Podcasts about Geert Hofstede

In this episode of the NEGOTIATEx podcast, Kimberly Mlinaz delves into effective negotiation strategies, focusing on cultural awareness and strategic preparation. She explains that a negotiator's tone often mirrors feelings of disadvantage rather than hostility, underscoring the importance of setting clear objectives and taking breaks to stay focused. Kimberly also draws on Geert Hofstede's research to highlight the vast diversity in negotiation practices across different cultures, emphasizing the need for respect and understanding of varying business and cultural norms. Furthermore, she discusses the concept of BATNA (Best Alternative to a Negotiated Agreement), demonstrating its crucial role in improving negotiation outcomes by effectively understanding and leveraging alternative options.  

What do we do about power distance? This week, Joey and Jess talk about organizational hierarchy, Geert Hofstede, authoratative leadership, omakase, decision-making, and Mr. Oizo. They don't talk about Flat Stanley. references IF This is 40 Mark Menjívar's "Refrigerators" Geert Hofstede's 6-D model of national culture Mr. Oizo's "Flat Beat" Mr. Oizo aka Quentin Dupieux 

Matt and Clark are so happy to have our dear friend and colleague, Elham Arabi join for the episode. In this show, we explore the nuance, and sometimes vague aspects, of culturally responsive learning and how that intricately ties to research and practice. In other words, what are the business cultural facets that affect learning initiatives. What norms, standards, values, and political schema all have impacts?Matt shamelessly references his own model for why stakeholders say no... (1) They don't buy the premise-- they don't accept the problem as stated. (2) They don't buy the solution. They accept the problem as stated, but not the solution you offer. (3) Or, they accept the problem AND the solution as offered, but don't like or trust you to deliver it.Elham referenced Adam Grant's book Think Again: The Power of Knowing What You Don't Know. If you want to watch the debate between Clark and Will, you will have to join LDA at the platinum level to access the video here: https://ldaccelerator.com/joinMatt references Self-Determination Theory (SDT). SDT is a widely research theory for how people are motivated. The premise is that all humans have three basis psychological needs (autonomy, competence, and relatedness). When those needs are met, one is more likely to be intrinsically motivated toward a task. When they are undermined, one is like to be more extrinsically motivated, or not motivated at all. The theory was initially devised and studied by Edward L. Deci and Richard M. Ryan while they were at the University of Rochester. Here is a link to an article Matt wrote on the topic in context to learning: https://ldaccelerator.com/lda-blog-1/open-the-motivational-door-and-let-the-learners-in-and-keep-them. The checklist Matt references can be found here: https://ldaccelerator.com/motivation-checklist.Clark references Amy Edmundson and her work on Learning culture: https://hbr.org/2008/03/is-yours-a-learning-organization and Harold Jarche's talks about how well you share with others: https://jarche.com/2014/02/the-seek-sense-share-framework/. Clark also references Geert Hofstede and his work on Cultural Dimensions. Mindtools offers a nice summary here: https://www.mindtools.com/a1ecvyx/hofstedes-cultural-dimensionsElham references The Culture Map: Breaking Through the Invisible Boundaries of Global Business by Erin Meyer.She also references Mark Britz and James Tyer's Social by Design: How to Create and Scale a Collaborative Company.Matt highlights Thiagi's SPARK Model for Trust: Selflessness, Predictability, Authenticity, Relatedness, and Know-How.Matt referenced the Heterodox Academy founded by Steven Pinker, founder here: https://heterodoxacademy.org/You can find Elham on LinkedIn here: https://www.linkedin.com/in/elhamarabi/More on Elham... She is an award-winning learning designer and global consultant in corporate and higher-ed with more than 15 years' experience in the US, South-East Asia, Europe, and the Middle East. She has championed better evaluation practices in several organizations and done practical research on evaluation to ensure efficiency and effectiveness of learning programs that lead to learning transfer and impact. She holds a PhD in Interaction and Media Sciences from the University of Nevada, where her thesis was on enhancing training design based on training evaluation to investigate the effects on training transfer. 

“The word ‘culture' gets thrown around a lot and sometimes it seems like people see it as something that teams don't have until they define it. However, every team has a culture, whether they recognize it or not.” - Winnie da SilvaIn this episode, Winnie and Peter explore the importance of developing an aspirational culture with supporting norms. They emphasize that teams already have a culture, but it may not be explicit or aligned with their goals. Developing a shared vision for the team's culture and defining specific norms can significantly improve team effectiveness.Episode Highlights:Challenges in Developing Team CulturePeter discusses how teams are often composed of individuals with diverse backgrounds, values, and experiences. This leads to the formation of a patchwork culture consisting of implicit norms, diverse expectations, and behaviors that can hinder team effectiveness.Defining Culture and Norms Winnie and Peter provide definitions for culture and norms.Culture is described as the result of implicit and explicit rules guiding behavior within a group. It is learned from the environment and reflects a shared mindset and common language.Norms are specific behavioral agreements or rules intended to help the team “live into” their aspirational culture.Process of Defining Culture and Norms Peter and Winnie explain how they help teams define their culture and norms.New teams have a blank slate to define their culture, while existing teams will need to shift from their implicit culture to an explicit, agreed-upon culture.They introduce five key questions that serve as a framework for this work:Why bother?Describe the culture you'd like to see in this team a year from now.What challenges do you expect in living into this culture?What agreements should be made to address these challenges (team norms)?How will departures from team norms be handled?Importance of the "Why Bother" QuestionWinnie explains the significance of the "why bother" question. Teams need a clear motivation to invest time and effort in defining their culture and norms. The aspirational culture should be reflective of the five metrics for team effectiveness. Defining the Aspirational Culture Winnie and Peter walk through the first two prompts used to define the aspirational culture:Describe the team's desired cultureProvide details on what the team should be doing or not doing, what patterns should emerge, and what experiences team members should have.They emphasize that this description should reflect an inside perspective and should focus on the most important elements.Anticipating ChallengesTeams are encouraged to think about potential challenges in "living into" their aspirational culture. This prepares them for the journey ahead, ensuring they are not surprised or discouraged when obstacles arise.Defining Team NormsPeter explains the next step of defining team norms based on the aspirational culture and expected challenges. These norms are specific, behavioral agreements.Teams are advised to focus on a short list of norms, usually around 5-8, that address the most important anticipated challenges.Dynamic Nature of Team NormsWinnie and Peter emphasize that team norms are not static and should evolve over time. As teams overcome challenges, they can drop old norms and adopt new ones as new challenges emerge.Anecdote on Team Culture and NormsPeter shares an example of a team's aspirational culture statement and associated norms to illustrate how the process works. The example highlights a transformation from an unhappy team with friction to one with shared values and norms. Dealing with Departures from NormsWinnie and Peter discuss the importance of team members not adhering to agreed upon team norms through feedback and accountability. They explain that it is natural for teams to struggle to stick to their norms but feedback mechanisms help address this.Benefits of Defining Team Culture and NormsPeter and Winnie underline the substantial benefits of this work, noting that it serves as a standard for measuring progress.  Winnie discusses how team culture and norms differ from shared goals and joint work, as they are more personal and about the people on the team, which can benefit cohesion and team identity. ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comGeert Hofstede

In our globalised world, we work and learn with people from diverse cultures. How can we facilitate multicultural training, for instance, so that the sessions are not only inclusive, but get the best from everyone. This week on The Mind Tools L&D Podcast, Gemma is joined by Gaëlle Watson, director of SyncSkills and our very own Nahdia Khan. We explored: The benefits and challenges of multicultural representation in facilitated sessions  How to best adapt your design and delivery approaches as a facilitator How to avoid pitfalls such as stereotyping. Gaëlle refers to a number of resources that are well worth exploring. Geert Hofstede's book Cultures and organisations: Software of the mind.   This ‘Country Comparison Tool' from The Cultural Factor Group is based on Professor Geerte Hofstede's research: https://www.hofstede-insights.com/country-comparison-tool?countries=france%2Cpakistan%2Csouth+africa%2Cunited+kingdom   Mind Tools explores the characteristics of countries exhibiting each dimension and what these mean for how you can most effectively work together in the article “Hoftstede's Cultural Dimensions”: https://www.mindtools.com/a1ecvyx/hofstedes-cultural-dimensions   Gaëlle contributed to CIPD's 2021 “Effective virtual classrooms: An evidence review”: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/evidence-reviews/effective-virtual-classrooms-practice-summary_tcm18-102661.pdf  In What I Learned This Week, Nahdia recommended a series of videos from the School of Systems Change. Here's a link to the first video “What are systems and what is systems change?”: https://www.youtube.com/watch?v=_02X3O2kIUU&t=5s   Gemma encouraged budding language learners to check out Radio Lingua's ‘Coffee break' podcast series: https://coffeebreaklanguages.com/   For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.   Connect with our speakers    If you'd like to share your thoughts on this episode, connect with our speakers.  Nahdia Khan Gemma Towersey Gaëlle Watson - @gaelledwatson  You can find out more about SyncSkills here: https://syncskills.net/working-with-us/virtual-training-production/

Enligt den nederländska socialpsykologen Geert Hofstede är Sverige är ett av de mest feminina länderna i världen. Vad innebär det för synen på mannen i vårt samhälle? Det frågar vi oss i veckans Hotspot. Vi samtalar bland annat om papparollen, androgynitet och att förstå varandras kärleksspråk. Programmet gästas av legitimerade psykologen Alf B Svensson som har skrivit ett tiotal böcker om relationer, föreläst för omkring 100 000 personer och hjälpt över 5 000 barn. Se avsnittet på vår Youtube-kanal: ⁠⁠https://www.youtube.com/@varldenidagplay⁠⁠ Vill du hjälpa oss att göra fler program? Stöd gärna vårt arbete genom att swisha en gåva till: 123 396 94 17

Herkes eşsiz, hepimiz nev-i şahsına münhasır insanlarız, evet. Peki ya içinde yetiştiğimiz kültür, yaşadığımız ülkeler, birlikte vakit geçirdiğimiz insanlar bizi nasıl etkiliyor? Bu bölümde farklı kültürlerin iletişim, güven, karar alma ve hayatı deneyimleme de dahil olmak üzere bir çok özelliğine değindim. The Culture Map isimli kitabın yazarı Erin Mayer ile birlikte Kültürel Antropolog Edward T Hall, Robert Levine, Geert Hofstede gibi sosyal bilimlerin üstadlarını yanıma alarak kültürlerin ana farklılıkları 35 dakikaya sığdırmaya çalıştım! LinkedIn Profilim Podcast Newsletter

What is behind political Left vs Right cultural divide in America? Why do some people become convinced by conspiracies? Why do some march in Black Lives Matter protests while others fly Blue Lives Matter flags in their yards? Have you ever visited a foreign country and been completely shocked at how different the cultural values and behaviors were?  In this two-part miniseries, we'll explore how culture acts as software for our minds, shaping our perceptions of reality, and programming our values and behaviors. We'll compare cultural values on the macro-national level, as well as look at how local cultures and sub-cultures like church communities develop unique values and attempt to interface with the larger cultural values of their nation. Are there American cultural values that are at odds with the values of Jesus' “Kingdom of God” culture?  How would we even see that if our culture shapes our perceptions of reality? To attempt to answer these questions, we'll be using the groundbreaking research of the 20th-century Dutch social psychologist Geert Hofstede. Hofstede's initial research into the four dimensions of culture will be an absolutely transformative tool for helping you understand the world, your own upbringing, church community or religious experiences, and the divisive cultural moment we are living in. This episode was originally aired in December of 2020 and is one of the essential series in the Deep Talks catalog.   To download the free PDF resource for this episode: https://www.patreon.com/posts/mind-software-82352147?utm_medium=clipboard_copy&utm_source=copyLink&utm_campaign=postshare_creator&utm_content=join_link   ______________________ If you find this podcast helpful and want to see it continue ad-free, would you consider becoming a supporter on Patreon? You're not only supporting this podcast, but you are also supporting my free Substack page and YouTube channel. We need 200 patrons to ensure that my work can continue in 2023.  https://www.patreon.com/deeptalkstheologypodcast To subscribe to my Substack for essays and articles: https://paulanleitner.substack.com/  

In today's episode, Tim and Junior dive into the world of cross-cultural communication and explore the importance of understanding cultural differences. From nonverbal communication to attitudes towards conflict and time orientation, they examine how cultural dimensions impact our behavior and interactions with others. Join them for an episode full of practical tips for developing intercultural competence and improving your effectiveness in a globalized world.(0:01:27) Introduction. Over 70% of failed international ventures are due to cultural differences. Cultural misunderstandings, we'll talk about those today, can cost companies millions of dollars, and they can damage relationships with partners and customers around the world.(0:14:25) Defining cultural differences. The way that we view cultural differences is often geographic, our awareness of that needs to be not just at the level of geography, but at the level of person-to-person. (0:20:09) Some cultural variables to consider. The effectiveness of our approach to culture will be dictated in some measure by the awareness of these differences that we've talked about and how those differences impact our behavior and strategy. Are your people used to communicating directly or indirectly? Do they value individualism or collectivism? How do they view hierarchy? What is their time orientation? How do they use nonverbal communication? What's their attitude towards conflict?(0:37:55) Localization and globalization examples. Why won't you find the same McDonald's menu in every country? (0:42:52) Geert Hofstede and power distance. Tim and Junior share a cultural dimensions theory based on a series of surveys that were done in the '70s and '80s at IBM.(0:47:32) Power distance and psychological safety. Cultures with low power distance that emphasize equality, individual rights, and autonomy create an environment more conducive to developing Stage 4: Challenger Safety.(0:51:20) Overcoming bias on global teams. Tim and Junior discuss how to create Stage 1: Inclusion Safety and frame humanity above human characteristics.(1:04:13) Developing interpersonal or intercultural competence. This is how you improve your teams on a practical level.

Raves, poker nights and Marvel movies – no costs or effort were spared in this final episode on CSR to raise awareness about one of the most pervasive manifestations of discrimination: accentism. In the presence of experts, we uncover what is hidden beneath the surface, and just when we thought we would never judge someone based on the sound waves they produce, we dare(d) ourselves and you to eat the pudding…   Long Notes: More information, a full transcript and academic references on wordsandactions.blog. We start episode 28 by critically reflecting on anti-discrimination efforts in the workplace, which, unless they change the organisational culture, all too often do not have the desired or even an adverse effect. We then move on to the notion of intersectionality, which linguist and writer Kat Gupta has likened to a deck of cards. The fascinating finding that feelings of non-belonging are neurologically similar to physical pain is reported here: Eisenberger, N. I. (2012). The pain of social disconnection: examining the shared neural underpinnings of physical and social pain. Nature Reviews Neuroscience, 13(6), 421-434. Moving on to the language aspect of workplace discrimination, Bernard entions Erin Carrie's  and Rob Drummond's Accentism Project, which, among other things, is a real treasure trove of testimonials.   For a light touch, we look at how film characters are stereotyped through their accents - who could forget Babs and Rocky from Chicken Run? In another corner of the cinematic universe, the villain with a British Received Pronunciation accent is so common that he has sparked parodies in advertising. In real life, however, this particular accent is nearly extinct: Lindsey, G. (2019). English after RP: Standard British pronunciation today. Springer. Linguistic stereotyping and accentism can have harsh consequences, for how competent someone is perceived to be to how much investor money they can attract or the severity of court sentence Our second guest, Annelise Ly, mentions the metaphor of culture as an onion with layers. This idea goes back to Geert Hofstede's work on national cultures in the workplace: Hofstede, G. (1980). Culture's Consequences: International differences in work-related values. London: Sage. While still influential, Hofstede's work has been the subject of much criticism, and other metaphors have been proposed: Fang, T. (2005). From “onion” to “ocean”: Paradox and change in national cultures. International Studies of Management & Organization, 35(4), 71-90. In the final part of the episode, we use Mats Deutschmann's RAVE resource to test our own stereotypes around accents. Mats and his colleague Anders Steinvall have written about how to use the resource to counter prejudice:  Deutschmann, M., & Steinvall, A. (2020). Combatting linguistic stereotyping and prejudice by evoking stereotypes. Open Linguistics, 6(1), 651-671. We encourage you to give it a go yourself, it's quite an eye-opener.

00:45 Tucker Carlson Tony Fauci 15:00 Luke supports the conventional approach to Covid 18:45 Condom ‘stealthing' is sexual violence, bill says. Here's what to know., https://www.washingtonpost.com/nation/2022/06/15/condom-stealthing-bill-congress/ 27:30 Psychologist Geert Hofstede, https://en.wikipedia.org/wiki/Geert_Hofstede 28:20 10 minutes with Geert Hofstede on Individualisme versus Collectivisme, https://www.youtube.com/watch?v=zQj1VPNPHlI 37:40 War on middle class 40:00 E.O. Wilson biography, https://www.amazon.com/Scientist-Wilson-Life-Nature/dp/038554555X/ 48:00 Israeli lawmaker rebuked for wishing he could make Palestinians ‘disappear', https://www.latimes.com/world-nation/story/2022-06-14/israeli-lawmaker-rebuked-wishing-palestinians-disappear 52:20 Fannie Mae's New Racial Bias, https://www.wsj.com/articles/fannie-mae-freddie-mac-fhfa-housing-finance-agency-racial-favoritism-equity-biden-bubble-market-redlining-mortgage-lending-11655059365?mod=opinion_lead_pos1 54:45 Lizzo's Lyric Offended Fans. She Changed It, and They Forgave. https://www.nytimes.com/2022/06/14/arts/music/lizzo-lyrics-grrrls.html 56:00 Mirror of Intimacy Webinar with Alex Katehakis: RECIPROCITY, https://www.youtube.com/watch?v=pJCbOCpfQ_E 59:00 A Racist Researcher, Exposed by a Mass Shooting, https://www.nytimes.com/2022/06/09/world/europe/michael-woodley-buffalo-shooting.html?smid=tw-share https://postkahanism.substack.com/p/the-failure-and-importance-of-kahanism?s=r Join this channel to get access to perks: https://www.youtube.com/channel/UCSFVD7Xfhn7sJY8LAIQmH8Q/join Coinbase wallet: 32oK5JiKvCEw3bpdsQDUc1Qys6ao3Jeie4, Crypto.com https://odysee.com/@LukeFordLive, https://rumble.com/lukeford, https://dlive.tv/lukefordlivestreams Listener Call In #: 1-310-997-4596 Superchat: https://entropystream.live/app/lukefordlive Bitchute: https://www.bitchute.com/channel/lukeford/ Soundcloud MP3s: https://soundcloud.com/luke-ford-666431593 Code of Conduct: https://lukeford.net/blog/?p=125692 http://lukeford.net Email me: lukeisback@gmail.com or DM me on Twitter.com/lukeford Support the show | https://www.streamlabs.com/lukeford, https://patreon.com/lukeford, https://PayPal.Me/lukeisback Facebook: http://facebook.com/lukecford Book an online Alexander Technique lesson with Luke: https://alexander90210.com Feel free to clip my videos. It's nice when you link back to the original.

According to Geert Hofstede, America is individualistic. We ask questions, approaching this issue similarly to other systemic issues we encounter : How does this affect our relationships?Where do we see this manifest?Do we favor perfection as leaders?How do we lead better with this information?Love us? Or even just a like us? Find more [of Leadership] at...Our website ofleadership.comOn FacebookOn TwitterVia email at ofleadership@gmail.comAnd don't forget to subscribe to our podcast and leave a review!Our friends...Like the tunes? Check out JetlerCheck out Where Would You Like To Start by by Dr. David Freeman and Avrum Nadigel

Vanuit de actualiteit van het internationaal zaken doen is de stap naar de cultuurdimensies van Geert Hofstede niet zo groot. Karin en Marischka bespreken deze cultuurdimensies en geven voorbeelden uit de praktijk waarmee duidelijke wordt hoe je verschillende culturen kunt benoemen en de verschillen kunt duiden. Dat voorkomt te snel oordelen. En dus in de problemen komen op het internationale toneel.

In this episode, I chat with my good friend Gustavo Guillemin about Communicating Across Cultures. Gustavo is a published author, a Professor, and had delivered TEDTalks. The world today is Globalized. We can often find ourselves in situations where we need to communicate effectively with people from different cultures. This is not just a necessity at work. It is highly likely that your neighbors or the people you socialize with come from different cultures. Gustavo and I share stories about times when we both made notable mistakes while communicating with people of different cultures. Gustavo also shares the Hofstede's cultural dimensions theory. This is a framework for cross-cultural communication, developed by Geert Hofstede. It shows the effects of a society's culture on the values of its members, and how these values relate to behaviors, using a structure derived from factor analysis. If you work or communicate with people from different cultures, you'll find this chat very informative. --- Send in a voice message: https://anchor.fm/stu-chang/message Support this podcast: https://anchor.fm/stu-chang/support

If you're a trainer missing the thrill of face-to-face learning, but embracing online facilitation nevertheless, then this episode is for you!  This week on the Good Practice Podcast, Gemma chats to Jo Cook and Gaëlle Watson to explore the possibilities that digital life offers facilitators. We discuss:  the shifts that have taken place in   what facilitators can do to enhance the online learning experiences they offer  what further changes might happen as we move into mixed modalities.    Show notes  For more from us, including access to our back catalogue of podcasts, visit emeraldworks.com. There, you'll also find details of our award winning performance support toolkit, our off-the-shelf e-learning, and our custom work.  Gaëlle mentioned Cultures and Organizations: Software of the Mind by Geert Hofstede, Gert Jan Hofstede and Michael Minkov. It's available at all good booksellers.  Jo talked about her experience with online games in 'What I learnt this week'. She mentioned Steam which is available here: https://store.steampowered.com/ and Table Top Simulator: https://store.steampowered.com/app/286160/Tabletop_Simulator/  Gemma referred to Ann Morgan's reading list: https://ayearofreadingtheworld.com/thelist/ and her BBC Four Thought podcast, which is available here: https://www.bbc.co.uk/programmes/m000myyp  Connect with our speakers  If you'd like to share your thoughts on this episode, connect with our speakers on Twitter:  Gemma Towersey @gemmatowersey  Gaëlle Watson @Gaelledwatson and @SyncSk  Jo Cook @LightbulbJo  You can also contact Jo via: www.LightbulbMoment.online  www.LightbulbMoment.community  https://www.linkedin.com/in/jocooklightbulb/ 

Andrea shares about traveling to Rwanda to meet her sponsor child, learn about the country’s tragic history, and enjoy the culture and excursions. Travel Story - Rwanda When we can travel again, everyone should travel to Rwanda Was sponsoring a child in Rwanda and wanted to meet that child World Vision was the sponsoring organization, so they helped guide her through the process and provided some staff in country as points of contact Her sponsor child had survived the genocide as a 4 year old! Couldn’t change her past, but was able to be a part of her future Learn the history 1994 Genocide Hutu people group and the Tutsis people group 800,000 people died, mostly Tutsis, from April - July 1994 The country has done a good job of working to rebuild and overcome the genocide Many memorials around the country Nyamata church memorial You can go to the crypt and see how they died Important to feel how terrible things in history happened so that we can prevent them from happening again Basket weaving social entrepreneurship day tripGot to visit a Rwandan family and have a home cooked dinner with them Also went on a gorilla trek A day pass into the park is $1500 Worth it because it’s good for the local economy and good for the gorillas Grouped by trekking ability You can hire someone to carry your bag Get no closer than 20 feet...but you can’t make a gorilla obey that Virunga mountains - on the border of the Congo Wish You Were HereCheryl: Chocolatería San Ginés, Madrid, Spain Andrea: Donnie Chin International Children's Park, Seattle, WA Ryan: Manito Park, Spokane, WA Follow us on Twitter & Instagram: @tmwypodcast Leave us a voicemail (or text message): (406)763-8699 Email: tmwypodcast@gmail.com Andrea’s Art: www.etsy.com/shop/andreakrooksart Sponsor a Child: cotni.org Book recommendation: Software of the Mind, Geert Hofstede

What is behind the Trump vs Biden, lefts vs right cultural divide in America? Why do some people become convinced by COVID conspiracies? Why do some march in Black Lives Matter protests while others fly Blue Lives Matter flags in their yards? Have you ever visited a foreign country and been completely shocked at how different the cultural values and behaviors were?  In this two-part miniseries, we'll explore how culture acts as software for our minds, shaping our perceptions of reality, and programming our values and behaviors.We’ll compare cultural values on the macro-national level, as well as look at how local cultures and sub-cultures like church communities develop unique values and attempt to interface with the larger cultural values of their nation. Are there American cultural values that are at odds with the values of Jesus’ “Kingdom of God” culture?  How would we begin to even see that if our culture shapes our perceptions of reality?To attempt to answer these questions, we'll be using the groundbreaking research of the 20th-century Dutch social psychologist, Geert Hofstede. Hofstede's initial research into the four dimensions of culture will be an absolutely transformative tool for helping you understand the world, your own upbringing, church community or religious experiences, and the divisive cultural moment we are living in here in America in 2020.THIS IS PART ONE OF A TWO-PART MINISERIES. PART TWO WILL BE RELEASED ON 12/9/20 ALONG WITH A PDF RESOURCE FOR PATREON SUPPORTERS. f you find this podcast to be of some help in your life and you want to see it continue on ad-free, would you consider becoming a supporter on Patreon? Members of the Deep Talks Patreon Community receive bonus Q & A Episodes, articles, charts, forum discussions and more.Help us reach our first goal of 300 patrons in order to sustain weekly, ad-free theological and philosophical education to anyone with an internet connection! https://www.patreon.com/deeptalkstheologypodcast To Subscribe & Review on Apple Podcasts: https://podcasts.apple.com/us/podcast/deep-talks-exploring-theology-and-meaning-making/id1401730159   Connect with Paul Anleitner on Twitter at:https://twitter.com/PaulAnleitner  

This episode of Culture Flow is about Power distance, one of Geert Hofstede's dimensions of Intercultural Communication. Hofstede defines Power distance as "the degree of power each person exerts or can exert over other persons" So let's dive into it, first by looking at the definition of "Power" in this context.

Gościem 29 odcinka podcastu "Na zdrowie organizacji" jest Marta Connor, HR business partner w firmie Kennametal z 15-letnim doświadczeniem tylko w tej organizacji.Tak długi czas w jednej organizacji pozwala przyjrzeć się jej funkcjonowaniu z wielu perspektyw, szczególnie, że Marta pracowała na wielu stanowiskach. Rozmawiamy o roli HR w rozwoju organizacji, osiąganiu dojrzałości procesowej, o lean management, ale także o różnicach kulturowych w zarządzaniu. Link do filmu Amerykańska fabryka:https://www.filmweb.pl/film/Ameryka%C5%84ska+fabryka-2019-816464Wymiary kultury Geert Hofstede:https://pl.wikipedia.org/wiki/Geert_HofstedeKsiążka Simon Sinek, David Mead, Peter Docker "Znajdź swoje dlaczego"https://onepress.pl/ksiazki/znajdz-swoje-dlaczego-droga-do-poczucia-spelnienia-i-wewnetrznej-motywacji-simon-sinek-david-mead-peter-docker,znadla.htm#format/d

In this episode, Dan dives deep into cross-cultural communications with entrepreneur and global business leader Raymond McConnell, President of JRM Global Training. Dan and Raymond cover what it takes to have a successful expat (and re-pat) experience - and why it can go wrong. In addition to sharing their experiences, they talk about the work of Geert Hofstede, the Universal Value Mistake, "head trash," controlled schizophrenia, being a seagull, "going pod," and a host of issues facing the global worker. Raymond gets into ways we can understand individual and organizational behavior, demonstrating why he's sought after by companies to train their executives to be global leaders. 

As you know, I believe that empowering women, getting gender right on the planet, is the most impactful peacebuilding initiative we humans can undertake. Thus, one of my main initiatives these days focuses on building women's skill in negotiation. I'm super excited to say that I just completed my first online offering of what I call the mini-workshop series on women, negotiation and power. I had 14 participants, a great group from around the world that gathered weekly on zoom (thank God for zoom) for about a month. As always, I appreciated the diversity in the group. From national origin or current residence, folks were from the UK, South Sudan, Russia, Australia, Colombia, Morocco, Yangon, the United States (East and West Coast) and, notably to me, there was a lot of generational diversity. For women, especially as we step into our leadership across the world, it feels to me critical that we are talking to each other across nation, tribe AND across age. We have a lot to learn from each other. Most excitedly for me, I think participants got the connection between how we negotiate in our individual lives, in our families, in our workplaces, — and what is happening on the world stage. I can feel the power of a cohort of women who understand collaboration in the face of conflict, and how to use it for our own benefit and in our leadership in the world around us. If you or anyone you know is interested in staying tuned to this initiative, you can put your name on my Women, Negotiation and Power blog list here. In this current episode, on negotiation, gender and culture, I talked with my colleague and return guest, Dean Foster of deanfosterglobal.com. Dean has extremely stellar credentials in the field of cross-cultural communication, has worked with most major Fortune 500 companies, pretty much every cultural group on Earth, national governments, the UN etc. He is an author, speaker, and I like this — a “cultural concierge”. Dean and I go way back and cut our teeth together with Ellen Raider and Ellen Raider International who was one of the first to teach intercultural negotiation around the world. Dean went on to quote-unquote “major” in cross-cultural communication with a quote-unquote “minor” in negotiation, and I went on to “major” in negotiation and collaborative processes, with a “minor” in intercultural communication. Negotiation is a very culture-bound concept: Indeed, you can't really think about negotiation without considering culture. And certainly for women in many cultures, cultural norms clamp our mouths shut — we just can't negotiate period. For example, I had a client — a young woman from China that I was with in Seoul — and she was saying, “I love this material.” (We were doing a collaborative negotiation skills course.) “But I can't negotiate at home: I just do what I'm told. And actually, all the money I earn from my job, it goes to my brother.” What do I mean by culture? It's often commonly thought of as artifacts, music, etc. I'll call that “high culture”. What we're talking about here is what goes on below the iceberg, if you will, what's happening in the deep root system of the tree, what I'll call “worldview”. Geert Hofstede, who was a Dutch researcher in the area, and whose thinking I've used over the years, defined culture as the “collective programming of the mind that distinguishes the members of one human group from another.” It's like a group personality, if you will. Culture is to a group what personality is to an individual. And culture is just the way that different humans on the planet have come up with the challenges and opportunities of living on our particular section of the globe. In this episode, I wanted to explore with Dean a question that I started thinking about as I was writing my book on women and negotiation, which hopefully will be coming soon. He and I have shared with audiences for years the variables that research highlights as differentiating national cultural groups — like individualism, uncertainty, attitudes towards time, attitudes towards authority (often known as power distance), task versus quality of life orientation, things like that. But how do these variables differ by gender within one cultural group? If in one country, where the dominant cultural norm shows up as highly individualistic, does that mean that if the men and women were looked at as subgroups, they would be equally, highly individualistic? So that's what we're going to talk about here. How does gender impact the cultural variables that research has identified? And we're going to do this just based on our own empirical evidence, our experience over the years of working in this area. One other thing, this episode was recorded right at the beginning of the outbreak of the coronavirus in the US, but before the killing of George Floyd and the ensuing protests about racial justice and police brutality which then rippled around the world. From working all over the globe, one of the things that I've learned about us humans is that we are much more alike than we are different. That's true of nations, tribes, genders, all of it. We have the same categories of needs — physical, security, belonging, etc., the same categories of feelings — mad, sad, glad, etc. But how these manifest is impacted by culture. It may seem simple to say, but simple stuff is often most worth saying, and ever more important to emphasize in our shrinking and contentious world, that when you create a climate that is collaborative across difference, that allows people to meet their basic needs, you don't need coercive and violent police, and you don't need a hyper-militarized planet either. When you build a collaborative climate in a family, a team, a group or a world, you do not get or you greatly minimize “groupo- centrism”, my elegant word for identity-group polarization. You do not need to dominate one cultural group with another. You do not need to put trillions into weapons especially when that money is so sorely needed to heal our declining planet. But understanding cultural differences is super important and super rich, and makes life much more interesting. So, if you are someone who has followed the cross cultural literature, or even if you have not, I know you will enjoy this conversation, about culture and gender. We believe we have raised more questions than we have answered but perhaps someone listening will get inspired and do some welcome research in the area. If you have any thoughts on our conversation, we'd love to you to share them in the comment section of our podcast blog below.

If many employees continue to work from home, then perhaps demand for property in close proximity to capital city CBD’s will fall. And conversely, perhaps demand for property in regional centres that are well serviced by pubic transport (trains) will increase. This encourages us to consider whether the work-from-home movement will change the way we invest in property.Covid forced us to work from homeMost employees have been required to work from home over the past few months due to the COVID shutdown. Of course, for most businesses, mobilising their entire workforce at short notice created a number of teething issues. But most businesses have adjusted to the ‘new normal’. They have resolved most operational issues and staff, in the main, are enjoying the flexibility that working from home provides.Of course, this is not true for all businesses and employees. Working from home suits some roles, employees and industries better than others.Some of the benefits of working from home include improved productivity due to fewer distractions. The elimination of travel time means employees can spend more time with family and/or complete more work. Therefore, it seems to provide benefits for both the employer and the employee.In fact, Twitter is the first global businesses to confirm it will now allow employees to work from home permanently. Senior public service leaders in Canberra and many states and territories around Australia are also contemplating more permanent work-from-home policies too.But it has its downsidesOf course, it’s not all positive. There are some downsides to working from home. These include not having a suitable workspace and limited face-to-face contact with clients and co-workers.Research conducted by Dutch social psychologist, Geert Hofstede highlighted that human connection and relationships in the workplace are big contributors to job satisfaction. We have all come across people that dislike their job/employer but stay because they enjoy the people they work with. The reverse is also true i.e. people have left a role because they disliked the people, they worked with even though they make have loved the job.Impact on demand resulting from working from homeOf course, if more employees work from home permanently – either on a full-time or part-time basis, demand for office space will fall, which will likely have negative consequences for commercial real estate. But what about the residential property market?If people choose to work from home, then they no longer have to commute to their workplace. This gives them more options in terms of where to buy a home. For example, a greater share of the population may be more attracted to regional cities and towns, particularly as housing is more affordable in these locations. If that is the case, demand for housing in capital cities might fall, creating downward pressure on prices.There are many important factors that determine where we want to liveIt is important to remind ourselves that our choice of where to live is influenced by many factors, and proximity to one’s workplace is only one of those factors.Perhaps the most compelling consideration for families with children is education. Living in a regional town might otherwise be attractive but if that means kids have a 1.5 hour each-way commute to school, it’s probably not going to work.Proximity to family is also a persuasive factor when determining your home’s location. This is particularly the case if you need to look after your unwell parents or if parents provide pro bono babysitting services.Other considerations can include proximity to health services such as hospitals and amenities such as entertainment, shops, restaurants and so on.You must invest in a location that benefits from diversified demandWhen investing in property, selecting the right asset is paramount. You must only invest in locations and properties that benefit from a sustainable and diversified level of demand.I explain this concept to my clients by using the following theoretical example: we want to invest in a property and location that notionally has 20 potential buyers for ever one seller i.e. demand outstrips supply. Those 20 buyers will be from various demographic and socioeconomic segments such as investors, first home buyers, upgraders, empty-nesters, retirees and so on. These buyers could include executives on above-average incomes, self-employed persons, young professionals, self-funded retirees and so on – essentially you want a diverse array of financial circumstances.Therefore, in this situation, if working from home becomes more common and fewer people desire to live in a capital city, then notionally, the pool of potential buyers might reduce from 20 to say 17. Irrespective, as long as demand is perpetually higher than supply (supply is fixed in blue-chip suburbs), it is likely you will experience price appreciation.Of course, the work from home tend could have some implicationsNaturally, there will be some geographical locations that will be adversely impacted to a greater extent as result of an increase in work-from-home activity. For example, families with limited earning potential and financial resources will probably benefit to a greater extent by moving to a regional centre because their purchasing power is greatly improved.Future proof your investment methodologyThere are a few possible changes on the horizon that could have a material impact on how and where we work and live, working from home is one. Another is self-driving cars as they may lessen the burden of commuting to work. Property investors must incorporate the risk of these factors changing the future demand for property in their investment decisions.The best way to mitigate many of these risks is to level up on quality. That is, invest in the highest quality asset and location your budget will permit. Just like with any asset class, your investment’s quality will directly determine its investment returns. That is, you cannot expect above average returns if you invest in a below-average quality property.Do not compromise on asset selectionTo use an analogy, when it comes to property selection, we are not just searching for a diamond, we want a pink diamond. Something that is in such short supply (scarcity) and perpetually high demand. Remember the three factors being scarcity in terms of location and property type, high land value component and a history of strong growth (see here). Do that, and your investment portfolio will weather most storms.

Is your 'me' a 'we'? It's an important question! This episode is the first of two looking at key differences in the ways people from different cultures think, feel, and make decisions - how they act and react. Today we focus on that core question: What does your 'me' look like? An individual? Or a group? Individualists include most of the people in Europe and North America, but they actually make up a small part of the world's population. Most (over 90%) of the people on the planet are collectivists.This means that, as our country grows, it will be growing largely through collectivists. And if our churches are to grow, they too will likely grow through collectivists - so learning about each other is vitally important.This episode draws on the work of the late Geert Hofstede, and, once again, the insights of Damber Khadka.Support the show

00:00 Listen and learn 02:00 Flattening the curve optimally 11:30 Get inside the Mind of Hitler with Frank McDonough, https://www.youtube.com/watch?v=t7s3ODGJypI 17:00 Kyle on Covid-19 44:00 Corroboration for Tara Reader's sexual assault allegations against Joe Biden, her mother may have called Larry King's TV show at the time 49:00 Yoshi Obayashi joins 1:00:00 Geert Hofstede's 6-D model of national culture 1:04:00 Japan vs USA A Contrast in Economic Development: Los Angeles and San Francisco, 1970 to the present, https://www.youtube.com/watch?v=m_JwHadYBRg 2:12:00 Generations of Exclusion: Mexican Americans, Assimilation, and Race https://www.unz.com/isteve/my-vdare-review-of-generations-of/ 2:26:00 Netflix show Unorthodox about Hasidim 2:30:00 Are Turks assimilating and integrating in Germany? 2:55:00 WP: Stephen Miller has long-term vision for Trump's ‘temporary' immigration order, according to private call with supporters 3:08:00 CNN's Chris Cuomo breaks quarantine while positive for Covid-19 and then lectures America that they should stay home 3:15:30 Tara Reade's sexual assault allegation against Joe Biden 3:23:30 Youtube's CEO pledges to take down videos that disagree with the WHO (which takes its orders from the Chinese Communist Party) 3:34:10 ‘The Data Is In — Stop The Panic And End The Total Isolation': Fmr. Stanford Chief Of Neuroradiology Discusses Viral Column, https://dailycaller.com/2020/04/24/stanford-scott-atlas-end-isolation/ https://www.washingtonpost.com/immigration/stephen-miller-audio-immigration-coronavirus/2020/04/24/8eaf59ba-8631-11ea-9728-c74380d9d410_story.html https://www.dw.com/en/study-shows-turkish-immigrants-least-integrated-in-germany/a-3975683 https://www.latimes.com/archives/la-xpm-2004-feb-29-op-rodriguez29-story.html https://twitter.com/YoshiObayashi https://americanmind.org/post/to-hell-with-main-street/ https://www.sltrib.com/opinion/commentary/2020/04/24/david-brooks-who-is/ https://www.hofstede-insights.com/product/compare-countries/ The Crippled Epistemology of Extremism by Russell Hardin, https://www.theregreview.org/2013/09/12/12-sunstein-oira-and-public/, https://sci-hub.tw/https://doi.org/10.1017/CBO9780511550478.002 Polls, questions, super chats: https://entropystream.live/app/lukefordlive Listener Call In #: 1-310-997-4596 Bitchute: https://www.bitchute.com/channel/lukeford/ Soundcloud MP3s: https://soundcloud.com/luke-ford-666431593 Code of Conduct: https://lukeford.net/blog/?p=125692 https://www.patreon.com/lukeford http://lukeford.net Email me: lukeisback@gmail.com or DM me on Twitter.com/lukeford Support the show | https://www.streamlabs.com/lukeford, https://patreon.com/lukeford, https://PayPal.Me/lukeisback Facebook: http://facebook.com/lukecford Feel free to clip my videos. It's nice when you link back to the original.

Episode SummaryDr. Vivian Tran, Ph.D. is a second-generation Chinese-American from Boston. She is now the Associate Director at Columbia University with an active voice for the Asian community. During her time in Los Angeles, Vivian was a senior board leader for an Asian community organization. Additionally, Vivian owns and manages rental properties while simultaneously working on a fiction novel, Asian Duckling, and a business to business startup known as A La Carte for small business owners in the food and beverage industry.Vivian and I start off by discussing how she came to be such an active entrepreneur.  We come to find out that it is interesting what $28 will do. After we learn of her humble upbringings that molded the woman she is today, she mentions the work of Dutch social psychologist, Geert Hofstede, his theory of cultural dimensions and how the insights are reflective of her Chinese-American upbringing.  As she was first coming into a leadership role she had to overcome her fear of public speaking which I mention to be one of the things more feared than death according to some studies. As we wrap up Vivian’s vivacious life story, we uncover five components to how she successfully manages her time to be a serial entrepreneur.Spend time laying a solid foundation to make an informed decision or educated guess.Consistently ask “why?”Stare problems and shortcomings straight in the face and tackle them.Don’t be afraid to delegate to partners based on their and your most prominent soft skills.Dedicate 15 to 30 minutes per week to analyzing each venture so you can remain proactive and avoid becoming reactive.We look forward to hearing more from Dr. Tran and will be following her progress with her multiple business ventures. “It’s the competitive spirit inside me to prove people wrong. And, so, the more I hear about ‘you don’t have what it takes’ or ‘this is nonsense, this is not practical.’ The more I hear that the more I go out and find practical solutions.” Episode ResourcesA La Carte website: https://www.alc-cloud.com/Asian Duckling facebook page: https://www.facebook.com/AsianDuckling/Asian Duckling GoFundMe: https://www.gofundme.com/f/3jv49m-asian-duckling-book-seriesFor coaching or business services with Troy visit http://www.lifebuilding.infoBecome a Patron! Production CrewHost: Troy OcarizaGuest: Dr. Vivian Elaina Tran, Ph. DProducer: Troy OcarizaMusic by: Audionautix.com  

Dive into evidence-based practices based on Geert Hofstede's research on culture with international stories and research.

Distinguished social psychologist Geert Hofstede observed the "dominance of technology over culture is an illusion. The software of the machines may be globalized, but the software of the minds that use them is not."  The role of culture in the thought process is so prevalent, yet unstated, that many cultural beliefs and biases are accepted as truths.  These cultural beliefs and biases are commonly infused into behavioral norms identifying behaviors that can be observed.  While historically,these observations have taken place in the physical realm, this talk discusses the findings of cultural markers in the cyber realm.Dr. Sample presents and discusses recent interdisciplinary, evidence-based research using culture-based models of various cyber actors (attackers, defenders and victims)to explain observations in cybersecurity behaviors. These studies were performed over the past several years using public data found in the Zone-H archives. The mining of the Zone-H archives with over 10 million records of raw data allowed for research into behaviors, choices and reasons. By using Hofstede's cultural framework to define culture along with some basic inferential statistics, specific digital identifiers were associated with cultural dimensions, allowing for more accurate modeling of cyber actors based on cultural values.  The results supported Nisbett's observation that people "think the way they do because of the nature of the societies they live in".The  discussion centers on the six dimensions of culture, the values associated with each dimension and examples of those values in cyber space. The six cultural dimensions measure views on values of self-determination, collectivism, aggression,nurturing, uncertain outcomes, holism, instant gratification, and levels of societal openness.  The behavioral traits that associate with the cultural values are behavioral traits that are consistent with cyber behaviors. About the speaker: Dr. Char Sample is the Chief Cybersecurity Research Scientist for the Cybercore division at Idaho National Laboratory. Dr. Sample is a visiting academic at the University of Warwick, Coventry, UK and a guest lecturer at Bournemouth University, Rensselaer Polytechnic University and Royal Holloway University. Dr. Sample has over 20 years experience in the information security industry. Dr. Sample's research focuses on deception, and the role of cultural values in cybersecurity events. More recently she has begun researching the relationship between human cognition and machines. Presently Dr. Sample is continuing research on modeling cyber behaviors by culture, other areas of research are data resilience, cyber-physical systems and industrial control systems.

Torna in auge il progetto di ius culturae, e le posizioni sull’immigrazione si radicalizzano in facile boldrinismo e corrucciato sciovinismo. Eppure il modello delle culture nazionali creato dallo studioso olandese Geert Hofstede può dirci qualcosa sulla capacità del carattere italiano, così mascolino e avverso al cambiamento, di resistere all’ibridazione culturale.

Cowboys, 49ers and Patriots - can we determine anything about a culture based on the sports it plays? Image: KeithJJ via pixabay Things mentioned in this podcast: - Geert Hofstede’s Cultural Dimensions https://data.world/adamhelsinger/geerthofstedeculturaldimension - Hofstede’s methodology https://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1014&context=orpc - All-time Olympic medal table https://www.worldatlas.com/articles/countries-with-the-most-olympic-medals.html For more Cognitive Engineering episodes find us on iTunes, Google Play or wherever you get your podcasts, or add this RSS feed to your preferred player: feeds.soundcloud.com/users/soundcloud:users:219479129/sounds.rss

When is communicating emotion bad for your health? And what is the culture of airports? [20:15] This week, Aaron and Joey talk about sharing feelings, outrage, asking for what you need, "non-places," “Business Men,” and Geert Hofstede. They don’t talk their big dreams for the future of airports. references HuffPost: "Feelings Not Facts" The Atlantic on overindulging versus taking action Marc Augé's Non-Places Forbes: On the Culture of Airports Some Apple corporate travel stats Airports Council International on Geert Hofstede and the relationship between culture and airport satisfaction

How to develop a security culture, interview with Gert Jan Hofstede Understanding the role of culture is crucial if we want to develop a security culture. Especially if we want to have a realistic chance of influencing behaviour, which is probably why we're wanting to develop a security culture in the first place. This is because culture is like a body of water. If you come at the water from high above at too high a velocity with a massive, weighty body of change, the body of water will act like a slab of concrete.  You'll get a very different response, however, if you approach the water from a closer range, at a slower speed and with something more streamlined. You’ll glide through to the underside of the water and be able to explore the intricate inner-workings of the ecosystem contained within. It’s that understanding which will guide your cyber security awareness, behaviour, and culture initiatives towards a greater chance of success.     Gert Jan Hofstede joins us for a second time on the show for Episode 23 of the Re-Thinking the Human Factor Podcast. Gert Jan is a population biologist and social scientist hailing from the Netherlands. His research and publications have provided many with deeper understanding in the areas of cultural evolution, societal change, cultural stability, and how those forces interact with and have influence upon one another. Gert Jan is also known for his work in social simulation as well as for a number of books he has co-written with his father, Geert Hofstede.     “This is where culture is really at its most useful. To know that similar social results… to take a group where it should go, have to be reached by different ways by different routes in different cultures.”     JOIN GERT JAN HOFSTEDE AND BRUCE HALLAS AS THEY DISCUSS: Brexit, and drawing a comparison between the importance of understanding the cultural dimensions at play in Britain, and likewise, the cultural forces at play in one’s organisation.   The importance of recognising and acknowledging that we don’t even recognise our own cultural biases and the errors that lack of understanding of ourselves can cause.   Increased usage of the word 'culture', especially in job titles, as companies strive to develop a security culture.   How the meaning of the word 'culture' can easily differ from organisation to organisation depending on the broader cultural context of the society in which the organisation is situated. This is because the social and technical systems of an organisation are dovetailed in everyday behavioural dynamics   Along with being cognisant of cultural differences, we also needs to learn how to properly interpret those differences. We have to remember that our brains naturally make quick decisions about people and groups, who’s in and who’s out.   Has culture evolved to help us address our deep seated anxiety about the unknown?   The status quo bias - that people stay rooted in doing what they normally do until it gets to the point where it’s a disaster.   You can’t change the culture of a society, but you can change the culture of an organisation, but it’s very hard and takes time.   Influencing an existing culture vs. creating a new security culture, and whether or not one can or should develop a security culture that's separate.   Values dimensions and using a whistleblower. This is an example of how values can influence societal responses to these kinds of people in differing ways depending on the values of the culture within which the whistleblower is situated.   Using a cultural framework to look at incidence reporting in which people report on themselves for their mistakes.   A helpful tip for those working in multicultural environments for working through the behavioural differences they experience.     “I think there’s nothing better than international experience with reflection.”     RESOURCES AND LINKS FOR FURTHER RESEARCH: Gert Jan Hofstede’s first appearance on the Re-Thinking the Human Factor Podcast   MORE ABOUT GERT JAN HOFSTEDE: LinkedIn Website   Please subscribe to the podcast in iTunes, and if you enjoyed this interview, please share with your friends and colleagues and leave a 5 star rating and review.   Thanks for listening and sharing.   Bruce & The Re-thinking the Human Factor Podcast Team

Fresh off a study that identified key factors for comparing national cultures, organizational psychologist Geert Hofstede and his team set off to determine whether similar constructs could be deduced for organizational cultures. The success of this research is detailed in Hofstede's classic 1990 paper, "Measuring Organizational Cultures: A Qualitative and Quantitative Study Across Twenty Cases," published in Administrative Science Quarterly. Through surveys and interviews among members of twenty units within ten large organizations, Hofstede's team proposed six distinct determinants of organizational culture that could be compared and contrasted across all organizations.Please also join us in welcoming 2 new podcast hosts - Jarryd and Frithjof!

1:24 Introduction of our guest Kimlee 2:23 Blerding Out Bola - Networking events: CreativeMornings and Untold RVA 8:46 Blerding Out Kimlee - Movies: Slenderman, The Meg, Sharknados, To All the Boys I Loved Before 11:53 Netflix adding ads/praising skip button 14:57 Blerding Out Whitney - Dear Evan Hansen 17:50 Blerding Out Whitney 2 - Steven Universe 21:17 Opening Act - “Bao” 21:49 “Danger” - Mystikal 22:29 “Bao” again 30:15 Geert Hofstede's Cultural Dimensions https://geerthofstede.com/culture-geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/ 33:00 Pitch Perfect 33:52 Crazy Rich Asians 34:23 Constance Wu is from RVA!!!! https://www.popsugar.com/entertainment/Who-Plays-Rachel-Chu-Crazy-Rich-Asians-45130865 36:30 First all-asian cast movie since The Joy Luck Club 38:00 Harry Shum, Jr. - Crazy Rich Asians sequels 39:00 Kimlee's perspective 39:53 Twitter story highlight, “A Personal Story Shows Why Representation Can Be Powerful” https://twitter.com/lumenavi/status/1030846860729233408?s=09 46:12 Crazy Rich Asians - Traditional RomCom 48:58 Asian tropes in Crazy Rich Asians 50:48 Kdrama- I Do I Do 52.54 Astrid 53:53 Humans 55:00 Astrid Storyline 58:07 Fashion/bachelorette party 1:00:26 The Wedding 1:02:24 No plus size asians 1:03:32 Henry Golding is a fine leading man 1:06:30 Internal struggle of two cultures 1:07:30 Ending - Show, not Tell 1:11:11 Where were the dads? 1:13:0 The claws were out - Grandma and mom 1:17:56 Chinese versions of Pop english songs and Twitter story highlight, “An emotional letter from the director of Crazy Rich Asians convinced Coldplay to let Yellow in the filming” https://twitter.com/i/moments/1031675628318150657 Intro and Outro music is “Twilight” by Capshun Find him on SoundCloud at https://soundcloud.com/capshun Show Notes by Bola Hanson Audio engineering by Whitney Booker Show Contact Info: Email: blerdtalkbw@gmail.com Instagram: https://www.instagram.com/blerdtalkbw/ Twitter: https://twitter.com/BlerdTalkBW Bola's contact info: Twitter: https://twitter.com/bolastorybee Instagram: https://www.instagram.com/bolastorybee/ YouTube: https://www.youtube.com/channel/UCSOXQ6Tc_i81DlWSqCC78Ig/featured Whitney's company contact info: Email: whit@lumenavi.com Twitter: https://twitter.com/lumenavistudios --- Send in a voice message: https://anchor.fm/blerdtalk-with-bola-and-whitney/message

1:24 Introduction of our guest Kimlee2:23 Blerding Out Bola - Networking events: CreativeMornings and Untold RVA8:46 Blerding Out Kimlee - Movies: Slenderman, The Meg, Sharknados, To All the Boys I Loved Before11:53 Netflix adding ads/praising skip button14:57 Blerding Out Whitney - Dear Evan Hansen17:50 Blerding Out Whitney 2 - Steven Universe21:17 Opening Act - “Bao”21:49 “Danger” - Mystikal22:29 “Bao” again30:15 Geert Hofstede’s Cultural Dimensionshttps://geerthofstede.com/culture-geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/33:00 Pitch Perfect33:52 Crazy Rich Asians34:23 Constance Wu is from RVA!!!!https://www.popsugar.com/entertainment/Who-Plays-Rachel-Chu-Crazy-Rich-Asians-4513086536:30 First all-asian cast movie since The Joy Luck Club38:00  Harry Shum, Jr. - Crazy Rich Asians sequels39:00 Kimlee’s perspective39:53 Twitter story highlight, “A Personal Story Shows Why Representation Can Be Powerful”https://twitter.com/lumenavi/status/1030846860729233408?s=0946:12 Crazy Rich Asians - Traditional RomCom48:58 Asian tropes in Crazy Rich Asians50:48 Kdrama- I Do I Do52.54 Astrid53:53 Humans55:00 Astrid Storyline58:07 Fashion/bachelorette party1:00:26 The Wedding1:02:24 No plus size asians1:03:32 Henry Golding is a fine leading man1:06:30 Internal struggle of two cultures1:07:30 Ending - Show, not Tell1:11:11 Where were the dads?1:13:0 The claws were out - Grandma and mom1:17:56 Chinese versions of Pop english songs and Twitter story highlight, “An emotional letter from the director of Crazy Rich Asians convinced Coldplay to let Yellow in the filming”https://twitter.com/i/moments/1031675628318150657Intro and Outro music is “Twilight” by Capshun           Find him on SoundCloud at https://soundcloud.com/capshunShow Notes by Bola HansonAudio engineering by Whitney Booker Show Contact Info:Email: blerdtalkbw@gmail.comInstagram: https://www.instagram.com/blerdtalkbw/Twitter: https://twitter.com/BlerdTalkBW Bola’s contact info:Twitter: https://twitter.com/bolastorybeeInstagram: https://www.instagram.com/bolastorybee/YouTube: https://www.youtube.com/channel/UCSOXQ6Tc_i81DlWSqCC78Ig/featured Whitney’s company contact info:Email: whit@lumenavi.comTwitter: https://twitter.com/lumenavistudios

Welkom bij Zaanse Zaken. De ondernemerspodcast van de Zaanstreek. Opgenomen op vrijdag 25 mei 2018 in Zaan2Connect bij Rabobank Zaandam. Onze hoofdgast is Erik Aapkes. Met hem praten we o.m. over het verbeteren van organisatiestructuren, werken in andere landen / culturen, mediation en de hectiek van het moderne leven met al zijn prikkelingen. Ook schuift Bart de Wit (Rabobank) aan om ons meer te vertellen over Zaan2Connect. De locatie waar we voor het eerst hebben opgenomen. Erik Aapkes studeerde commerciële economie, had verschillende functies bij Rothmans Nederland (tabak producent), waarna hij general manager werd van Rothmans op de Canarische eilanden. Rolde vervolgens de voedingsindustrie in, eerst bij Cadbury (chocola) daarna werkte hij zo’n 7 jaar bij McCain (aardappelen) als oa Sales & Marketing Director en Country manager Nordics & Baltics (Kopenhagen). Tegenwoordig is hij Director of capiblitity development bij Blueprint Management Consultants en eigenaar van Aprendix Capability Development. In het deel over werken in andere culturen heeft Aapkes het over Geert Hofstede. Meer info over deze auteur is o.a. te vinden op de volgende WIKI: https://nl.wikipedia.org/wiki/Geert_Hofstede De presentatie is deze uitzending is handen van Katja Zwart en Edwin Kleiss. Deze podcast is naast Soundcloud te beluisteren in de diverse podcast apps. Laat een beoordeling na in de iTunes podcast store via: https://itunes.apple.com/nl/podcast/zaanse-zaken-de-ondernemerspodcast-van-de-zaanstreek/id1339329305?mt=2

I'll bet you've heard your students complain about where they live...the community where you teach them by the way. I did my share of whining when I was a teen. I felt like little New Concord, Ohio was nowhere. And yet, there's virtually no nowhere anymore! We all live and function in a global economy. If your students don't believe it, have them conduct a simple inventory of what they're wearing and carrying. Ask them to record where all of their possessions are manufactured. I'll bet they're not lugging around to much Made in the USA.Unfortunately, some in our nation would like be isolated. This is a fool's errand. Students, on the other hand, who embrace the international nature of modern existence will prosper. Teachers, therefore, have an obligation to help students pursue and master this paradigm. To help in this quest, today's episode will feature the urbane Brad Gosche. Brad is the Vice-President of Education and Communication at the Columbus Council on World Affairs. Here's the council's two-fold mission:To be the leading nonpartisan, globally-focused organization in the Columbus Region. The Council fosters a community that is well-informed about critical international issues as they affect the world, nation and the local region, and whose citizens utilize this insight to make effective decisions in our global society.This episode will not only inspire you to include a global perspective in your curriculum, it will also provide two outstanding activities you can employ tomorrow. The first is Geert Hofstede's country comparison model. The second is taking your kids on a wonderful Trip to Mintana. Please listen to this powerful episode for descriptions of and solid ideas about how to use each.

The relationship between culture and security is an important one and one that is discussed a lot. Unfortunately, many people miss the point somewhat when exploring culture and security. The obvious place to start is the security culture within an organisation, but let’s not dismiss organisational culture too quickly. Better still, let’s also take a look at industry culture and national culture. So you see, when we start looking at culture and security, there’s more to it than we might initially assume. So we thought this would make an excellent podcast episode. Today, Bruce is joined by Gert Jan Hofstede. Gert Jan is a population biologist and social scientist hailing from the Netherlands whose research and publications have provided many with deeper understanding in the areas of cultural evolution, societal change, cultural stability, and how those forces interact with and have influence upon one another. He is also known for his work in social simulation as well as for a number of books he has co-written with his father, Geert Hofstede. In this episode, Bruce and Gert Jan discuss a wide variety of organization and culture-related topics that have important implications for the Cyber Security industry. “It is as if you were a fish and they asked you to describe the air… If you’ve always lived in one place in the world, then it’s very hard for you to see that behaviors from another place that seem strange, illegal, ridiculous… that those behaviors can make sense, but within a larger [cultural] system.” Join Bruce and Gert Jan in this episode of Re-thinking the Human Factor as they explore: How awareness of cultural differences (or lack thereof) can be an opportunity for greater collaboration between groups, or greater friction, and how this awareness contributes to one’s ability to understand and effectively communicate cross-culturally The need for organizations to achieve a sense of mutual cultural understanding as the starting place for implementing organizational change rather than striving to achieve cultural homogenization as the means for implementing that change Different perceptions of what cultural differences mean to an organization (barrier to progress, a catalyst for a breakthrough, etc.), and the importance of realizing that these differences do exist so that one can begin to try and understand them as a means of navigating the challenges and growth potential afforded by these differences The importance that “cultural ambassadors” within an organization be, first and foremost, acceptable to the cultural audience whom they seek to address 4 helpful cultural metaphors to help with navigating cross-cultural organizational communication: The Family (Asia and Africa) The Machine (Germanic/Northern Italy type of region) The Market (Anglo-Saxon, the UK and North America) The Pyramid (the Mediterranean and Slavic countries) MORE ABOUT GERT JAN HOFSTEDE, HIS BOOKS, AND HIS RESEARCH: Associate Professor at the Information Technology Group at Wageningen University & Research // Population biologist and social scientist in information management and social simulation // Interested in the interplay of the contrasting forces of cultural evolution, societal change and cultural stability. Gertjanhofstede.com   Please subscribe to the podcast in iTunes, and if you enjoyed this interview, please share with your friends and colleagues and leave a 5 star rating and review.   Thanks for listening and sharing.   Bruce & The Re-thinking the Human Factor Podcast Team

With cultural dimensions such as Power Distance, Individualism, Masculinity, Uncertainty Avoidance, and Long Term Orientation as she sites the research of professor Geert Hofstede, Gert Jan Hofstede, Michael Minkov and their research teams. Jennifer brings her years of experience as a Business Analyst, Change Manager, and QA in a Global organization as well as some research by country helping … Continue reading #002 – Managing Change in a Global Environment with Jennifer Bedell The post #002 – Managing Change in a Global Environment with Jennifer Bedell appeared first on Managing Projects: A Project Management Podcast and blog.

16 - Talking Rider to Rider http://www.mediafire.com/download/g484j4eqqxkfddf/KitchenTableAlchemy016.mp3 We talk with guest Carolina Krawarik-Graham on how to have difficult conversations around race and equality, as well as how to confront the unconscious biases hiding in our own minds. Here are links to the authors and resources we mentioned in this episode: Geert Hofstede’s Cultural Dimensions Theory (Wikipedia has a pretty good overview) https://en.wikipedia.org/wiki/Hofstede%27s_cultural_dimensions_theory White Supremacy Culture – Tema Okun (two similar versions) http://www.cwsworkshop.org/PARC_site_B/dr-culture.html and http://dismantlingracism.org/Dismantling_Racism/liNKs_files/whitesupcul09.pdf The White Ladder - Tema Okun http://www.cwsworkshop.org/pdfs/CARC/White_Identity/4_Life_Long_Journey.PDF Tema Okun The Emperor Has No Clothes What is White Supremacy? by Elizabeth "Betita" Martinez The Culture of White Supremacy by Sharon Martinas A few quick tips for countering oppression ~ Don't make and/or Challenge your assumptions. Eric Law talks about how ~ Ask Questions - Demonstrate “Holy Curiosity” ~ Be mindful of your (white, male, economic, relational, educated, accredited, clergy, professional, hetero, cis, "been around for forever", etc.) privilege in any given interaction and/or space and think about how to best equalize the power dynamic. ~ Consider that everyone has more identities (and history) than you're aware of. No one is just a race + gender expression + orientation. Our identities are infinite. ~ Welcome discomfort. There's so much more opportunity there. ~ Be mindful of how much space you claim, and what that might mean for others. ~ Don't touch people (or things) without explicit consent. Not everyone responds to touch the same way, not all "friendly" touch is appropriate. ~ Be mindful of your language and that there may be someone within earshot to whom it may be exclusionary/hurtful. ~ Try to Listen more than you speak. ~ When you speak, speak (only) for yourself (unless requested to speak for a group). ~ Don't make a member of a marginalized group responsible for your education about issues of marginalization and oppression. Seek out those allied people and groups (like ARE) dedicated to helping with that. ~ Be aware that your intent will not always = the impact of your words & actions. ~ Try not to take things personally. ~ Be open to learning. ~ Exercise humility. ~ Remember that not everyone has the same information! Share respectfully if you have the opportunity.

Asetila Köstinger comes originally from Albania and lives today in Ankara (Turkey). She was previously also living in Austria and Moldova with her husband and son. She holds a master in International Business and is completing a Doctorate of Philosophy in Management. Asetila is an EU project manager, trainer and an expert in international development. Astelia also manages her Austrian consulting and training company, Köstinger Consulting (http://www.koestinger-consulting.com) , that focuses in export management competitiveness, international marketing and intercultural management. While relocating with her family she took on various trainings and even worked for free to learn more about international development. Thanks to this experience she could add an extra added value to her portfolio and to her clients in international development.. Glimpse on Asetila's insights in this episode: How to tailor make a career in relocation. How to get new skills in a new country and a new industry. What are the advantages of being an expat partner. Asetila's book recommendation: Cultures and organizations: software of the mind (http://www.amazon.com/Cultures-Organizations-Software-Mind-Third/dp/0071664181/ref=sr_1_1?ie=UTF8&qid=1455400969&sr=8-1&keywords=cultural+organization+software+of+the+mind) by Geert Hofstede, Gert Jan Hofstede and Michael Minkov. Find Asetila Köstinger: Web:  www.koestinger-consulting.com (http://www.koestinger-consulting.com) Email:  asetila@koestinger-consulting.com (mailto:asetila@koestinger-consulting.com)

Bonni Stachowiak Teaching in Higher Ed We mentioned a recent article that featured Bonni’s podcast in The Chronicle of Higher Education: Improving My Teaching via Podcast Question from Jane As a new migrator from China who continues career (IT area specifically) in a western country, I wonder whether you can provide some advice what are the major barriers for us migrators to move up to a manager position. If you could provide some insights from employer's point of view would be super helpful. Bonni mentioned the work of Geert Hofstede on power distance and other cultural dynamics. Another resource is his book Cultures and Organizations: Software of the Mind*. Question from Michael I am an avid listener and enjoy the show. I am a VP, Sales/Director of Client Services managing a remote team of 11. We have a 30 minute weekly team meeting for which we do set an agenda and stick to it. However, I feel that most of this information can probably be communicated via email. I speak to each person at least once a day and I schedule 1:1 meetings once per month and wondered what your thoughts are on weekly team meetings that are not project related? Is there any benefit to having them or will canceling them have a negative impact? Dave mentioned episode 173 of Carnegie Coach: Three Ways to a Great Standing Meeting Here are the three agenda items Dave suggested for standing meetings: A recent accomplishment A recent lesson learned others may benefit from Where you most need assistance Question from Christina My division of my company was just merged with another company, a company that has a rather different business model and philosophy than the one I've been with for 12 years. I am wondering if you have any suggestions on how to handle the various potential challenges that come along with mergers? Aside from the uncertainty of security (which I am mostly comfortable with), it's expect there to be some struggles with meshing into a company that appears to want to eliminate or change a lot of our processes. Is it good to push back and try to demonstrate why our model may be a good fit with their model? Or do I just concede that the new company's way is "the" way? Bonni and Dave mentioned the Robert Cialdini video on the Science of Persuasion, based on his bestselling book Influence: The Psychology of Persuasion*. Question from Danielle I am in the process of creating a presentation for a training that will focus on our new employee evaluation system. More specifically, one section of the training will hone in "goal-setting," however the supervisors create the goals ahead of time and ask the employees to sign off on them. My question is, how can I develop content on "goal-setting," if the employees goals are already "set" for them? If you have any resources or words of wisdom that could assist me in this process, I would greatly appreciate it. Bonni and Dave mentioned The Checklist Manifesto* by Atul Gawande. He also wrote a more recent bestseller, Being Mortal*. Dave also mentioned two Coaching for Leaders resources: What To Do When Employees Hesitate On Long-Term Goals Coaching for Leaders episode 15: Get Specific With Goals Question from Marco I am a huge fan of your podcast. It has pretty much been the sole source of our growth of management and leadership for my brother and I and I am currently heading a leadership curriculum where I use your podcast as a "text book." I wanted to reach out because sometimes it is hard for me to apply the knowledge I am learning to our businesses. It is difficult to apply several of these episodes to our managers and shift leads because our employees don't have any prior knowledge or experience in leadership or management and our organization is small. I feel a lot of the principles you teach and examples you use are very applicable to larger businesses with degree holding employees who are more capable before coming into work.

Bonni Stachowiak Teaching in Higher Ed We mentioned a recent article that featured Bonni’s podcast in The Chronicle of Higher Education: Improving My Teaching via Podcast Question from Jane As a new migrator from China who continues career (IT area specifically) in a western country, I wonder whether you can provide some advice what are the major barriers for us migrators to move up to a manager position. If you could provide some insights from employer's point of view would be super helpful. Bonni mentioned the work of Geert Hofstede on power distance and other cultural dynamics. Another resource is his book Cultures and Organizations: Software of the Mind*. Question from Michael I am an avid listener and enjoy the show. I am a VP, Sales/Director of Client Services managing a remote team of 11. We have a 30 minute weekly team meeting for which we do set an agenda and stick to it. However, I feel that most of this information can probably be communicated via email. I speak to each person at least once a day and I schedule 1:1 meetings once per month and wondered what your thoughts are on weekly team meetings that are not project related? Is there any benefit to having them or will canceling them have a negative impact? Dave mentioned episode 173 of Carnegie Coach: Three Ways to a Great Standing Meeting Here are the three agenda items Dave suggested for standing meetings: A recent accomplishment A recent lesson learned others may benefit from Where you most need assistance Question from Christina My division of my company was just merged with another company, a company that has a rather different business model and philosophy than the one I've been with for 12 years. I am wondering if you have any suggestions on how to handle the various potential challenges that come along with mergers? Aside from the uncertainty of security (which I am mostly comfortable with), it's expect there to be some struggles with meshing into a company that appears to want to eliminate or change a lot of our processes. Is it good to push back and try to demonstrate why our model may be a good fit with their model? Or do I just concede that the new company's way is "the" way? Bonni and Dave mentioned the Robert Cialdini video on the Science of Persuasion, based on his bestselling book Influence: The Psychology of Persuasion*. Question from Danielle I am in the process of creating a presentation for a training that will focus on our new employee evaluation system. More specifically, one section of the training will hone in "goal-setting," however the supervisors create the goals ahead of time and ask the employees to sign off on them. My question is, how can I develop content on "goal-setting," if the employees goals are already "set" for them? If you have any resources or words of wisdom that could assist me in this process, I would greatly appreciate it. Bonni and Dave mentioned The Checklist Manifesto* by Atul Gawande. He also wrote a more recent bestseller, Being Mortal*. Dave also mentioned two Coaching for Leaders resources: What To Do When Employees Hesitate On Long-Term Goals Coaching for Leaders episode 15: Get Specific With Goals Question from Marco I am a huge fan of your podcast. It has pretty much been the sole source of our growth of management and leadership for my brother and I and I am currently heading a leadership curriculum where I use your podcast as a "text book." I wanted to reach out because sometimes it is hard for me to apply the knowledge I am learning to our businesses. It is difficult to apply several of these episodes to our managers and shift leads because our employees don't have any prior knowledge or experience in leadership or management and our organization is small. I feel a lot of the principles you teach and examples you use are very applicable to larger businesses with degree holding employees who are more capable before coming into work.

Geert Hofstede's book 'Culture's Consequences' (1980) has been and continues to be a major text for research within cross culture domain of international management. Professor Gavin Jack talks to Neville Bell about of the problems with Hofsteade's framework and how it can still be critically useful. Find out more about the online Masters of Business Administration at http://online.latrobe.edu.au Copyright 2014 La Trobe University, all rights reserved. Contact for permissions.