Ch.6 PowerPoint

Communicationbetween cultures

8TH EDITION

Chapter 6Cultural Values:Guidelines forBehavior

Key Ideas

• Understanding perception• Understanding values• Cultural patterns• Cultural patterns and communication

Understanding perception

• Perception –Making sense of your physical world–Making sense of your social world– How you construct reality

• Perception is selective

Understanding perception

• Perception is learned• Perception is culturally determined• Perception is consistent• Perception is inaccurate

Understanding values

• Beliefs are foundations for values• Values are individual and collective• Values inform a culture of what is

good or ba, right or wrong, correct or incorrect, appropriate or inappropriate

• Values establish normative modes of behavior in a culture

Cultural patterns

• You are more than your culture• Cultural patterns are integrated• Cultural patterns are integrated• Cultural patterns can be

contradictory

Selecting cultural patterns

• Cultural pattern typologies help to identify and understand dissimilar cultural values

• Values presented I cultural patterns are points along a continuum

• There is a great deal of duplication and similarity between different cultural patterns

Kohl’s Values Americans Live By

US Values Foreign Counterpart Values

Personal Control over the Environment

Change

Time & Its Control

Equality

Individualism/ Privacy

Self-Help

Competition

Future Orientation

Action/ Work Orientation

Informality

Directness/ Openness/ Honesty

Practicality/ Efficiency

Materialism/ Acquisitiveness

1 Fate

Tradition

Human Interaction

Hierarchy/ Rank/ Status

Group’s Welfare

Birthright Inheritance

Cooperation

Past Orientation

"Being" Orientation

Formality

Indirectness/ Ritual/ "Face"

Idealism

Spiritualism/ Detachment

Hofstede’s Value Dimensions

• Individual/Collectivism• Uncertainty Avoidance• Power Distance• Masculinity/Femininity• Long term/Short term Orientation• Indulgence/Restraint

Minkov’s Monumentalism/Flexhumility

Monumentalism

• Self-pride/self-promotion• Self-concept is

consistent/fixed • Truth is absolute• Absolutist cognition • Religion is important

Flexhumility

• Humility• Self-concept is

flexible/fluid• Truth is relative• Holistic cognition• Religion less important

Minkov’s Monumentalism/Flexhumility

Monumentalism

• Interpersonal competition valued

• Lower value on education• Difficulty in adapting to

another culture• Suicide taboo• Tipping

expected/prevalent

Flexhumility

• Interpersonal competition problematic

• Higher value on education

• Easily adapts to another culture

• Suicide accepted• Tipping not

expected/rarely done

Kluckhohn and Strodtbeck’sValue Orientation

• Basic questions–What is the character of human nature?–What is the relation of humankind to

nature?–What is the orientation toward time?–What is the value placed on activity?–What is the relationship of people to

each other?

Kluckhohn and Strodtbeck’sValue Orientation

ORIENTATION

VALUE AND BEHAVIOR CHANGE

Human nature Basically evil Mixture of good and evil Basically good

Humans and nature Subject to nature Harmony with nature Master of nature

Sense of time Past Present Future

Activity Being Being-in-Becoming Doing

Social relationships Authoritarian Group Individualism

Hall’s High Context andLow Context Orientations

• High Context–Most of the meaning exchanged during

an encounter is often not communicated through words

– High-context cultures are usually quite traditional

– People from high-context cultures tend to be attuned to their surroundings and can easily express and interpret emotions nonverbally

• High Context–Meaning in high-context cultures is also

conveyed “through status (age, sex, education, family background, title, and affiliations) and through an individual’s informal friends and associates

–Members of these groups often “communicate in an indirect fashion and rely more on how something is said, rather than what is said

• Low Context– Low-context cultures typically have

considerable population diversity and tend to compartmentalize interpersonal contacts

– The verbal message contains most of the information and very little is embedded in the context or the participant’s nonverbal activity

The Globe Study:The Globe Study and 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.

The Globe Study:The Globe Study and Cultural

Dimensions

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.

The Globe Study:Globe societies and clusters

• Anglo Cluster: – All of the members of this cluster are

developed nations with predominantly English speaking populations

– A major characteristic is an individualistic, performance based orientation, with a forward looking perspective

– Rewards are a result of merit and there is less dependence on formal rules and established procedures

– While gender equality is valued, in practice the countries are male-dominated

• Latin Europe Cluster– A distinctive feature of the Latin Europe

group is the reliance on the state to provide a wide range of social support services

– tends more toward collectivism than individualism

– gender equality was the lowest score of the cluster

– power distance was the highest score© Cengage 2012 Chapter 6 Cultural Values: Guidelines for Behavior 20

• Nordic Europe Cluster– High score on gender equality, future

orientation, and uncertainty avoidance– Underplaying of assertiveness, familial,

and masculine authority and emphasis on certainty, social unity and cooperation

– The welfare state found in all Nordic nations may contribute to the cluster’s low performance orientation scores

• Germanic Europe Cluster– High scores on assertiveness, uncertainty

avoidance, and power distance– Low scores on gender – Self reliance on well-defined rules and

standards, masculinity– Assertive approach taken by members of

these nations, along – Technocratic orientation

• Eastern Europe Cluster– Preference for hierarchical

organizational leadership practices– Strong in-group collectivism, and gender

equality– High tolerance for uncertainty It is

useful to note that –Many of the nations in this cluster were

once part of the former Soviet Union

• Latin America Cluster– Paternalism perspective is a central

theme – Desire to sustain personal social status – Predilection for in-group collectivism– Sense of fatalism– Prefer to live life in the present, rather

than planning for the future

• Middle East Cluster– The five nations of this cluster share a

common historical, religious, and socio-cultural heritage. • Arabic is the common language in all but

Turkey• Islam is the dominant religion

– Strong in-group collectivism - centers on the family and attachments to other groups such as tribe, sect, village, neighborhood, or classmates

• Middle East Cluster– Follow well-defined power distance

hierarchies in their relationships – Have very distinct gender roles, with

masculinity being predominant–Many institutionalized values can be

attributed to the Koran, which teaches that leadership authority should be respected and provides clear definitions of the different roles for men and women

• Southern Asia Cluster:– Strong in-group collectivism, humanism– Preference for social hierarchy – Tendency toward male domination• Within the workforce, women commonly

have to rely on family connections or a lengthy work history in order to compete with their male counterparts• It appears that modern South Asian

women are seen as having outside accomplishments but are expected to concurrently maintain strong family ties

• Confucian Asia Cluster– Pervasive influence of Chinese history

and Confucianism – Confucianism that contributes to the

contemporary practice of strong societal and in-group collectivism performance

– Rewards are associated less with individual achievement and more with attainment of collective goals

Face and Facework

• Face is your public identity• Face is acquired, lost, and maintained

through social interaction• The process of acquiring face is

referred to as facework• Facework consists of those actions you

engage in to acquire or maintain face for yourself or give face to someone else© Cengage 2012 Chapter 6 Cultural Values: Guidelines for Behavior 29

Face and Facework

• Face and facework, however, are influenced by cultural values and vary across cultures– In individualistic cultures a person’s face

is usually derived from his or her own self-effort and is normally independent of others

– In collectivistic cultures, group membership is normally the primary source of identity and status

Face and Facework

• Varying attitudes as to what represents face and how facework is conducted have a very noticeable impact on how a culture views and approaches conflict

• The differences between face and facework across cultures are a function of different cultural values

Cultural patterns and communication

Individualism• Focus is on the

individual & self- promotion

• Independency • Task dominates

relationship• Social obedience

through sense of guilt

Collectivism• Focus is on the

group/affiliations & self-criticism

• Interdependency• Relationship

dominates task• Social obedience

through sense of shame

Egalitarian• Horizontal

relationships• Subordinates

consulted• Equality expected

Hierarchal• Vertical relationships• Subordinates informed• Inequality accepted

Low Uncertainty Avoidance

• Change is normal and good

• Few behavioral protocols

• Greater cultural diversity

High Uncertainty Avoidance

• Change is disruptive and disliked

• Many behavioral protocols

• Less cultural diversity

Monochronic

• Time is linear and segmented

• Focus on a single task• Adherence to

schedules

Polychronic • Time is flexible• Focus on multiple

tasks• Weak ties to schedules

Low Context Communication

• Meaning reliant on verbal message

• Nonverbal communication low importance

• Silence is avoided

High Context Communication

• Meaning can be derived from context

• Nonverbal communication high importance

• Silence is normal

Low Face Concerns

• Conflict/disagreement is constructive

• Concern for self-face

High Face Concerns• Conflict/disagreement

is threatening• Concern for

mutual/other-face

Communicationbetween cultures

8TH EDITION

Chapter 6Cultural Values:Guidelines forBehavior

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