedents across rule-based, relation-based and family-based governance environments. Design/methodology/approach-A conceptual model and accompanying research hypotheses are tested on data from a survey of 169 US (rule-based), 110 Brazilian (family-based) and 100 Chinese (relation-based) managers and buyers. Structural equation modeling is used to test the relationship quality framework and the hypothesized moderation of governance environment. Findings-Results suggest that the informal institutions which shape a nation's governance environment impact the relationship building process between buyers and suppliers. Communication quality was found to influence relationship quality more in developed economies where relationships are protected and managed under rule-based governance. Interaction frequency was found to be more relevant in emerging market firms characterized by relation-based societies. relationship benefits are applied more to relationships in emerging markets operating under family-based governance. No differences were found across governance environments for the influence that conflict resolution has on relationship quality. Practical implications-Results provide insight into how the fairness and effectiveness of political and economic institutions surrounding a buyer's nation of operation impact "rules of the game" differently for developed and emerging market firms. Originality/value-This study extends research on cross-cultural relationship marketing to more than just communications context and cultural heritage. Results demonstrate that a buyer's quest for legitimacy impacts its sensitivity to what supplier behaviors matter the most.
... Hofstede (1980Hofstede ( , 2001Hofstede ( , 2011 offers several cultural dimensions that are important when reflecting on the larger country environment, including uncertainty avoidance, individualism, masculinity-femininity and long-term versus short-term orientation. In the creation of an authentic and propitious academic culture, we demarcate additional cultural dimensions that are deemed important towards more actionable authentication of the teaching and learning curriculum, based on the work of Kluckhohn and Strodtbeck (1961), Hall and Hall (1990), Schwartz (1992), Bond and Smith (1996), Trompenaars and Hampden-Turner (2004) and House et al. (2004). The following are examples (not an exhaustive list): ...
In 2015, a campaign was launched by students and academics to decolonise university curricula in South Africa. As a response, we reflect on our experiences at Stellenbosch University, based on the premise that not only does our Social Work curriculum require adaptation and renewal through a process of authentication, but that a prerequisite for this process would entail a hybridisation of both a salutary authentic academic culture and curriculum. A value-driven approach guides us through this endeavour in order to create authentic values, principles and student attributes, based on a determined inventory of cultural dimensions.
... It has been observed that the application of social exchange theory to cultures with different value orientations has significant differences, particularly in terms of the view of an individual relationship with others. Related literature suggests that cultural differences lead to differences in management practices (Bame-Aldred et al., 2013;Newman and Nollen, 1996;Trompenaars and Hampden-Turner, 2004). ...
Purpose
The purpose of this paper is to increase the knowledge and understanding of organizational and supervisory support in the context of employee deviant workplace behavior (DWB) by examining the potential associations of employees’ cultural value orientations. This paper aims to: clarify DWB; review perceived organizational support (POS) and perceived supervisory support (PSS); discuss the meaning of employees’ cultural value orientations (individualism–collectivism, power distance and paternalism); use the fuzzy logic model to analyze relationships between DWB and POS, as well as PSS and employees’ cultural value orientations.
Design/methodology/approach
This research applies a fuzzy-set qualitative comparative analysis.
Findings
The results show the role of employee perceived organizational and supervisory support and cultural dimension (power distance and paternalism) configurations on employee DWB.
Originality/value
The main originality of this study is to further increase the understanding of organizational and supervisory support in the context of employee DWB by examining the potential associations of employees’ cultural value orientations. This study extends the previous research by providing evidence that organizational and supervisory support influences employees’ DWB.
... Contrary to resources that we most readily refer to as assets -the buildings, cars, cash, and computers -when it comes to managing people, we are not dealing with "assets", but values and relationships, which are relative and different (Kangaslahti, 2005). However, there seems to be an irresistible temptation to want to conduct management research based on resources as something concrete, tangible, to want to quantify and catalogue those resources in the same way as other assets, and apply methods of analysis and investigation which are not always suited to the task, and which seems to deny the very intangibility of the values and relationships (Hampden-Turner and Trompenaars, 2004). Tangible resources can be easily identified, categorised, measured and analysed. ...
Despite substantial research on grassroots innovation, there is a lack of understanding on the barriers to grassroots innovation. We examine paradoxes that arise as a consequence of multiple, often conflicting, objectives in remote art centres, social enterprises that are key sites for grassroots innovations. We investigate how social, commercial and cultural logics in remote Indigenous art centres contribute to an on-going trilemma that acts as a barrier to the development of grassroots innovation. We also explore the challenges and opportunities managers encounter in reconciling these multiple, often conflicting, logics. The results indicate that although art centres have dual social and commercial missions, cultural differences between Indigenous arts workers, and non-Indigenous managers, contribute to social-commercial tensions that social enterprises experience. This manifests in a social-commercial-cultural trilemma which inhibits grassroots innovation. The results also show this trilemma provides opportunities for arts workers with latent managerial capacity to transition to management and evolve the traditional Indigenous art centre model to Indigenous managed art centres. The research also gives examples of how these trilemmas can be resolved, in particular via working through key Indigenous family groups and by providing better support and mentoring for non-Indigenous art centre managers. In so doing, remote Indigenous art centres are able to serve as special but important sites of grassroots and inclusive innovation by supporting viable development pathways for socioeconomic improvements in remote Indigenous communities in Australia.
... In essence, the governance environment surrounding a buyer's place of operation moderates the impact of relational benefits and behaviors on relationship quality. Although examinations of RM frameworks in cross-border settings are not new, much of the RM literature to date attributes relational peculiarities to cultural value orientations (Hofstede, 2001;Schwartz, 2006;Trompenaars and Hampden-Turner, 2004) or interpersonal communication styles (Hall, 1976) as implied in cross-cultural examinations of B2B trust and commitment (Barry, Dion and Johnson, 2008;Doney et al., 1998;Hewett and Bearden, 2001;Rodríguez and Wilson, 2002;Williams et al., 1998). ...
Purpose
The purpose of this research is to show how institutional factors affect buyer–supplier relationships. Specifically, the authors examine a model of relationship quality and its antecedents across rule-based, relation-based and family-based governance environments.
Design/methodology/approach
A conceptual model and accompanying research hypotheses are tested on data from a survey of 169 US (rule-based), 110 Brazilian (family-based) and 100 Chinese (relation-based) managers and buyers. Structural equation modeling is used to test the relationship quality framework and the hypothesized moderation of governance environment.
Findings
Results suggest that the informal institutions which shape a nation’s governance environment impact the relationship building process between buyers and suppliers. Communication quality was found to influence relationship quality more in developed economies where relationships are protected and managed under rule-based governance. Interaction frequency was found to be more relevant in emerging market firms characterized by relation-based societies. relationship benefits are applied more to relationships in emerging markets operating under family-based governance. No differences were found across governance environments for the influence that conflict resolution has on relationship quality.
Practical implications
Results provide insight into how the fairness and effectiveness of political and economic institutions surrounding a buyer’s nation of operation impact “rules of the game” differently for developed and emerging market firms.
Originality/value
This study extends research on cross-cultural relationship marketing to more than just communications context and cultural heritage. Results demonstrate that a buyer’s quest for legitimacy impacts its sensitivity to what supplier behaviors matter the most.
... There are two types of explanatory factors which may prevent transition countries to fully implement Western management systems and technologies: cultural and institutional (Holden 2001;Sorge 2004). According to cultural approach, cultural differences further cause differences in organizational behaviours including work motivation, communications, conflicts, work-orientation, definition of goals, performance appraisal and rewarding, decision making and management style (Hofstede 1980;Laurent 1986;Schneider 1992;Schwartz 1994;Schneider/Barsoux 1997;Schuler/Rogovsky 1998;Li/Karakowsky 2001;Rollinson/Broadfield 2002;Trompenaars/Hampden-Turner 2004;Aycan 2005;Tayeb 2005; Stone/Stone-Romero 2008). The cultural values do have a prevailing influence on daily working behaviours of employees and managers (Schuler et al. 2001), so the national culture, not economic ideology, drives values of managers and employees. ...
... Deep Culture -The Hidden Challenges of Global Living Copyright 2007 Joseph Shaules 27 a more fundamental level, the field of general psychology offers us an understanding of the unconscious -with the starting assumption that parts of ourselves that we are not fully aware of effect us in many ways. This parallels our discoveries about the deep structure of cultural values and beliefs examined by specialists who study cultural difference (Hampden-Turner & Trompenaars, 2000;Hofstede, 1983Hofstede, , 1986Hofstede, , 1997Kim, Triandis, Kagitcibasi, Choi, & Yoon, 1994;Kluckhohn & Strodbeck, 1961;Lewin, 1936;Ting-Toomey, 1994;Ting-Toomey & Oetzel, 2001;Trompenaars & Hampden-Turner, 1998;Trompenaars & Hampden-Turner, 2004). ...
... The existence of cultural differences between countries has been widely documented (Hampden-Turner and Trompenaars, 2004;Hofstede, 1980Hofstede, , 1991Hofstede, , 2001Leaptrott, 1996). Culture has been defined as the "collective programming of the mind which distinguishes the members of one group or category from those of another" (Hofstede et al., 2010), and it has been argued that the culture of each national group affects the behavior of individuals within that society, as well as the behavior of companies that serve them. ...
Key factors, such as globalization and the development of information technologies, have forced some firms to change their approach to customer relationship management, particularly within the new competitive framework of online channels. In this context, customer relationship proneness may guide relationship quality (RQ) by keeping commercial relations alive. This research proposes and examines a conceptual model using a comprehensive management approach that includes market orientation (MO), knowledge management (KM), and perceived relationship investment (PRI) as perceived by customers, which, when available, enhance RQ in an online context. To the best of our knowledge, this study is the first to investigate the effect of RQ on CRP, making a unique contribution to better understanding the continuity of customer–firm relationships.
The proposed conceptual model is tested in two different cultures and economic stages, providing relevant insights on the cross-cultural relationship marketing literature. Survey questionnaires are administered to a sample of Spanish and Mexican banking customers, and structural equation modeling, using partial least squares, is used to analyze the data collected.
The results show that, in both countries, CRP is significantly influenced by RQ, while PRI should be considered when improving the quality of customer relationships. However, intangible aspects (such as the level of MO or KM) seem to be relevant in more mature, competitive markets whose customers show a higher level of LTO.
In terms of practical applications, banks must recognize that customers give different priorities to different capabilities and resources based on their perceptions of the RQ. Hence, banks should give clear priorities to commercial strategies aimed at improving RQ. Implications of the results are discussed, and future research avenues suggested.
... The term "workplace diversity" denotes "the co-existence of staff from diverse racial and cultural backgrounds in a particular organization" (Chan, 2011, p. 1). The current global workplace demands diversity which can cause conflicts between people belonging to different cultures (Trompenaars & Hampden-Turner, 2004) and impede the smooth flow of business." ...
Behaviour finance helps to understand the attitude and perception of investors on their investment decisions. Every
investor differs from others in all the aspects due to a range of factors like demographic and socio-economic
background. An optimal investment decision plays a vital role and is a major deliberation. The present study aimed at
investigating Investment and Herding behaviour of Indian investors and its relationship with socio-economic factors
using sample response from 400 investors including Bombay stock exchange, banks, investment company, and stock
brokers. The study found that socio-economic background and the investment behaviour are dependent in most of the
cases except few also found existence of herding behaviour among our sample respondents.
... The society assumes that individuals are 'not equal' hence subordinates expect to be 'told what to do,' while the boss is permitted to exhibit autocratic tendencies. Trompenaars and Hampden-Turner (2004) describes this as 'ascription,' stating that in such societies, power, title and position matter, and these 'privileges' define behaviour. Those that possess these privileges act with less restraint compared to those without such privileges. ...
This article examines whether the degree of religiosity in an institutional environment can stimulate the emergence of a robust corporate governance system. This study utilizes the Nigerian business environment as its context and embraces a qualitative interpretivist research approach. This approach permitted the engagement of a qualitative content analysis (QCA) methodology to generate insights from interviewees. Findings from the study indicate that despite the high religiosity among Nigerians, religion has not stimulated the desired corporate governance system in Nigeria. The primary explanation for this outcome is the presence of rational ordering over religious preferences thus highlighting the fact that religion, as presently understood and practiced by stakeholders, is inconsistent with the principles underpinning good corporate governance.
... A major task of the international traveller is to remain emotionally healthy, despite being faced with numerous challenges -both at a professional and a personal level. [6][7][8] According to a World Bank and Hyatt Hotel survey, insurance claims for health problems tend to increase among employees who travel often. 9 The study found that employees who travel overseas are twice as likely to file health claims for psychological problems. ...
Background
Although international business has existed for centuries, the world has entered an era of extraordinary global economic activity.1,2 This would include a substantial increase in worldwide production, distribution, and joint ventures. As a result of the growth in international business, the need for extensive international travelling has also increased tremendously. This need for international business travel has led to very high demands being placed on the people who need to conduct such international travelling.
One of the most challenging issues facing companies in the new global village is the management of the human resources required to ensure the successful coordination of their diverse international interests,3–5 To successfully manage these international interests, companies typically make use of three types of international travellers, namely short trippers (mostly executives who do not spend longer than one month in a specifc country), short term assignees (technical specialists who spend one to six months at a foreign operation to complete a specifc project), and expatriates (longer-term assignees who are sent to operations in foreign countries for a period of six months and longer).
A major task of the international traveller is to remain emotionally healthy, despite being faced with numerous challenges - both at a professional and a personal level.6–8 According to a World Bank and Hyatt Hotel survey, insurance claims for health problems tend to increase among employees who travel often.⁹ The study found that employees who travel overseas are twice as likely to fle health claims for psychological problems. The study also found that travellers are up to three times more likely to suffer psychological disorders than their non-travelling colleagues. The more business trips that are taken, the greater the likelihood is of a person making a medical claim. Similar results were found for people involved with international assignments.
... As a result, subordinates expect to be 'told what to do,' while the boss is permitted to exhibit autocratic behaviours. This is described as 'ascription' in Trompenaars and Hampden-Turner, (2004) culture framework, suggesting that in such societies, power, title and position matter, and these 'privileges' define behaviour. These privileges facilitate institutional voids that allow for corruption (Sikka, 2017). ...
Using a qualitative methodology (interviews), we examine the relationship between the effectiveness of corporate governance mechanisms and elitist interventions. In doing this, we identify three elitist groups - political, cultural and religious, and investigate how they shape the legitimacy and effectiveness (or otherwise) of the institutional drivers of corporate governance in Nigeria. We caution the widely-held notion in the literature which suggests that institutions act as a check on the behaviour of elites and influence how elites compete and emerge. Alternatively, we argue that elites, in the presence of institutional voids, can invent, circumvent and corrupt institutions.
This chapter outlines and considers key philosophies and understandings in the areas of Languages, Cultures, and Personalities. It considers the abstract objectivist language philosophies of Saussure compared with more individual subjectivist philosophies of Bakhtin and others. It discusses the focus of ‘traditional’ linguistic theory (e.g. Corpus linguistics; genre analysis) on text, and of alternative language philosophies (e.g. Wittgenstein; Voloshinov) on the importance of context to language. This consideration focuses on the degree to which the languages of teaching need to be delivered, used, and also tested in its specific subject context. The chapter also considers conceptions of culture through theories of ‘essentialists’ such as Hofstede, Trompenaars, and Hall where cultures are categorized by ‘nation’, critiques of these theories from those such as Holliday and McSweeney, and the importance of ‘smaller’ cultures such as organizational and local cultures. Here the particular cultures individuals may need to engage with when working abroad are considered; both in terms of the ‘country’ but also in terms of local interactions and local institutions. The chapter further considers the role of Personalities in how individuals successfully work and transition within new environments, and discusses recent quantitative work (e.g. Hu et al., 2020; Harari et al., 2018) underlining the importance of personality in cultural adjustment, as well as qualitative work in related areas (e.g. Thompson, 2018). Through these considerations we outline both the roles of each aspect (language; culture; personality) in adjustment and transitioning but also consider how they may operate together, and where appropriate allude briefly to our own data.
This paper explores the use of impoliteness found in the negative comments on nursing homes that users of these centres post on Google reviews. This paper argues that these comments should be interpreted as impoliteness (Culpeper, 1996), regardless of their veracity and correspondence with reality, since they attack the public image of the centre and criticise it publicly and, in some cases, devastatingly. Besides, this study also analyses the differences found in the negative remarks of Spanish and American users. These differences are explained by the different cultural values that the two groups possess (Hall, 1976; Hofstede, 1991; Hofstede et al., 2010) and that are reflected in the discourse. Thus, this paper shows how cultural dimensions such as individualism, masculinity, or high/low context influence speakers’ communicative style, reflecting the different cultural values that these two groups have.
The data presentation is one of the segments of the methodology in every research depending on the approach. The methodology, therefore, refers to the design and the theory that underpins the research. The paper contained a detailed explanation of the steps taken from the researcher’s interactions with the raw data and how such data was presented or analyzed. The data processing used observations, interviews, and audio recordings to have a balanced presentation. The pattern of ideas in data presentation involved familiarizing with the data to generate initial codes, searching for themes, defining and producing the report. Thus, the paper gives the reader a clear view of how qualitative data are presented and discussed with credibility. It is recommended that a researcher must rely on a wide range of sources of data that would help to produce an in-depth and holistic portrait of the participants' experiences.
This research aimed to provide a better comprehension of link between cultural dimensions and leadership styles of managers in Turkey based on previous studies in the literature which draws on both international and Turkish research. We have done this by clarifying concept of cross-cultural leadership, cross-cultural studies related to cultural dimensions, cultural dimensions of Turkey and leadership styles of Turkish managers. Organizational leadership is affected by many factors such as cultural dimensions. Cultural dimensions have impact on leadership styles of managers and many scholars have studied on link between leadership style of managers and cultural dimensions of countries. Based on literature, it is proved positive relationship between two components that cultural dimensions and leadership styles of Turkish managers.Turkey is collectivist,high power distance and human-oriented country, therefore Paternalistic and Authoritarian leadership style are the most common among the managers.
With globalisation, the use of performance measurement systems (PMS) for managing international operations is increasing. The purpose of this research is to explore how differences in national culture impact on the design and use of PMS. Extant literature investigating the impact of national culture on management practices and PMS takes a rationalistic approach and tests hypotheses based on a single dimension of national culture. This study adopts an analytical framework based on social and technical controls, PMS lifecycle and Hofstede's six dimensions of national culture to explore the complex impact of national culture on PMS using case studies. Findings clarify previously inconclusive research results by explaining how various dimensions of national culture influences technical and social dimensions of PMS, thus extending knowledge in a way that could not have been anticipated from extant literature.
Collaboration in the machine age will increasingly involve collaboration with Artificial Intelligence (AI) technologies. This chapter aims to provide insights in the state of the art of AI developments in relation to human-AI collaboration. It presents a brief historic overview of developments in AI, three different forms of human-AI collaboration (e.g. conversational agents) and introduces the main areas of research in relation to human-AI collaboration and potential pitfalls. The chapter discusses the emergent multifaceted role of AI for collaboration in organizations and introduces the concept of trustworthy human-AI collaboration.
Full chapter can be accessed as preview pdf at: https://www.taylorfrancis.com/books/e/9781351121064.
Full book description: Comparative cross-cultural management (CCM) aims to identify objective cultural differences between national and societal macro-cultures. This is done via comparing selected aspects of culture which are assumed to exist in all cultures, so-called cultural dimensions or cultural value orientation. This chapter discusses culture broadly, as “that complex whole” which involves all aspects of social life and the material world, as well as the technologies with which humans interact. CCM is not power-free, and diversity studies are not free of culture. If combined, these two premises bring about an intersectional approach to culture: the realization that power, culture and diversity categories are inseparable, and that need to investigate whether and how exactly they intersect in universal or culture-specific ways or both. Intersectionality theory, as informing our approach, stems from Black Feminism and has since then influenced (critical) diversity studies.
Full introductory chapter and conceptual background can be accessed as preview pdf at: https://www.taylorfrancis.com/books/e/9781351121064.
Description: This book is a collection of 16 empirical cases in critical Cross-Cultural Management (CCM). All cases approach culture in CCM beyond national cultures, and all examine power as an integrative part of any cross-cultural situation. The cases also consider diversity in the sense of culturally or historically learned categorizations of difference (such as gender, race, ethnicity, religion and class), and acknowledge how diversity categories might differ across cultures. Furthermore, each case suggests a specific method or concept for improving upon the situation. Out of this approach, novel insights emerge: we can see how culture, power and diversity categories are inseparable, and we can understand how exactly this is the case. The uses and benefits of this book are thus both conceptual and methodological; they emerge at the intersections of Critical CCM and diversity studies. All cases also discuss implications for practitioners and are suitable for teaching.
Mainstream CCM often limits itself to comparative models or cultural dimensions. This approach is widely critiqued for its simplicity but is equally used for the exact same reason. Often, academics teach this approach whilst cautioning students against implementing it, and this might be simply due to a lack of alternatives. Through means of rich empirical cases, this book offers such an alternative.
Considering the intersections of culture, diversity and power enables students, researchers and practitioners alike to see ‘more’ or ‘different’ things in the situation, and then come up with novel approaches and solutions that do justice to the realities of culture and diversity in today’s (and the future's) management and organizations. The chapters of this book thus offer concepts and methods to approach cross-cultural situations: the conceptual gain lies in bringing together CCM and (critical) diversity studies in an easily accessible manner. As a methodological contribution, the cases in this book offer the concise tools and methods for implementing an intersectional approach to culture.
This chapter proposes a nationally distinctive higher education leadership identity model for young Emirati women that is appropriate to the country’s values, beliefs and culture, and takes into account the many modernisation changes and challenges they face without losing national and cultural identity. These include rapid changes due to nation--building and increasingly high levels of multiculturalism and diversity as well as the very high percentage of women now attending universities and obtaining graduate degrees at a significantly higher rate than men. In the UAE, this increase is due mainly to economic development and political changes in the country that support the empowerment of women resulting in them obtaining some of the highest leadership positions in business, education and other professions. Results of extant studies are combined with those of a qualitative multi--methods study conducted by the first author to identify influencing factors from which a leadership identity development model is constructed, focussed on family, cultural and social influences, role models, collegial relationships, workplace and contextual Islamic values, and involvement in leadership activities. The chapter concludes with recommendations for education in leadership that can strengthen and support young Emirati women’s leadership identity construction.
Resümee: Die Niederlande und Deutschland gehören zum gleichen westlichen Kulturkreis. Für Außenstehende fallen die Unterschiede daher weniger auf, während sie den Mitgliedern der beiden Kulturkreise sehr deutlich sind. Betrachtungen auf Detailebene lassen auf eine Reihe von interessanten Unterschieden schließen. Die Beschreibung ermöglicht eine kritische Selbstreflexion der niederländischen Kultur.
The article describes the cultural context of social and economic development in the European Union. Is presented the cultural mosaic of Europe, attitudes and organizational behavior. Examples of international teams operating at all levels of the organization shows that diversity is a stimulator of development. Cultural dilemmas can be a barrier to cooperation. Knowledge of partners and cultural sensitivity is useful in every aspect of cross-border cooperation.
W artykule opisany jest kulturowy kontekst rozwoju społecznego i gospodarczego w Unii Europejskiej. Przedstawiona jest kulturowa mozaika Europy, postawy i zachowania organizacyjne. Przykłady międzynarodowych zespołów funkcjonujących na wszystkich szczeblach organizacji dowodzą, że różnorodność jest stymulatorem rozwoju, umożliwiającym powstawanie innowacji technicznych i społecznych. Dylematy kulturowe mogą być też barierą utrudniającą współdziałanie. Wiedza o partnerach i wrażliwość kulturowa jest przydatna w każdym wymiarze transgranicznej współpracy.
Educational Administration and Leadership Identity Formation explores approaches and issues that arise in leadership identity formation in a variety of educational contexts. Bringing together a range of national and international contributions, this volume provides a global perspective on this multi-dimensional topic.
This book examines the theoretical foundations relevant to identity and identity formation, and their implications for researching and teaching in educational administration and leadership. It includes a range of sociological, psychological, political, cultural, and socio--linguistic approaches to examining leadership identity formation. It also addresses models, practices and experiences that vary according to identity politics, cultural difference, and historical and contemporary privilege in leadership identity formation.
Working from theoretical and practice-base perspectives, this book will be of great interest for researchers, practitioners, policy-makers and academics, as well as students in teacher education programs and graduate courses in educational administration and leadership, organisational studies, and educational ethics for broad international use.
This study investigates the crucial replay relationship between proverbs and culture, then more emphasis has been put upon the role of proverbs in revealing national culture. The meaning of ‘culture’ and the various implications of this concept is discussed through the context of English and Arabic proverbs. A special attention has been paid to the religious and heritage features and their impact on people’s behavior in both England and Arab Emirates society in particular. Hofstede’s (1980, 1991) theory of cultural models is adopted to better understand the meaning of the national culture. Five dimensions of this model (power distance, uncertainty-avoidance, individualism-collectivism, and masculinity-femininity, long-short term orientation) were suggested to explain the implications and cultural values that categorize the particular culture from another. The paper analyzes several culture values through English and Arabic proverbs. Although culture diversity mainly reveals culture difference, there are common aspects between both communities.
Relationship conflict is a pervasive phenomenon in cross-functional project teams. Although previous studies have demonstrated the dysfunctional effect of relationship conflict, the direct drivers of relationship conflict in cross-functional project teams remain unclear. To address this gap, a literature review and an advisory group discussion were performed to identify the antecedents of the relationship conflict framework. Afterward, a structural equation model (SEM) was used to confirm the influence of such antecedents on relationship conflict. Intrapersonal diversity, uncertain project task, organizational culture diversity, and inappropriate behavior positively influence relationship conflict. These findings help researchers better understand the drivers of relationship conflict as well as open a gateway for practitioners to control and manage relationship conflict for a successful cross-functional project.
En este trabajo exploramos las fronteras de la integración de la competencia intercultural en la enseñanza de E/LE, partiendo de la oposición que se establece entre esta y los enfoques de contraste de culturas o cross-cultural. Para ello, primero se realiza un recorrido por la evolución teórica del propio concepto para, a continuación, analizar la presencia de dicha competencia en los documentos de referencia para la enseñanza del español: el Marco Común Europeo de Referencia para las Lenguas, el Plan Curricular para la Enseñanza del Español y el Marco de Referencia para los Enfoques Plurales de las Lenguas y las Culturas. Finalmente, el estudio desemboca en una propuesta cuyo objetivo es dar respuesta al contenido, al enfoque y a los materiales que deben formar parte de una didáctica realmente intercultural y que supere los límites del panhispanismo.
EVEN BEYOND: CONCEPTUAL AND METHODOLOGICAL REVIEW OF INTERCULTURAL COMPETENCE IN SPANISH AS A FOREIGN LANGUAGE In this paper, I explore the boundaries of the intercultural competence of teaching Spanish as a foreign language, based on the opposition established between intercultural and cross-cultural approaches. For that purpose, in the first place, I review the evolution of the concept and I analyze how this competence is addressed in the reference documents for teaching Spanish as a foreign language: the Common European Framework of Reference for Languages, the Plan Curricular del Instituto Cervantes and the Framework of Reference for Pluralistic Approaches of Languages and Cultures. This study leads to a proposal whose aim is to respond to the content, approach and materials that should be part of a truly intercultural teaching that goes beyond the limits of the Spanish-speaking world.
The aim of this chapter is to describe specific challenges faced when doing international public policy research with children (aged 12 and younger) and adolescents (aged 13–17), and to provide suggested solutions to these challenges. Throughout, we suggest possible solutions, given that we do not think there is one “right” way to “do” research design, ethics, and data collection, or any definitive solutions on how to involve children in research. The inspiration for this chapter stems from an international public policy research project underway by the current authors in multiple countries (Belgium, China, France, Poland, the UK, and the US). The general approach taken here is to present and describe a particular challenge, followed by a possible solution, followed by another challenge and possible solution, and so on. Thus, the chapter is a handbook of sorts, to be consulted by those engaged in similar public policy research projects.
We present a time-line of challenges faced by international research teams working with children. The first challenge is to gain ethical approval from different institutions across the world. Second, an internationally comparable sample frame must be drawn up. Third, sam- pling equivalence must be established. Fourth, data collection must be standardized and, fifth and finally, the methodological challenges of working across cultures must be addressed.
Interactions between today’s university and its environment, as part of the university’s social responsibility, have been subject to many scientific papers. Their authors typically focus on interdependencies between universities, the state and the market. What is lacking are publications related to the interactions between universities and third sector organisations, and more broadly – the civil society that may play an important role in shaping the relations between a university and its social environment. The aim of this work is to fill this research gap, as ignoring the importance of these relations results in a society that treats the university instrumentally. The text consists of four parts. The first one presents background on the formation of relationships between academic institutions and their social environment as well as scenarios for advancement of the institutions, developed by international organisations. In the second part, the authors develop and support the thesis that to include interactions with the non-governmental sector into the third mission, in its traditional meaning, will have a positive impact on the development of social capital, the importance of which is presently underestimated. In the paper, there are arguments in favour of extending the third mission of the university to include the social environment, i.e. organisations of different types, active within the 3rd sector. The third part of the article consists of analyses discussing the justifiability of such an approach to the role played by universities, as illustrated with examples of good practice from Poland. The examples not only show the mechanism of cooperation with a university, but also the social context of its activity in a given country. The authors believe that it is context that decides what forms, if any, of pro-social activity shall shape the academia and co-exist with it. In the summary, the authors provide some recommendations that, once adopted, may contribute to enriching the universities’ third mission, which are the improvement and strengthening of the relationship between the university and the third sector.
ResearchGate has not been able to resolve any references for this publication.