Only a portion of the slides and just a tiny glimpse of a workshop I conducted 5 years ago on the 5 dimensions of culture by Geert Hofstede.
Since then I think Hofstede has added "Indulgence" as a 6th dimension.
The Global War on Terrorism has sent U.S. diplomats and troops around the world. In the current security environment, understanding foreign cultures is crucial to defeating adversaries and working with allies. In this presentation, I explain how U.S. soldiers and commanders can look at military interventions—from preparation to execution—through the lens of cultural awareness, while always minding post-conflict stability operations. I also suggest changes to the traditional intelligence preparation of the battlefield and the military decision-making process.
Loyola University student Ray Sayeed learned about cultural awareness through traveling and volunteering experiences in high school. Today's global business environment values cultural awareness and diversity in the workplace to improve productivity and communication. To become culturally aware, one should research other cultures without generalizing, get to know coworkers from diverse backgrounds as individuals, and build long-lasting professional relationships through mutual cultural understanding and respect.
This document discusses cross-cultural communication and awareness. It defines culture as a shared system of meanings and experiences that influence how people view and interact with the world. Cross-cultural communication focuses on how people from different backgrounds communicate across cultures. Culture can influence what people notice and how they make sense of what they see. Barriers to cross-cultural understanding include ethnocentrism, stereotyping, and cultural blindness. Developing cross-cultural awareness and respecting differences are important for effective communication across cultures.
Cultural intelligence refers to an individual's ability to function effectively in various cultural contexts. It includes having motivation, knowledge, and skills to adapt one's behavior appropriately when interacting with those from different cultural backgrounds. Developing cultural intelligence can provide benefits such as improved job performance, well-being, and profitability for organizations operating in culturally diverse environments.
Introduction to cultural differences and working in an international team. Primarily aimed at teams including Russian, Dutch, British and American members.
This document outlines the objectives and content of a cultural awareness training course. The course aims to raise awareness of discrimination, explore how stereotyping works, consider diversity and equality, and practice effective communication. It covers defining cultural awareness, benefits thereof, and key skills like listening and empathy. Exercises explore similarities and differences, different models of disability and discrimination, and challenge discrimination. The document provides frameworks for understanding culture, prejudice, and emotional competence to handle relationships respectfully.
This document discusses culture and cross-cultural influences. It defines culture as the shared meanings, beliefs, attitudes, values, customs, and norms of a social group. It also discusses the content of culture, which includes beliefs, attitudes, goals, values, behaviors, customs, norms, and the social and physical environment. Additionally, it explains that consumers seek to acquire cultural meanings in products in order to develop a desirable identity.
The Global War on Terrorism has sent U.S. diplomats and troops around the world. In the current security environment, understanding foreign cultures is crucial to defeating adversaries and working with allies. In this presentation, I explain how U.S. soldiers and commanders can look at military interventions—from preparation to execution—through the lens of cultural awareness, while always minding post-conflict stability operations. I also suggest changes to the traditional intelligence preparation of the battlefield and the military decision-making process.
Loyola University student Ray Sayeed learned about cultural awareness through traveling and volunteering experiences in high school. Today's global business environment values cultural awareness and diversity in the workplace to improve productivity and communication. To become culturally aware, one should research other cultures without generalizing, get to know coworkers from diverse backgrounds as individuals, and build long-lasting professional relationships through mutual cultural understanding and respect.
This document discusses cross-cultural communication and awareness. It defines culture as a shared system of meanings and experiences that influence how people view and interact with the world. Cross-cultural communication focuses on how people from different backgrounds communicate across cultures. Culture can influence what people notice and how they make sense of what they see. Barriers to cross-cultural understanding include ethnocentrism, stereotyping, and cultural blindness. Developing cross-cultural awareness and respecting differences are important for effective communication across cultures.
Cultural intelligence refers to an individual's ability to function effectively in various cultural contexts. It includes having motivation, knowledge, and skills to adapt one's behavior appropriately when interacting with those from different cultural backgrounds. Developing cultural intelligence can provide benefits such as improved job performance, well-being, and profitability for organizations operating in culturally diverse environments.
Introduction to cultural differences and working in an international team. Primarily aimed at teams including Russian, Dutch, British and American members.
This document outlines the objectives and content of a cultural awareness training course. The course aims to raise awareness of discrimination, explore how stereotyping works, consider diversity and equality, and practice effective communication. It covers defining cultural awareness, benefits thereof, and key skills like listening and empathy. Exercises explore similarities and differences, different models of disability and discrimination, and challenge discrimination. The document provides frameworks for understanding culture, prejudice, and emotional competence to handle relationships respectfully.
This document discusses culture and cross-cultural influences. It defines culture as the shared meanings, beliefs, attitudes, values, customs, and norms of a social group. It also discusses the content of culture, which includes beliefs, attitudes, goals, values, behaviors, customs, norms, and the social and physical environment. Additionally, it explains that consumers seek to acquire cultural meanings in products in order to develop a desirable identity.
Cultural Adaptation by The Positive ExpatOlivia Ohlen
This document discusses the stages of cultural adaptation that individuals typically experience when moving to a new culture. It outlines five stages: the honeymoon stage, culture shock stage, recovery stage, adaptation stage, and potential reverse culture shock when returning home. The culture shock stage involves feelings like anxiety, homesickness, anger and confusion due to differences between the new and home cultures. Later stages involve developing understanding of both cultures and gaining confidence in the new culture. The document advocates learning social/behavioral norms and building support systems to aid successful long-term cultural adaptation.
This document discusses cultural awareness and differences. It begins by defining culture and explaining that it is relative, learned, and changes over time. It then discusses some forces that shape individual cultures like values, beliefs, education, and religion. The document outlines some dangers of stereotypes and ethnocentrism. It provides examples of cultural differences in areas like eating habits, religion, family structures, communication, and time. It stresses the importance of understanding other cultural frameworks and seeing cultural differences as creative problem-solving opportunities. The document also discusses the stages of cultural adaptation like honeymoon, initial confrontation, adjustment crisis, and recovery.
This document discusses cross-cultural dynamics and provides information on several related topics. It describes the four stages of cultural adjustment: tourist stage, culture shock, humor/improvement, and mastery/at-home stage. It also discusses differences in work culture, time orientation, public/private spaces, and people's perceptions across cultures. Finally, it defines cross-cultural competencies and provides examples of cross-cultural motivation, knowledge, strategic thinking, and behaviors.
1) Culture is the lens through which people view and interpret the world, influencing communication styles, attitudes, decision-making, and more.
2) Cross-cultural communication is important for business, jobs, diversity, and understanding markets in a globalized world.
3) There are differences in verbal communication like words used and voice, and non-verbal communication like body language and eye contact, between cultures.
The Impact of Cultural Differences on Global BusinessJohn Cutler
This document discusses the impact of cultural differences on global business. It begins by outlining the objectives of raising awareness of how culture and cultural differences affect international business. It then defines culture as the ideas, values and assumptions that guide behaviors. The document emphasizes that most cultural differences lie below the surface and are not immediately visible. It highlights some key below-surface differences that can impact work, such as communication styles and decision-making processes. The document also notes several areas of business that are affected by cultural differences, such as relationship building, communication styles, and working in international teams. It concludes by offering six practical steps for working more effectively across cultures, such as being flexible, understanding deep and surface culture, and choosing the best communication
Intercultural Communication in the WorkplaceJodie Nicotra
This document discusses intercultural communication in the workplace. Effective intercultural communication requires cultural intelligence, including understanding cultural differences in communication styles, verbal and nonverbal behaviors, and attitudes toward areas like time and gender. Achieving intercultural competence involves recognizing and appreciating cultural differences, avoiding stereotypes, establishing trust, and approaching interactions with an open mindset. The document provides examples of how thought patterns, attitudes, and workplace communication differ between high-context and low-context cultures.
This document discusses cross-cultural communication and differences in cultural norms. It provides examples of communication styles, body language norms, gift giving etiquques, and topics of discussion that vary across cultures like the US, Arab countries, South Asian countries, Japan, China and Saudi Arabia. It also lists topics to avoid in conversations when interacting with people from different cultures like Germany, Saudi Arabia, South Korea to prevent offense. Improving cross-cultural understanding requires awareness of ethnocentrism, stereotypes and cultural biases.
This document contains an agenda for a presentation on cross-cultural communication between Egypt and India. The agenda includes five topics: examples of cultural differences, cross-cultural communication, Egyptian culture and values, Indian culture and values, and tips for better cross-cultural communication. Anshul and Yuvraj will present on Egyptian culture and values while Rashi and Ajit will present on Indian culture and values.
This document provides an overview of a presentation on cross-cultural communication given by ER$ Consulting Services at NACM WRCC in Las Vegas on October 16, 2014. The presentation discusses the importance of cross-cultural competence in global business, defines culture, and examines various cultural dimensions that influence communication and business practices like time perception, individualism vs collectivism, and high vs low context communication styles. It provides strategies for effective cross-cultural communication and negotiation, and examples of cultural sayings and proverbs from different regions.
Cultural Competence & Culturally Responsive Practices in Education Training b...Atlantic Training, LLC.
This document outlines a presentation on cultural competence and culturally responsive practices in education. It defines key terms like culture, ethnicity, race, and cultural competence. It discusses the rationale for cultural competency training, including demographic shifts and limited preparation for educating diverse students. The presentation covers models of cultural competence, including Mason's cultural competence model and Pedersen's developmental model. It also provides examples of culturally responsive practices and policies at the administrative, policy, and classroom levels. The goal is for educators to understand differences, embrace diversity, and improve outcomes for all students.
This document discusses cultural awareness and understanding cultural differences. It begins by defining culture as a shared system of meanings, beliefs, values and behaviors through which experiences are interpreted. It then discusses some key forces that shape individual cultures like urbanization, education, migration, and religion. The document outlines some common cultural differences around eating habits, religion, family/gender roles, communication, body language, and dress code. It stresses the importance of understanding one's own culture as well as being aware of and respecting other cultural frameworks to build cultural awareness. Cultural shock when encountering an unfamiliar culture is also addressed.
Cultural differences can impact cross-cultural communication. Culture is a complex system that shapes values, identities, and customs. There are differences in context, individualism versus collectivism, communication styles, and time orientation across cultures. Effective cross-cultural communication requires understanding these cultural dimensions and overcoming blocks like ethnocentrism. Skills like understanding body language, selecting appropriate gifts, and performing handshakes correctly can help improve cross-cultural interactions.
This document discusses the importance of diversity and cultural awareness in the global workforce. It notes that the US population is becoming increasingly diverse and less like a melting pot. Understanding cultural differences can help effectively serve clients by conveying information, developing skills, and overcoming barriers. Key traits that can hinder cross-cultural interactions include low tolerance for ambiguity and being overly task-oriented. Culture refers to the way of life passed down through generations, and generalizations can help understand it while avoiding stereotypes. Nonverbal communication and conflict resolution also vary across cultures.
Cultural awareness is important for understanding different perspectives and reducing cultural misunderstandings. Culture influences many aspects of life, including food, dress, social norms, and language. Being culturally aware involves learning about other cultures, being open-minded about cultural differences, and recognizing how culture shapes people's experiences. International students may experience culture shock when exposed to an unfamiliar culture due to differences in climate, rules, values, food, and social roles. Symptoms of culture shock include lethargy, boredom, withdrawal, homesickness, and irritability. People suffering from culture shock should be encouraged to socialize and talk about their feelings, and directed to support services if needed.
The document defines adaptation as a change or adjustment made by organisms or systems to improve their situation or ability to function in a different environment. It discusses cultural adaptation as the process individuals go through to adjust to a new culture. This process typically involves stages of excitement, crisis or culture shock, adjustment, and acceptance of the new culture. The document provides examples of cultural factors that require adaptation, such as language, food, social norms, and climate. It also outlines common stages and challenges individuals may face when adapting to a new culture.
Cultural Awareness: Self-Study Guide to Cross-Cultural CommunicationNeil Payne
Do you work across cultures? Cross-cultural communication is all about helping people better understand how to work smarter when working with people from different cultures, whether at home or abroad. This is a free self-study manual that covers the basics of cultural awareness with focus on how we communicate.
Consumer Influence and Cross Culture CommunicationHard Dave
1) Consumer buying behavior refers to how individuals and households purchase goods and services for personal use. It is influenced by both internal factors like culture, values, and lifestyle as well as external factors.
2) Culture provides a lens through which people view the world and can be defined as shared values and perspectives developed through similar life experiences and education. It encompasses regional, religious, corporate, and other group affiliations.
3) Cross-cultural communication is important for business opportunities, job opportunities, improving diversity in the workplace, and understanding global markets as globalization increases interactions between different cultures. However, there are also blocks like ethnocentrism, stereotyping, and cultural blindness that must be overcome
Cultural Differences In International Business Group 5 Final Presentation(Bus...Leon Clarke Jr
This document discusses cultural differences and their importance in international business. It defines culture and explains that culture includes norms, attitudes, values and beliefs that are learned and transmitted within societies. When doing business globally, understanding cultural differences is crucial, as behaviors that may be acceptable in one culture could be interpreted as insults in another. The document outlines several frameworks for analyzing cultural dimensions, such as Hofstede's model of power distance, uncertainty avoidance, individualism vs collectivism, and more. It provides examples of differences between American and Chinese cultures, including greetings, business etiquette and social norms. Understanding cultural contexts is important for effective cross-cultural communication and international business dealings.
The document discusses key aspects of culture that can impact customer service, including dominant and minority groups, gender roles, language barriers, and socioeconomic conditions. It provides examples of cultural norms and etiquette to be aware of when conducting business in various countries, such as appropriate greetings, dress codes, and topics of conversation. Customers should be treated respectfully according to their cultural backgrounds.
This document discusses the importance of cultural sensitivity in business. It notes that cultural sensitivity is key to success in international business, from personal interactions to product development. As the world becomes more interconnected, understanding cultural differences and business etiquette across cultures helps build relationships and avoid misunderstandings. Several examples are provided of companies that failed to consider cultural contexts properly, resulting in unintended meanings or offenses. The document emphasizes understanding one's own culture as well as being humble, respectful, and friendly when interacting with other cultures.
The document discusses challenges that early childhood educators face in supporting children with complex emotional and social needs, as well as their families. Educators felt they lacked training and confidence to provide feedback to parents on children's needs, encourage follow through on referrals, and work across disciplines. The document proposes adopting a design-thinking approach and child-centered practice model to develop new strategies for supporting children and families.
Cultural Adaptation by The Positive ExpatOlivia Ohlen
This document discusses the stages of cultural adaptation that individuals typically experience when moving to a new culture. It outlines five stages: the honeymoon stage, culture shock stage, recovery stage, adaptation stage, and potential reverse culture shock when returning home. The culture shock stage involves feelings like anxiety, homesickness, anger and confusion due to differences between the new and home cultures. Later stages involve developing understanding of both cultures and gaining confidence in the new culture. The document advocates learning social/behavioral norms and building support systems to aid successful long-term cultural adaptation.
This document discusses cultural awareness and differences. It begins by defining culture and explaining that it is relative, learned, and changes over time. It then discusses some forces that shape individual cultures like values, beliefs, education, and religion. The document outlines some dangers of stereotypes and ethnocentrism. It provides examples of cultural differences in areas like eating habits, religion, family structures, communication, and time. It stresses the importance of understanding other cultural frameworks and seeing cultural differences as creative problem-solving opportunities. The document also discusses the stages of cultural adaptation like honeymoon, initial confrontation, adjustment crisis, and recovery.
This document discusses cross-cultural dynamics and provides information on several related topics. It describes the four stages of cultural adjustment: tourist stage, culture shock, humor/improvement, and mastery/at-home stage. It also discusses differences in work culture, time orientation, public/private spaces, and people's perceptions across cultures. Finally, it defines cross-cultural competencies and provides examples of cross-cultural motivation, knowledge, strategic thinking, and behaviors.
1) Culture is the lens through which people view and interpret the world, influencing communication styles, attitudes, decision-making, and more.
2) Cross-cultural communication is important for business, jobs, diversity, and understanding markets in a globalized world.
3) There are differences in verbal communication like words used and voice, and non-verbal communication like body language and eye contact, between cultures.
The Impact of Cultural Differences on Global BusinessJohn Cutler
This document discusses the impact of cultural differences on global business. It begins by outlining the objectives of raising awareness of how culture and cultural differences affect international business. It then defines culture as the ideas, values and assumptions that guide behaviors. The document emphasizes that most cultural differences lie below the surface and are not immediately visible. It highlights some key below-surface differences that can impact work, such as communication styles and decision-making processes. The document also notes several areas of business that are affected by cultural differences, such as relationship building, communication styles, and working in international teams. It concludes by offering six practical steps for working more effectively across cultures, such as being flexible, understanding deep and surface culture, and choosing the best communication
Intercultural Communication in the WorkplaceJodie Nicotra
This document discusses intercultural communication in the workplace. Effective intercultural communication requires cultural intelligence, including understanding cultural differences in communication styles, verbal and nonverbal behaviors, and attitudes toward areas like time and gender. Achieving intercultural competence involves recognizing and appreciating cultural differences, avoiding stereotypes, establishing trust, and approaching interactions with an open mindset. The document provides examples of how thought patterns, attitudes, and workplace communication differ between high-context and low-context cultures.
This document discusses cross-cultural communication and differences in cultural norms. It provides examples of communication styles, body language norms, gift giving etiquques, and topics of discussion that vary across cultures like the US, Arab countries, South Asian countries, Japan, China and Saudi Arabia. It also lists topics to avoid in conversations when interacting with people from different cultures like Germany, Saudi Arabia, South Korea to prevent offense. Improving cross-cultural understanding requires awareness of ethnocentrism, stereotypes and cultural biases.
This document contains an agenda for a presentation on cross-cultural communication between Egypt and India. The agenda includes five topics: examples of cultural differences, cross-cultural communication, Egyptian culture and values, Indian culture and values, and tips for better cross-cultural communication. Anshul and Yuvraj will present on Egyptian culture and values while Rashi and Ajit will present on Indian culture and values.
This document provides an overview of a presentation on cross-cultural communication given by ER$ Consulting Services at NACM WRCC in Las Vegas on October 16, 2014. The presentation discusses the importance of cross-cultural competence in global business, defines culture, and examines various cultural dimensions that influence communication and business practices like time perception, individualism vs collectivism, and high vs low context communication styles. It provides strategies for effective cross-cultural communication and negotiation, and examples of cultural sayings and proverbs from different regions.
Cultural Competence & Culturally Responsive Practices in Education Training b...Atlantic Training, LLC.
This document outlines a presentation on cultural competence and culturally responsive practices in education. It defines key terms like culture, ethnicity, race, and cultural competence. It discusses the rationale for cultural competency training, including demographic shifts and limited preparation for educating diverse students. The presentation covers models of cultural competence, including Mason's cultural competence model and Pedersen's developmental model. It also provides examples of culturally responsive practices and policies at the administrative, policy, and classroom levels. The goal is for educators to understand differences, embrace diversity, and improve outcomes for all students.
This document discusses cultural awareness and understanding cultural differences. It begins by defining culture as a shared system of meanings, beliefs, values and behaviors through which experiences are interpreted. It then discusses some key forces that shape individual cultures like urbanization, education, migration, and religion. The document outlines some common cultural differences around eating habits, religion, family/gender roles, communication, body language, and dress code. It stresses the importance of understanding one's own culture as well as being aware of and respecting other cultural frameworks to build cultural awareness. Cultural shock when encountering an unfamiliar culture is also addressed.
Cultural differences can impact cross-cultural communication. Culture is a complex system that shapes values, identities, and customs. There are differences in context, individualism versus collectivism, communication styles, and time orientation across cultures. Effective cross-cultural communication requires understanding these cultural dimensions and overcoming blocks like ethnocentrism. Skills like understanding body language, selecting appropriate gifts, and performing handshakes correctly can help improve cross-cultural interactions.
This document discusses the importance of diversity and cultural awareness in the global workforce. It notes that the US population is becoming increasingly diverse and less like a melting pot. Understanding cultural differences can help effectively serve clients by conveying information, developing skills, and overcoming barriers. Key traits that can hinder cross-cultural interactions include low tolerance for ambiguity and being overly task-oriented. Culture refers to the way of life passed down through generations, and generalizations can help understand it while avoiding stereotypes. Nonverbal communication and conflict resolution also vary across cultures.
Cultural awareness is important for understanding different perspectives and reducing cultural misunderstandings. Culture influences many aspects of life, including food, dress, social norms, and language. Being culturally aware involves learning about other cultures, being open-minded about cultural differences, and recognizing how culture shapes people's experiences. International students may experience culture shock when exposed to an unfamiliar culture due to differences in climate, rules, values, food, and social roles. Symptoms of culture shock include lethargy, boredom, withdrawal, homesickness, and irritability. People suffering from culture shock should be encouraged to socialize and talk about their feelings, and directed to support services if needed.
The document defines adaptation as a change or adjustment made by organisms or systems to improve their situation or ability to function in a different environment. It discusses cultural adaptation as the process individuals go through to adjust to a new culture. This process typically involves stages of excitement, crisis or culture shock, adjustment, and acceptance of the new culture. The document provides examples of cultural factors that require adaptation, such as language, food, social norms, and climate. It also outlines common stages and challenges individuals may face when adapting to a new culture.
Cultural Awareness: Self-Study Guide to Cross-Cultural CommunicationNeil Payne
Do you work across cultures? Cross-cultural communication is all about helping people better understand how to work smarter when working with people from different cultures, whether at home or abroad. This is a free self-study manual that covers the basics of cultural awareness with focus on how we communicate.
Consumer Influence and Cross Culture CommunicationHard Dave
1) Consumer buying behavior refers to how individuals and households purchase goods and services for personal use. It is influenced by both internal factors like culture, values, and lifestyle as well as external factors.
2) Culture provides a lens through which people view the world and can be defined as shared values and perspectives developed through similar life experiences and education. It encompasses regional, religious, corporate, and other group affiliations.
3) Cross-cultural communication is important for business opportunities, job opportunities, improving diversity in the workplace, and understanding global markets as globalization increases interactions between different cultures. However, there are also blocks like ethnocentrism, stereotyping, and cultural blindness that must be overcome
Cultural Differences In International Business Group 5 Final Presentation(Bus...Leon Clarke Jr
This document discusses cultural differences and their importance in international business. It defines culture and explains that culture includes norms, attitudes, values and beliefs that are learned and transmitted within societies. When doing business globally, understanding cultural differences is crucial, as behaviors that may be acceptable in one culture could be interpreted as insults in another. The document outlines several frameworks for analyzing cultural dimensions, such as Hofstede's model of power distance, uncertainty avoidance, individualism vs collectivism, and more. It provides examples of differences between American and Chinese cultures, including greetings, business etiquette and social norms. Understanding cultural contexts is important for effective cross-cultural communication and international business dealings.
The document discusses key aspects of culture that can impact customer service, including dominant and minority groups, gender roles, language barriers, and socioeconomic conditions. It provides examples of cultural norms and etiquette to be aware of when conducting business in various countries, such as appropriate greetings, dress codes, and topics of conversation. Customers should be treated respectfully according to their cultural backgrounds.
This document discusses the importance of cultural sensitivity in business. It notes that cultural sensitivity is key to success in international business, from personal interactions to product development. As the world becomes more interconnected, understanding cultural differences and business etiquette across cultures helps build relationships and avoid misunderstandings. Several examples are provided of companies that failed to consider cultural contexts properly, resulting in unintended meanings or offenses. The document emphasizes understanding one's own culture as well as being humble, respectful, and friendly when interacting with other cultures.
The document discusses challenges that early childhood educators face in supporting children with complex emotional and social needs, as well as their families. Educators felt they lacked training and confidence to provide feedback to parents on children's needs, encourage follow through on referrals, and work across disciplines. The document proposes adopting a design-thinking approach and child-centered practice model to develop new strategies for supporting children and families.
The document discusses the issue of an employability gap between the skills possessed by graduates and the needs of employers. It notes that the gap is caused by graduates lacking 21st century skills needed to deal with real-world uncertainties. The document attributes this problem to issues in higher education like lack of quality, focus on rote learning, and outdated syllabi. It proposes establishing centers of excellence at universities to impart 21st century skills through hands-on learning and collaboration. Robolab Technologies in Pune is presented as an example of such a center that aims to match skills training to market demands.
The document discusses the factors that influence engineering employability. It lists exams, courses, infrastructure, industry projects, soft skills, and communication skills under engineering. For employability, it mentions on-job performance, industry verticals, work spaces, industry experience, being a good team player, effective manager, and effective communicator. Key influencers of employability are identified as teachers, institute, industry, internet communities, family and friends, and self-learning. Different entities like industry, internet, institute, government, and suppliers are outlined along with their roles in influencing employability.
This document discusses cultural influences on parenting. It defines culture and describes two main cultural models of parenting - the interdependent/collectivist model and the independent model. The interdependent model, practiced in Asia and Africa, emphasizes the importance of the social group over the individual. The independent model, practiced in Europe and North America, emphasizes independence and individual agency. Cultural transmission occurs through habituation, social interactions, emotional and cognitive processes. Socioeconomic status and poverty can also influence parenting beliefs and behaviors.
008 stephen isherwood what next for student employabilitywhatunichennai
Employers are looking for well-rounded graduates with strong soft skills, not just academic qualifications. They want students who can work collaboratively in teams, communicate effectively, and adapt to changing work environments. However, many employers note gaps in students' abilities in skills like problem-solving, self-management, and commercial awareness. To better prepare for the transition to the working world, students need experiences that develop skills valued by employers, such as resilience, initiative, and understanding different perspectives.
Graduate employability and industry partnershipRéda ALLAL
The role of university-industry partnership for enhancing graduate employability
Mr Reda Allal
EMMAG ERASMUS Final Conference
Valencia University, 2016
Experiencing diversity through the lens of culture and generatons march 23, 2...Julie Gahimer
This document outlines an educational session about experiencing diversity through the lenses of culture and generations. It explores personal biases and presents examples to increase cultural sensitivity and awareness of generational differences. Various resources are shared, including videos, models, and statistics about cultural competence and the generational characteristics of Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z. The goal is to immerse participants in experiences related to diversity.
Families
Peer Relations, Play, and Television
The Self, Gender, and Moral Development
Parenting styles
Adapting parenting to developmental changes in the child
Cultural, ethnic, and social class variations in family
Siblings relationship and birth order
The changing family in a changing society
Depressed parents
Adapting Parenting to Developmental Changes in the Child
Presented by Michelle DePass and Rich Newlands
The North Williams Traffic Safety Project started out with the highest of ideals—a greatly improved, safer transportation corridor with easier interactions between vehicles, bikes and pedestrians. What happened next is a public participation nightmare with, perhaps, a legendary ending. This project provides the perfect scenario for best-case public participation by illustrating how NOT to conduct a planning process in disadvantaged communities, followed by lessons learned about the importance of culturally-sensitive public outreach within the context of rapidly-changing demographics of inner North/NE Portland.
This document contains a presentation by Rosetta Eun Ryong Lee about parenting with identity development in mind. The presentation discusses various models of identity development, how parents can support their children's identity journeys at different ages, and strategies for discussing issues like diversity, current events, and personal incidents. It provides tips for assisting children's identity searches both within and outside the family, as well as questions parents can ask themselves and resources for further information.
POSITIVE PARENTING : PERSPECTIVES AND PRINCIPLES OF PARENTING WITH INDIAN EMP...Devashish Konar
This presentation should help in providing a cultural perspectives in parenting. Indian parents may find some stimulating thoughts and students of cross cultural parenting should find Indian perspective as observed by a child psychiatrist.
Cultural gestures and behaviors can have very different meanings depending on the country. For example, in Australia displaying a "V" sign means something vulgar, while in the UK and US it means "OK". Some examples of cultural differences include using the left hand in Egypt being rude, sticking chopsticks in rice upright in Japan/China being reserved for funerals, and public displays of affection between sexes in Israel considered offensive. It is important to be aware of cultural customs when communicating across countries to avoid unintended insults.
This document discusses cultural awareness and differences. It defines culture and explains that culture is relative, learned, collective, and changes over time. It then discusses various cultural differences to be aware of, such as eating habits, religion, family and gender roles, communication styles, and concepts of time. It also outlines the stages of cultural adaptation and provides strategies for maintaining good relations and cultural awareness when interacting with host cultures. The document aims to increase cultural awareness through discussing common examples of cultural differences in order to handle them positively and avoid conflicts.
22 Insightful Statistics About What to Expect from Generation Z in the WorkplaceRyan Jenkins
According to the recent Get Ready For Generation Z Study by staffing company Robert Half and Enactus, a student-focused nonprofit that encourages entrepreneurship, Generation Z will make up 20% of the total workforce by 2020. The statistics below are from the study which surveyed 770 individuals born between 1990 and 1999.
While I believe this to overlap the age range of Millennials (typically defined as those born in the 80s and 90s), employers and leaders can still benefit from the insights as they begin to prepare to work alongside a new generation of professionals. Prepare for Generation Z in the workplace.
Presented by Ryan Jenkins, Millennial & Generation Z keynote speaker and blogger. http://ryan-jenkins.com.
What did you say? A tutorial on intercultural communicationFrederick Zarndt
What one says to compatriots in face-to-face conversation is often misunderstood; imagine the
possibilities for misunderstandings with someone from halfway around the world, natively
speaking another language, and living in a different culture! In such circumstances how can you
be sure that your collocutor has understood you in face-to-face (hard), telephone (harder), and
email (hardest) conversations?
The ubiquity of English facilitates basic communication, but its use as a common language
frequently disguises cultural differences. Regardless of language, clear communication is essential for success in any collaborative undertaking whether done by a small co-located group or by a globally dispersed team.
This tutorial describes frameworks useful in understanding cultural differences and gives real-life
examples of misunderstandings due to such differences. Expect to take away practical tools to
understand your own cultural biases and in-class practice to boost your communication abilities
with colleagues from other cultures. You will also learn about frameworks for understanding other
cultures based on work by Geert Hofstede, Fons Trompenaars, and others as well as on the
presenter's own experiences.
The document discusses the importance of effective communication across cultures and the challenges that can arise due to differences in language, communication styles, and cultural understandings. It notes that surveys have found language barriers and cultural differences to be among the biggest problems with offshore outsourcing projects. The document then defines culture and discusses different levels of mental programming, cultural expectations, stereotypes, and the need for cross-cultural proficiency. It also examines basic human nature and activities as well as how culture can influence communication and the perception process.
Cultural intelligence refers to an individual's ability to function effectively in various cultural contexts. It includes having motivation, knowledge, and skills to adapt one's behavior appropriately when interacting with those from different cultural backgrounds. Developing cultural intelligence involves gaining understanding of cultural differences, learning strategies for navigating intercultural interactions, and building skills like flexibility, empathy, and open-mindedness. Individuals and organizations can benefit from improving cultural intelligence in areas like business, education, healthcare, and beyond.
This document contains notes from an introductory sociology course taught by Dr. Li-chin Huang. It includes an introduction to sociology concepts like critical thinking, social structures, and sociological perspectives. It also outlines the course topics like foundations of society, social institutions, and social change. Key sociological paradigms and theories are discussed as analytical tools to help students think critically about society. Bloom's taxonomy of learning and methods for developing critical thinking skills are presented.
Consciousness management the missing dimension of modern managementSandeep Gupta
Premise:
1. Confining management to the business world is a highly microscopic view.
2. Management is intrinsic to humans. It starts with birth and ends with death
3. Management is a process; therefore it produces only results, not good results or bad results.
4. It is the quality of one’s consciousness (ability to see, think & act) which makes the results good or bad.
5. Human consciousness is trainable and the entire Indian wisdom of individual and society growth revolves around it.
6. Consciousness training enables humans to transcend from ‘I-Me-My’ way of life to the ‘We-Our-Us’ way of life and bring about a change in self, society and the physical world.
7. For those who have been hard-wired by the 20th century scientism and do not accept anything without empirical data, the last 2 slides demonstrate how operating from a higher level of consciousness leads to higher success and productivity even in areas such as business.
The document discusses the foundations of knowledge and critical thinking. It states that critical thinking requires intelligence, which consists of problem solving skills, verbal ability, and social competence. Intelligence involves adapting to different environments physically and symbolically. The document also examines how humans process information through cognition, memory, divergent and convergent production, and judgment. Finally, it explores different thinking patterns and age-related differences in decision making.
This document outlines the syllabus for a course on cross-cultural and diversity management. It includes sections on the objectives of understanding cross-cultural issues in organizations, the session plan and topics to be covered such as culture dimensions, ethics, and managing across cultures. Evaluation methods are explained involving group work, projects, discussions and assessments. Ground rules for classes are established. The document provides details on course content including the nature of culture, cultural diversity, Hofstede's cultural dimensions, cultural priorities and managing people from different cultures.
This document discusses becoming culturally competent by increasing self-awareness of one's own biases and culture. It defines key terms like culture, cultural competence, and implicit bias. The learning objectives are to become aware of how one's own culture influences communication and to listen to others with an open mind. Developing empathy, respecting differences, and engaging in continual self-reflection can help one advocate for cultural competence. The overall goal is to communicate and collaborate more effectively across cultural differences.
MAKING INTERNATIONAL BUSINESS WORK: OUTLINE
Commercial success through increased cultural understanding
Diversity of thinking and respect for other peoples’ perspectives are critical virtues for the leadership of global corporations, and the successful interaction of businesspeople across cultures. Misunderstanding between team members of different nationalities, or with customers from different cultures, can cause extreme problems in business.
This course is all about success through increased cultural understanding. It is a great help to anyone who:
• Works with colleagues from a range of countries and cultural backgrounds
• Deals with clients or colleagues in a range of other countries and cultures
• Needs to solve cross-border commercial issues swiftly and effectively
It is a distillation of all the best wisdom on the topic – the best writing, the most interesting interaction models, and the most informative anecdotes.
In the morning, we cover:
• What is culture?
• How do national traits affect individual behaviour?
• How do corporate cultures do the same?
• What are the cultural characteristics of different nationalities?
• How can they be used to deal effectively other cultures?
• How can different characteristics be deployed in multi-cultural teams?
• How does all this affect approaches to communication, decision-making, meeting etiquette, negotiation styles, scheduling, and trust?
In the afternoon, we address the specific issues of the attendees.
• In a team with multiple cultures, we examine what they all are, and explain the worldviews of all the nationalities present. Poignant examples lead to greater realization of the attitudes of others.
• Where attendees regularly deal with other cultures, we examine their characteristics to create greater understanding and increase the likelihood of harmonious business relations.
• All of this is applied to group work on the multi-cultural team or on specific clients.
To achieve this, I need a full rundown on the cultural backgrounds of all the attendees (and/or their clients) in advance, so that I can prepare the correct blend of tailor-made examples to match their specific needs.
Kevin Duncan has travelled to over 70 countries, and worked with people from dozens of different nationalities.
The document discusses several theories of intelligence, including multiple intelligences, practical intelligence, and emotional intelligence. Multiple intelligences theory identifies eight types of intelligence including linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalist. Practical intelligence involves adapting to one's environment through experience. Emotional intelligence comprises self-awareness, self-regulation, motivation, empathy, and social skills. Culture impacts the development and expression of different types of intelligences.
Chapter 1 introducing social psychologyFaizaKhalid50
This document provides an overview of key concepts in social psychology:
- Social psychology attempts to understand how individuals are influenced by others and examines social thinking, influence, and relations.
- Major themes include that we construct our social reality, social intuitions can be powerful but sometimes perilous, and social influences shape our behavior.
- Social behavior has biological roots in evolution and social neuroscience, and social psychology principles apply to everyday life.
The Meaning of Value Consideration in Futures Studiesanita rubin
The document discusses several key topics related to futures studies and consideration of values:
1. Futures studies aims to explore possible, probable, and desirable futures in order to help decision-making and diminish unwanted consequences. It does this by considering values that guide choices.
2. Values play a role in selecting ideal outcomes and means to achieve them. However, determining what ought to be done based on factual statements about what is can be challenging.
3. Living with constant change and technology dependence has increased social vulnerability and weakened the meaningfulness of decisions as traditional social structures change. Reconsidering ethics and values is important in guiding choices with less routine guidance.
This document provides an overview of an integral framework for understanding cities and urban design. It discusses some key aspects of an integral approach, including considering multiple perspectives, levels of development, cultural factors, states of consciousness, and social and biological systems. It emphasizes taking a holistic, comprehensive and non-marginalizing approach. The document also provides examples of how to apply an integral framework to better understand topics like thriving communities, learning, and the characteristics of a good city.
This document compares and contrasts individualist/collectivist and high-/low-context cultures across 14 sections. It discusses that culture is a shared system of meanings and interpretations that influence group behavior. It then contrasts individualistic cultures, which value independence and goals, with collectivist cultures, which value relationships and group duties. Individualistic cultures use direct, precise communication while collectivist cultures use more contextual communication to build relationships. It provides advice for navigating these cultural differences in communication styles and interpretations.
90 minute workshop delivered to faculty staff (and some students) of Princeton Day School. Humans communicate on many levels: spoken language, tone, body language, style and personality. The fact that we have complex cultural identities and a host of differing past experiences increases the probability of cross-cultural miscommunications. This workshop presents major cross-cultural communication theories, ways that cultural values, power, privilege and differences affect the way we communicate, tools for questioning assumptions, and ways to improve cross-cultural communications skills.
The document discusses why traditional market research methods often fail to discover what customers truly want. It describes research by Zaltman finding that 95% of thinking occurs unconsciously, so surveys and focus groups only access a small portion of customers' real desires. Qualitative research is suggested to better understand customer behavior by interpreting meanings and experiences rather than measuring variables. The ZMET method is outlined as a hybrid qualitative approach using images to explore unconscious thoughts and elicit rich metaphors. It involves in-depth interviews centered on personal images to gain a deeper understanding of customer cognition and emotions.
Cross Cultural Communication with reference to India, Netherlands and New Zealand.
What is culture ?
I
ceberg Theory Of Culture
Cross Culture Communication
Organizational Culture
Brief Introduction of Countries
India, Netherlands and New Zealand
Fundamental Dimensions of Culture
Trompenaars’ and Hampden-Turner’s 7 dimensions of culture
Etiquette and Customs
India
Netherlands
New Zealand
Business Etiquette and Protocol
India
Netherlands
New Zealand
There are several guidelines for effective multicultural communication:
1. Learn from but don't overgeneralize cultural differences.
2. Practice cross-cultural communication skills.
3. Don't assume one communication style is best; be flexible.
4. Listen actively and put yourself in others' perspectives.
5. Respect others' engagement levels and opinions in discussions.
Similar to Multi Cultural Awareness and Sensitivity (20)
Authentic Presence and Presentationsss.pptRaju Mandhyan
There is a magical bridge between what leaders say and do. Those that understand this magic employ it to its full potential and not just succeed at their initiatives but also influence others into doing the same.
In this short session, learn how to...
Make powerful first and lasting impressions in any meeting, on any platform.
Make your presence felt with or without trying too hard to impress.
Employ five simple steps to crafting and delivering powerful presentations
Speak on and off the stage such that people give you top attention
Over time, walk your talk and let authenticity and influencing become a habit.
www.mandhyan.com
The document discusses how good evaluations can improve a speaker's skills, an evaluator's leadership skills, and the learning environment of the entire club. It emphasizes using positive language when directly addressing the speaker, focusing the evaluation on what the evaluator saw, heard, and felt. An effective evaluation focuses on the speaker and helps them improve, demonstrating love for the speaker above all.
The HeART of STORY from the book, Raju MandhyanRaju Mandhyan
Corporate storytelling is not just an inborn gift, or an acquired art but has clear-cut, scientific, and neuro-psychological reasons for its success and long-term impact in business.
In this high-energy workshop, inspired by the book, ‘the HeART of STORY,’ understand the neuroscience behind effective storytelling and then master the skill set.
1. Know the structural nuances of Corporate Storytelling
2. Make your messages stick to be implemented with precision
3. Inspire groups, large and small, towards a shared vision
"Raju Mandhyan’s The HeART of STORY reveals and revels in the magic of the attraction that the human race has had with stories since time immemorial. Unlike any other book I’ve read on the topic, Raju takes the reader behind the curtains of science, art, creativity, and business to make a powerful case to use stories to influence our world. He doesn't just tell, he demonstrates his truth with memorable stories that will stick with the reader. This book should find an avid following with any person or organization that wants to make their brand unforgettable. "
— Dilip R. Abayasekara, Ph.D., Accredited Speaker
Past President, Toastmasters International (2005-2006)
Author of The Path of the Genie: Your Journey to Your Heart’s Desire.
"From the king of storytelling himself…now you can learn the secrets that will take you far in leadership and in life!"
— Scott Friedman,
National Speaker Association President 2004-2005
Certified Speaking Professional |
2013 Winner of NSA Cavett Award, MPI Rise Award, CSP Global
October 26, 2014
Enhancing Emotional Intelligence by Raju MandhyanRaju Mandhyan
A short but an interactive and deep insight on Enhancing Emotional Intelligence.
The complete video of the webinar can be viewed at Facebook Page: Raju Mandhyan / Authentic Influence
https://www.facebook.com/mandhyanraju/videos/1126861524373219/
All human behavior is necessarily about managing and making the most out of our emotions and sensitive nature. Ignoring this essential and trying to logical, rational all the time is a symptom of societal conditioning.
Emotional intelligence is our ability to understand, manage and leverage our emotions in ways to lessen stress, increase other awareness, communicate effectively, overcome challenges and defuse conflict compassionately.
In this interactive session, we look into neuroscientific researches and employ easy to practice techniques towards increased self and other awareness and make mindful and systemic decisions during everyday scenarios.
In a world, today, that has exploded into the virtual domain where people live half their lives stuck to their smartphones and laptops; where social and business interactions thrive in the digital space these five subtleties can and will always rule all forms of dealings and interactions. Your abilities to authentically influence the marketplace and your stakeholders will depend on your reputation, your respect for who they are, your abilities to acquire rapport, your abilities to research their needs and desires and your abilities to turn your needs from claims to request will not just make you social and business leaders but leaders who innovate and influence authentically.
Leadership and communications are essentially two sides of single currency that drives CHANGE - change that is positive, constructive and inspiring. Leaders who visualize this change powerfully also learn to use this currency with dynamic impact.
Such leaders take these visions and etch them onto the hearts and minds of their people such that each and every individual rages with a desire to move, to innovate and build the world anew. One of the most powerful things that such leader do is tell stories. Stories are that magical mist of words that, like fragrance, settle deep into the neural pathways of the brain and make it a part of people’s consciousness and character.
In this highly, interactive and intense, session learn how to articulate visions, magnify missions and change hearts and minds through the heart of storytelling with Raju Mandhyan.
Yes, AND Facilitate! by Raju Mandhyan for IAF PhilippinesRaju Mandhyan
How you can use the art, the science and the fun behind Improv / Improvisation to process meeting facilitation in a fun, fast and flexible way.
This session responds to two core competencies of the International Association of Facilitation.
Conducted by Raju Mandhyan.
Supported by Team, IAF Philippines
with some counsel by Paul Z. Jackson.
My presentation at the World Coaching Congress in Mumbai, on Feb 15, 2019.
People loved the experience and the interaction.
Content stolen from my book, the HeART of the CLOSE.
Enjoy!
A 60-minute keynote for Bo Sanchez's Kerygma Conference 2018.
The art of closing a deal has evolved, whether you are an entrepreneur looking for clients or a sales professional striving to reach your quota for the month. This class will teach you tools, techniques, and negotiating tactics that will enable you to ethically influence your buyer’s perception of cost, value, and benefits, and improve your profits.
Inspired by the book, The HeART of the CLOSE, available at Amazon
#KCON2018
#Limitless
#KerygmaConference
The document discusses how to be an effective supervisor in a VUCA-D world. It recommends three things: 1) Recognizing that uncertainty is not new, 2) Practicing being present in the moment through focused meditation, and 3) Knowing one's five I's: Identity, Intelligence, Imagination, Intention, and Integrity. It then provides more details on each of the five I's, describing how to understand one's values and strengths, envision goals, and commit to serving others with integrity. The document emphasizes qualities like compassion and common humanity as important for supervisors.
Sometimes people may think that being compassionate is being nice yet there is a fine difference. In being nice one does kind things that provide relief without really sensing what others may be going through. Like a child helping out a homeless person. While compassion comes wrapped in feeling how they feel and wanting and making mental and physical efforts to help others out of their situation for good.
Subtle Negotiation Skills for CSR PractitionersRaju Mandhyan
A few years ago, at the Asian Forum for Corporate Social Responsibility, I'd made this presentation inspired by the story of the Horse Whisperer, putting across the point that when we observe, listen, feel and patiently wait for the recipients of our support and programs then they rise towards the giving and the partnership evolves, beautifully, to become valuable and sustainable.
Sorry, that there has to be a power-point presentation for an organic art/process of Facilitation and Recording. The room we used was too long and narrow plus the participants were fenced into their seats but, rest assured, every participant sketched, followed the principles and did a Visual Sketch explaining a random process to one another more than once. In effect, yes, they got a hang of the method.
Now, enjoy the slides. Thanks!
Storytelling as a Facilitation TechnologyRaju Mandhyan
Storytelling is an effective facilitation tool according to Dr. Joem Antonio. It can make activities seem easier by evoking emotions in the participants. Specifically, stories involve a protagonist overcoming a challenge to obtain a prize. This follows the basic structure of a beginning, escalation of conflict or obstacle, climax, and resolution. By crafting stories this way, facilitators can highlight the value of the activity, the feasibility of completing it, and ways to overcome difficulties. This engages emotions like hope, courage, and joy, which motivate participation and effort.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
2. Contents
www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers! 2
• Elements of RP Culture +
• Critical Incidents from Life & Work
• Overview of Culture
Multiple Cultures
• Five Dimensions Matrix from Hofstede.
• Five D’s / Task & Relationship Based
• Observation / Interpretation & Judgement
Five Fundamentals of Interactive Intelligence
• Power of Intention & Correct Agenda
• Increased Awareness through Senses; Listen, Paraphrase, Feel
• Recognize & Appreciate Differences : 5 Dimensions
• Curiosity & Creativity Drive Results ; 5 Rs of Questioning
• Action is Anthems
Five Short Case Studies
• One Intensive Case Study based on Hofstede’s Dimensions
Leading with Sensitivity
• Applying all Interactive In Emails/Letters/Virtual Conferences
4. What is Culture?
“Culture is the collective programming of the
mind that distinguishes the members of one
group or category of people from others.”
Hofstede and Hofstede
Ex: Eye cannot see the eye / Color of eyes
4www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers!
5. Programming
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Individual
Groups
Universal
Inherited & Learned
Learned
Inherited
6. FIVE DIMENSIONS MATRIX
FROM HOFSTEDE.
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7. Other Views on Culture
www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers! 7
8. Hofstede’s Five Dimensions
8www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers!
Individual Collective
Large Power Small Power
Masculine FeminineUncertainty Avoidance Un Tolerant
Long-Term Short-Term
9. Five D’s /Task & Relationship
Based
9www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers!
Individual Collective
Large Power Small Power
Masculine FeminineUncertainty Avoidance Un Tolerant
Long-Term Short-Term
11. Interactions
www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers! 11
Stages of how we attribute meaning –
I. Observation
II. Interpretation
III. Evaluation
“Dereasing our tendency to evaluate (snap judgments of good v.
bad based on our own biases) reduces potential for
misunderstanding.” Hofstede, G.J. 2002
13. Intent / Choices
“Your life is the sum result of all the
choices you make, both consciously and
unconsciously. If you can control the
process of choosing, you can take control
of all aspects of your life. You can find the
freedom that comes from being in charge
of yourself.” Robert F. Bennett
13
16. Power of Questions
• Questions make people want to respond
therefore THINK.
• Thinking strengthens thinking, creativity and
OWNERSHIP.
• Ownership, authorship catalyzes ACTION and
accountability.
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20. “We all should know that diversity makes for
a rich tapestry, and we must understand that
all the threads of the tapestry are equal in
value no matter what their color.”
-Maya Angelou
20www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers!
21. www,mandhyan.com
A World of Clear, Creative & Conscientious Thinkers!
Whenever you need…
Communication Skills
Creative Thinking and Innovation
Leadership Training
21www.mandhyan.com A World of Clear, Creative and Conscientious Thinkers!
Editor's Notes
One’s first step in wisdom is to question everything – and one’s last step is to come to terms with everything – Georg Christoph
He who asks is a fool for five minutes, but he who does not ask remains a fool forever –Chinese proverb
A great many people think they are thinking when they are merely rearranging prejudices –William James
I hear: I forget / I see: I remember / I do: I understand – Chinese Proverb
To effectively communicate, we must realize that we are all different in the way we perceive the world -Tony Robbins