CULTURAL DIMENSIONS
Several cultural dimensions come into play as part of developing cultural awareness . These dimensions are the binary ends of the spectrum . While cultural dimensions inform our thinking and help us understand cultural differences , they do not define cultures and people . While navigating the complexities of global team dynamics , leaders and teams should consider the impact of the following key cultural dimensions :
Relationship -Task
People in some cultures tend to lead with the task . In the process of doing the task , they build relationships . Other cultures are more relationship focused . People tend to lead with building relationships and then they get the task done . For example , if managers just dive into the task with employees in certain Middle Eastern cultures , they may have a very polite conversation but the work may not get done . In some parts of the world , teams cannot get to the work right away . Instead , teams must first focus on the relationship .
Time : Fixed - Fluid
People in certain cultures tend to look at time as a fixed concept , while people from other cultures tend to look at time as a fluid concept . Inconsistent attitudes towards time can lead to cost overruns in projects . For example , employees working in the Brazilian division of a US- based company may react negatively to mandatory overtime , because they perceive time-measured deliverables to be flexible and hence differently than their US counterparts . Of all of the impacts of cross- cultural interaction , this one aspect may be the most easily noticeable at the onset of working together .
Hierarchy - Participative
Certain cultures tend to be more hierarchical while others tend to be more participative . A human resource business partner experienced this cultural dimension after relocating from India to the United States . During a meeting with her manager and a senior leader in the organization , she was very quiet . After the meeting , her manager offered some feedback . He started by saying something positive ( using a common US approach to offering feedback ). Then , he mentioned that she did not speak during the meeting . A bit puzzled by his comment , she replied that she was waiting for him to invite her to speak .
Communication : Direct - Indirect
In the more content-driven cultures , communication is more direct and explicit , with the focus on speaking concisely . Meaning is found in the words . Conversely , in the more context-driven cultures , communication is more indirect and implicit , with messages that are read “ between the lines .” Meaning is found around the words . As an example , Indian nationals are often asked – “ What ’ s up with the Indian nod ?” The best explanation is that it means “ I heard you .” It is neither a yes or no . Sometimes , it is a polite way of saying no , rather than saying no openly , which might put the relationship at risk .
Additionally , people from different cultures often have their own sense of pace when they communicate . Email communications are an integral part of our workplace . However , acceptable response times can vary greatly . Typically , within the United States there is an unwritten rule about responding promptly . This approach may not be the norm in other cultures .
“
While
PAGE 8 cultural dimensions inform our thinking and help us understand cultural differences , they do not define cultures and people .
www . theglobalphoenix . org