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Cultures and Organizations: Software of the Mind, by Geert Hofstede, Gert Jan Hofstede, Geert Hofstede
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The landmark study of cultural differences across 70 nations, Cultures and Organizations helps readers look at how they think—and how they fail to think—as members of groups. Based on decades of painstaking field research, this new edition features the latest scientific results published in Geert Hofstede’s scholarly work Culture’s Consequences, Second Edition. Original in thought and profoundly important, Cultures and Organizations offers vital knowledge and insight on issues that will shape the future of cultures and nations in a globalized world.
- Sales Rank: #785329 in Books
- Published on: 2004-06-01
- Original language: English
- Number of items: 1
- Dimensions: 9.00" h x .86" w x 6.00" l, 1.34 pounds
- Binding: Paperback
- 300 pages
From the Back Cover
The revolutionary study of how the place where we grew up constrains the way we think, feel, and act, updated for today's new realities
The world is a more dangerously divided place today than it was at the end of the Cold War. This despite the spread of free trade and the advent of digital technologies that afford a degree of global connectivity undreamed of by science fiction writers fifty years ago. What is it that continues to drive people apart when cooperation is so clearly in everyone's interest? Are we as a species doomed to perpetual misunderstanding and conflict? Find out in Cultures and Organizations: Software of the Mind.
A veritable atlas of cultural values, it is based on cross-cultural research conducted in seventy countries for more than thirty years. At the same time, it describes a revolutionary theory of cultural relativism and its applications in a range of professions. Fully updated and rewritten for the twenty-first century, this edition:
- Reveals the unexamined rules by which people in different cultures think, feel, and act in business, family, schools, and political organizations
- Explores how national cultures differ in the key areas of inequality, collectivism versus individualism, assertiveness versus modesty, tolerance for ambiguity, and deferment of gratification
- Explains how organizational cultures differ from national cultures, and how they can--sometimes--be managed
- Explains culture shock, ethnocentrism, stereotyping, differences in language and humor, and other aspects of intercultural dynamics
- Provides powerful insights for businesspeople, civil servants, physicians, mental health professionals, law enforcement professionals, and others
Geert Hofstede, Ph.D., is professor emeritus of Organizational Anthropology and International Management at Maastricht University, The Netherlands. Gert Jan Hofstede, Ph.D., is a professor of Information Systems at Wageningen University and the son of Geert Hofstede.
About the Author
Geert Hofstede (Netherlands) is professor emeritus of organizational anthropology and international management at the University of Limburg, in Maastricht, where he is the founder and director of the Institute for Research on Intercultural Cooperation.
Gert-Jan Hofstede (Netherlands) is a Ph.D. and a professor at Wageningen University.
Most helpful customer reviews
5 of 5 people found the following review helpful.
Objective & structured study of culture
By Souvik Mitra
The greatest value that comes out of this book is the ability to articulate exactly what we mean by culture, what are its various dimensions, & how a culture is manifest at the macro or national level- while stressing every now & then to separate a national culture from the individual value system of its citizens.
The first seven chapters elucidate on the meaning of culture, its dimensions, & the comparative scores of various different countries in each of these dimensions - what these scores mean in terms of the family, school, workplace, the state, & ideas. This consistent structure gives the reader a very nuanced point of view on different cultures & the way they manifest. In the latter chapters, Hofstede also considers scores on two cultural dimensions & explains the combined effect of these as a whole.
Chapter 8 does a great job of differentiating Organizational cultures from National ones & clearly articulates that values do not differ across organizations in the same country; what differs are the practices these values translate into. The book did not have as extensive research on Organizational cultures, but manages to establish what is, or should be, understood by Organizational cultures. And it also has interesting notes on how some of these Organizational culture dimensions corelate with national culture dimensions.
The final two chapters are notes on implications of these differences & the elements of culture shock & how to go about handling these at the level of family, school, etc.
So while this was one of the great books I read this year, I still think that the title of book is misleading - for organizational cultures is not the mainstay of the book; national culture is.
But Hofstede's very organized & structured prose adds a great deal to a very intangible soft topic like culture. I think I understand the world a little more having read this book & can try to differentiate the broad national culture traits in the people I work with from their own individual value systems.
11 of 11 people found the following review helpful.
Monumental Book Well Worth the Read
By Edward J. Vasicek
The father and son team of Geert and Geert Jan Hofstede have done a remarkable job breaking down the (measurable) elements of the world's cultures, usingt the somewhat antiquated IBM studies combined with more recent (less comprehensive) studies. The end result is that nations can be evaulauted on the basis of criteria such as "uncertainty avoidance," "individualism" and "power distance from superiors."
The work is enlightening and helpful to anyone who works internationally. It is also useful to break down one's own nation (for example, some Americans lean toward the British way of thinking while others are more German-like). The same criteria that divide nations also divide families within a society.
Businessmen, missionaries, pastors, counselors, journalists, and social scientists should devour these materials!
This should be required reading for anyone planning to live overseas or anyone who deals with internationals. In short, this book is relevant to our modern "shrinking" world and quite well done.
Like most significant works, this volume has its weak points.
Although the authors claim to espouse a "values neutral" position (which I have always argued is an impossible and illogical position), their Dutch/Swedish preferences ring out loudly and clearly (humanistic, environmnetalist, etc.). Although the authors do make a serious attempt to look at things from other perspectives, they simply cannot divorce themselves from their own cultural preferances. This is not bad -- they simply need to be above board and stop pretending to take the role of the neutral outsider (at least to better influence those of us who are American conservatives; we are big into distinguishing between fact and evaluation of fact; these evaluations are always done through a person's own personal gridwork).
The authors also have occasional trouble connecting a few dots. For example, on the bottom of p. 355, the Hofstedes are tactfully scolding the U.S. for its lack of foreign aid (again, showing their own bias), but on the top of p. 356 they add, "Looking back to half a century of development assistance, most observers agree that the effectiveness of much of the spending has been dismal." They then say those countries which did improve did so because of their cultural values, not foreign aid. But they seem incapable of concluding that good intentions (and even money) is not the most effective way to solve these problems. They just don't get it.
The same is true with contributions through governments to Tsunami relief. It should be expected that individualistic countries would be more prone to give as individuals, not as collective societies. Rather than look at total giving (or perecentage) OF A SOCIETY, they authors confuse a society with its government. Lots of missed "dot connections" in this work.
Despite the books weakspots, it is overwhelming strong and rich with fascinating content. It is a "mind opening" work -- well worth the read. You simply must read this one!
10 of 10 people found the following review helpful.
Great work, yet also limited
By Bas Vodde
Hofstede's Culture and Organizations is a classic in cultural literature and is definitively worth reading. It contains numerous insights which are interesting yet also practical. A must read for anyone interested in national cultural differences.
The book consist of about 400 pages and is fairly dense in text. It consists of three different parts. The first part describes Hofstede's famous dimensions of national culture, the second discusses cultures in organizations and lasts the implications of all the earlier chapters.
In this book, Hofstede makes a lot of generalizations. I found it sometimes difficult to accept these and put my mind to "in general, statistically x is true" instead of "all people from population x are so and so." Especially when reading a book like this, it is important to keep in mind that generalizations are... exactly that. They are statistically true, but not per definition true.
Part 1 summarizes Hofstede's long research in cultural differences. His work started many years ago when he did cultural surveys in IBM and started to look at different cultural dimensions. He discovered four dimensions which he called: 1) power distance, 2) individualism/collectivism, 3) masculinity/femininity, 4) uncertainty avoidance. After a couple of years, working with a professor from the Hong Kong university, he discovered a fifth category which he called: long-term/short-term orientation. Each of these dimensions has its own chapter in which he shows the results of all countries on this particular dimension. After which he discusses how this influences the individual, family, organizations and state.
Part 1 was very insightful, yet at times the author seemed to be a victim of confusing causes and effects. At points he drew conclusions which were arguable. For example, he equated having a detached house with individualism, yet earlier he showed that individualism correlated with wealth. He leaves open whether wealth correlates to detached houses or individualism. Several times, the author jumped to conclusions where I felt he shouldn't yet. (perhaps part of his Dutch culture :P)
Part two discusses culture an organizations. The first chapter (chapter 7) argues that management theories are always limited to the culture of the creator. He makes a convincing case about this, yet I felt he went a little too far. When reading this, he seemed to argue that the management theories from one culture *never* apply to other cultures, where I'd expect a little more caution in the conclusions (similar comment as above). He especially seems to enjoy criticizing American management theories :) The second chapter in this part talks about organizational cultures. It looks at difference practice dimensions that can be identified in different organizational cultures.
Part three consist of two concluding chapters of which the first discusses intercultural encounters and culture shocks. I enjoyed how the clarifications of how different cultures encounter other cultured (ethnocentrism/xenophilia). The final chapter consist of suggestions to the world from the author. Suggestions on how to take culture into account at work, family, in the press, etc.
Cultures and Organizations is a very insightful work on cultural differences, yet I also found it limiting? Howcome? I noticed that the author especially focuses on differences in cultures in Europe and between Europe/US, yet rarely had good insight in Asian, Latin American, or African cultures. He does mention them every now and then, but still, almost all detailed examples and explanation are from Europe. Of course, this reflects the authors own experiences, but because of that (and because I've been living in Asia for many years) I felt his comments on Asian cultures was every now and then not subtle enough, which annoyed me.
Another point on which I disagreed with the author was the speed of cultural change. Hofstede is of opinion that culture does *not* change or that it takes a very very long time before it changes (relative to each other). I've lived in China for a couple years and frequently discussed cultural changes there, I think everyone will say that cultural *values* (not just practices) have changed a lot over the last 20 years. For example, on Hofstede's individualism/collectivism dimension, China was the top on collectivism. Based on my experiences, I wouldn't believe that anymore. Yes, this was true perhaps when he did the IBM survey, but not now. Similarly, Singapore scored lowest on uncertainty avoidance, which according to his explanation, shouldn't be as Singapore is the country with perhaps the most strict laws of all countries. My experience is that cultural values are changing, whereas Hofstede feels they are not (and they are perhaps even diverging more). Of course, only the future will tell us which is true, from a cultural perspective, Hofstede only surveyed a very small time-frame :)
All the comments aside, this book is definitively worth reading. I'd rate it 4.5 stars (due to some of the quick conclusions made) and decided to go for 4 Amazon stars. Definitively worth it though.
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