Every society has her culture, but within a society are many people with a variety of values and perspectives. How can a culture then be dimensionized? And, what is a society in this relationship? The later explained dimensions from Geert Hofstede are oriented along nations, but it would result in a cliché dictionary when culture dimensions would be restricted to the nation level. The culture of a society is mostly perceived by the communication. „Culture is communication and communication is culture.“ (Edward T. Hall) This communication does not mean the spoken word; it is rather about of how the universal circumstances of life are represented in the communication.
Table of Contents
1 Cultural Dimensions and Models
1.1 Dimensionizing of Cultures
1.2 History of the Hofstede Dimensions
1.3 The Hofstede Dimensions of Cultures
1.4 The Hofstede Dimensions of Organisational Cultures
2 Collaboration in Intercultural Teams
2.1 Communication
2.2 Attiude
3 Culture Dimensions for Germany and the United States
3.1 Common Values
3.2 Different Values
4 Summary
Objectives and Topics
This work aims to investigate the root causes of communication conflicts between North American and German employees within an international company, specifically examining these interactions through the lens of Hofstede’s cultural dimensions.
- Analysis of established cultural models and their theoretical foundations.
- Examination of specific communication challenges in intercultural teams, such as directness and small talk.
- Comparison of German and American cultural values using the Hofstede six-dimensional model.
- Investigation of organisational culture impacts on workplace behavior.
- Evaluation of how individual vs. collective societal values influence professional collaboration.
Excerpt from the Book
2.1 Communication
The directness Germans use in their conversation confuses often people from other cultures. Not only Americans, even german speakers like people from Swiss are sometimes irritated by the „military“ sound of the Germans. This becomes especially apparent by the usage of the word „No“. Almost all other cultures use a more polite expression in case of a disagreement.
In the english speaking world a problem has something to do with a crisis, it would be described what Germans see as „problem“ in the words „issue“ or „concern“ or „obstacle“. This leads sometimes to the assumption that everything is a problem for Germans and gives them a phlegmatic and negative shine, which is not true.
Americans use small talk to socialize. In Germany talking about innocuous topics is considered as superficial and a waste of time. This becomes apparent when American say „How are you?“ as salutation. Germans take this as a real question and feel obliged to answer, and this confuses the Americans in turn.
Summary of Chapters
1 Cultural Dimensions and Models: This chapter introduces the theoretical framework of cultural dimensions, discussing various sociological concepts and the historical development of Geert Hofstede’s models.
2 Collaboration in Intercultural Teams: This section explores practical conflicts in a work environment, focusing on communication styles, the impact of language, and professional attitudes in mixed teams.
3 Culture Dimensions for Germany and the United States: The author applies Hofstede’s six-dimensional model to compare Germany and the United States, highlighting commonalities and differences in values such as individualism and uncertainty avoidance.
4 Summary: This final chapter synthesizes the findings, noting that while cultural dimensions explain some conflicts, others are rooted in language usage or broader societal perceptions of success and security.
Keywords
Intercultural Communication, Hofstede, Cultural Dimensions, Globalization, Germany, United States, Collaboration, Organisational Culture, Power Distance, Individualism, Uncertainty Avoidance, Masculinity, Communication Style, Work Environment, Values.
Frequently Asked Questions
What is the primary focus of this work?
The work investigates the underlying reasons for communication conflicts between North American and German employees within a globalized corporate environment.
What central themes are explored in this text?
Key themes include cultural models, the role of communication in professional settings, the influence of national identity on work habits, and the comparison of societal values.
What is the primary research goal?
The goal is to determine whether conflicts in intercultural communication can be explained by Hofstede’s cultural dimensions or if other factors like language and societal mindset are at play.
Which scientific methodology is utilized?
The author employs a comparative analysis of cultural dimension indices combined with qualitative observations from a real-world corporate environment.
What topics are covered in the main section?
The main part covers the theoretical background of cultural dimensions, observed case studies of intercultural friction, and a data-driven comparison between Germany and the US.
Which keywords best characterize this work?
Intercultural communication, Hofstede’s dimensions, national cultural values, and organizational behavior are the most defining keywords.
Why do Germans and Americans often misunderstand each other regarding the word "problem"?
In English, "problem" often implies a crisis, whereas Germans use it more loosely for "issue" or "obstacle," leading Americans to misinterpret German concerns as excessive negativity.
How does the "Can-Do" attitude of Americans differ from the German approach?
Americans often focus on the goal and adapt processes along the way (inductive), while Germans prefer to plan details thoroughly before acting (deductive), often viewing the American approach as unserious.
- Quote paper
- Mario Berg (Author), 2015, Collaboration in Intercultural Organizations according to the Cultural Dimension Models of Geert Hofstede, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/295365
