At LDI Ltd we have a lot of experience of working in and with a wide variety of cultures. The information set out below has been collated from ‘Riding the Waves of Culture’ by Fons Trompenaars published by nb in 1993. I wonder whether the results would be the same today?
1. Do you conceive of a company as being:
a. A system designed to perform functions and tasks in an efficient way. People are hired to perform these functions with the help of machines and other equipment. They are paid for the tasks they perform.
b. A group of people working together. They have social relations with other people and with the organization. The functioning is dependent on these relations.
% of nationalities who favoured ‘a’:
| France | 36% | Mexico | 42% |
| West Germany | 44% | UK | 50% |
| USA | 54% | Netherlands | 58% |
2. Which is more important?
a. That individuals have as much personal freedom as possible.
b. That individuals take care of each other, even if it restricts individual freedom.
% of nationalities who favoured ‘a’:
| France | 48% | Mexico | 50% |
| West Germany | 60% | UK | 66% |
| USA | 79% | Netherlands | 69% |
3. Which is more appropriate?
a. That people work as individuals, making their own decisions.
b. People work together, making decisions collectively.
% of nationalities who favoured ‘a’:
| France | 12% | Mexico | 27% |
| West Germany | 14% | UK | 36% |
| USA | 40% | Netherlands | 27% |
4. When a fault has been detected is it the responsibility of:
a. The person causing the fault.
b. The team in which the individual worked
% of nationalities who favoured ‘a’:
| France | 43% | Mexico | 37% |
| West Germany | 43% | UK | 36% |
| USA | 40% | Netherlands | 43% |
5. Would you express your feelings openly at work if something at work had upset you?
% of nationalities who said ‘no’::
| France | 34% | Mexico | 37% |
| West Germany | 75% | UK | 71% |
| USA | 40% | Netherlands | 59% |
6. It is correct to act as it suits you, even if nothing is achieved:
% of nationalities who disagreed
| France | 26% | Mexico | 30% |
| West Germany | 39% | UK | 47% |
| USA | 55% | Netherlands | 33% |
7. The respect that you are accorded depends on your family background.
% of nationalities who disagreed
| France | 73% | Mexico | 70% |
| West Germany | 65% | UK | 76% |
| USA | 77% | Netherlands | 65% |
8. Do you believe that what happens to you is your own doing?
% of nationalities who agreed
| France | 81% | Mexico | 71% |
| West Germany | 82% | UK | 75% |
| USA | 89% | Netherlands | 77% |
Recognising the different time orientations
| Past | Present | Future |
| Talk is about history of family, business, nation etc. | Talk is about enjoying the moment whilst it is there | Talk is of potential, future achievements, prospects. |
| Motivated to recreate a golden age | Plans not objected to but rarely executed. | Planning and strategising done enthusiastically. |
| Show respect for ancestors | Show interest in current relationships. | Show interest in building up talent bank for the future. |
| Everything viewed in terms of history or tradition. | Everything viewed in terms of contemporary impact and style. | Present and past exploited for future advantage |
Practical tips for doing business in past-, present- or future oriented cultures
| Past- and present- oriented | Future-oriented |
| Emphasise the other party’s history and heritage as evidence of their future potential. | Emphasise the freedom, opportunity and limitless scope for that company and its people. |
| Discover whether internal relationships will sanction the kind of changes you seek to encourage. | Discover what core competences the company intends to develop to help it build its future. |
| Agree future meetings in principle but do not fix deadlines for completion. | Agree specific deadlines – work will not get done unless you do. |
| Do your research into their past glories – consider how you might help that company re-live the feelings. | Do your homework on the company’s future and its potential. Express your ideas in terms of helping them realise their potential. |