1. Value Questions Scale of 1 to 5 Power Distance (PDI): I find it easy to approach people in superior positions. Individualism/Collectivism (IDV): I believe I should be rewarded for my individual accomplishments. Achievement/Quality of Life (AKA - Masculinity/Femininity) (MAS): I believe that money and materials things are signs of achievement. Uncertainty Avoidance (UA): I feel more comfortable in situations where there is a clear structure and rules.

2. Power Distance High Power Distance Inequalities between people are expected and desired. We should show due respect to those of higher status. Power, position, and status can be ascribed or given. Respect comes with the title. Hierarchical organizational structures are acceptable and normal. Low Power Distance Inequalities between people should be minimized. We should treat each other as equals. Power, position, and status should ideally be earned through ability and won by merit. Flatter organizational structures are acceptable and normal.

3. Collectivism/Individualism Collectivistic People tend to identify with the group they are in. For example, “I’m a miner”. People belong to family clans who offer protection in return for their loyalty. Failure results in a sense of shame that you have let down others. (Losing “face”.) A lot of time, effort, and expense is devoted to building and maintaining social and business relationships. Individualistic People clearly see themselves as an individual entity. “Hi, my name’s Alan.” Individuals are brought up to look after themselves and their immediate family. Failure results in a sense of guilt that you have not given a good enough account of yourself. Often the task takes precedence over the relationship if there is a conflict of interest between the two.

4. Achievement/Quality of Life Achievement (Masc) People live to work. Decisiveness is admired. Money and materials things are important. Job stress is prevalent. Control and power are used to achieve goals. Quality of Life (Fem) People work to live. Problem solving invariably takes people into account. People and the quality of life are important. High job stress is less prevalent. Persuasion and consensus are used to achieve goals.

5. Uncertainty Avoidance High Uncertainty Avoidance More rules and a greater degree of structure are desirable. Time is valuable and should be controlled. Things tend to run on time. Set routines exist to standardize procedures and make situations more predictable. Low Uncertainty Avoidance Fewer written rules and less structure are preferred. Time is free and is simply a means by which to orient yourself. Timetables and schedules are, in reality, unreliable guides. Informality and spontaneity lead to different ways of handling the same procedures.

7. U.S. & China

8. U.S. & Brazil

9. U.S. & Russia Russia Scores: PDI – 95 IDV – 50 MAS – 40 UAI – 90

10. Group Activity 1. In groups of 3 or 4, share an experience or example you have had with your assigned cultural dimension. 2. Was the experience positive or negative? 3. How did you react? What were the outcomes? 4. How can you use knowledge of Hofstede’s Cultural Dimensions in your classroom in North Carolina? Abroad?

11. Sources http://www.geert-hofstede.com/ Cornes, Alan. (2004) Culture from the Inside Out: Travel and Meet Yourself. London: Nicholas Brealey Company.