Inter-cultural Communication
Date
January 27, 2025
Categories
Multimedia Industry
Keywords
Multinational, multicultural, diversity, inclusivity & technology
Except
Case study
Overview
This case study focuses on how a multinational company integrates Dutch cultural values into its daily operations while navigating the challenges of working in an international environment. It examines how cultural dimensions, such as Hofstede’s concepts of power distance, individualism, and uncertainty avoidance, manifest in a real-life workplace environment. Through an interview and analysis, the study highlights how the company encourages open dialogue and inclusivity to bridge cultural differences. It also sheds light on the delicate balance between respecting local cultural norms and meeting the demands of a global organization, all while striving for a supportive and sustainable work environment.
At its foundation, the case study explores the company’s efforts to foster a workplace where employees from diverse backgrounds feel valued and respected. The organization builds a culture of collaboration and understanding through initiatives like diversity training, celebrating cultural holidays and using advanced tools to overcome language barriers. By prioritizing work-life balance and encouraging flexible working arrangements, the company ensures that employees can flourish both personally and professionally. This study demonstrates how embracing cultural differences, and prioritizing inclusivity can lead to a more harmonious and successful workplace.
Hofstede Dimensions
Power Distance
The interviewee highlighted that communication within the multinational tech company is characterized by directness and a less hierarchical structure. This means that the opinion of a director is valued the same as that of an employee, which is quite reflective of the Dutch Power Distance score of 38. This score indicates a preference for flat hierarchies and a strong emphasis on equality and accessibility in leadership (Hofstede et al., 2002). The interviewee noted that the company’s leadership style is a blend of global and Dutch cultural values, emphasizing openness and flexibility. While the company has a strong American influence, it also embraces international diversity, reflecting a mix of cultural practices (Interview, January 11, 2025). This blend creates a unique environment where employees feel valued and heard, regardless of their position within the company.
Individualism vs. Collectivism
The Netherlands scores high on individualism (80), which is evident in the emphasis on personal autonomy and self-reliance (Hofstede et al., 2002). The interviewee emphasized that despite this individualistic tendency, the multinational tech company fosters an open dialogue and empathy to resolve cultural misunderstandings. This approach helps balance the individualistic nature of Dutch culture with the need for collaboration and understanding in a diverse workplace (Interview, January 11, 2025). For instance, the interviewee mentioned that cultural misunderstandings often arise due to the directness of Dutch communication, which can be perceived as impolite by other cultures. By promoting open dialogue and empathy, the multinational tech company ensures that these misunderstandings are ad-dressed constructively, fostering a more inclusive and harmonious work environment.
Masculinity vs. Femininity
With a low masculinity score of 14, Dutch culture values work-life balance, equality, and nurturing relationships (Hofstede et al., 2002). The interviewee mentioned that work-life balance is a significant topic at the multinational tech company, with respect for personal time being a priority. However, maintaining this balance can be challenging due to varying practices across different countries within the company (Interview, January 11, 2025). For example, while Dutch employees might prioritize leaving work on time to maintain a healthy work-life balance, employees from other cultures might view long working hours as a sign of dedication. The multinational tech company addresses these differences by promoting a culture of respect and understanding, ensuring that all employees feel supported in maintaining their preferred work-life balance.
Uncertainty Avoidance
The Netherlands has a moderate score of 53 in uncertainty avoidance, indicating comfort with ambiguity but a preference for clarity in business practices (Hofstede et al., 2002). The interviewee shared that cultural misunderstandings often arise from the directness of Dutch communication, which can be perceived as impolite by other cultures. This highlights the importance of clear and empathetic communication within the company (Interview, January 11, 2025). For instance, Dutch employees might be straightforward in their feedback, which can be misinterpreted by colleagues from cultures that value more indirect communication. By fostering an environment of open dialogue and empathy, the multinational tech company helps bridge these cultural gaps, ensuring that all employees feel understood and respected.
Long-Term vs. Short-Term Orientation
Scoring 67 on long-term orientation, Dutch culture is focused on future planning and sustainability (Hofstede et al., 2002). The multinational tech company reflects this by implementing mandatory training on diversity and inclusivity, ensuring a sustainable and inclusive work environment for all employees (Interview, January 11, 2025). The interviewee mentioned that these training programs include various forms such as discussions, lunches, and high-tech events like 3D training exercises. These initiatives not only promote a deeper understanding of different cultural perspectives but also help employees develop the skills needed to navigate a diverse workplace effectively.
Indulgence vs. Restraint
With a high score of 68 on indulgence, Dutch culture supports personal freedom and self-expression (Hofstede et al., 2002). The multinational tech company fosters this by encouraging flexible meeting structures and promoting a good work-life balance. Employees have the option to attend meetings physically or virtually, accommodating diverse needs and preferences (Interview, January 11, 2025). The interviewee highlighted that this flexibility is crucial in ensuring that all employees feel comfortable and supported in their work environment. For example, employees with family commitments can choose to attend meetings virtually, allowing them to balance their professional and personal responsibilities more effectively.
Outcome
The interview with the interviewee revealed that the multinational tech company successfully integrates Dutch cultural values with the company’s global practices. The direct communication style, emphasis on work-life balance, and inclusive leadership reflect the Dutch cultural dimensions. However, the company also adapts to the diverse backgrounds of its employees, creating a unique blend of global and local practices. This approach not only enhances employee satisfaction but also promotes a more inclusive and productive work environment (Interview, January 11, 2025).
By acknowledging and addressing cultural differences, the tech company exemplifies how multinational companies can successfully navigate and integrate diverse cultural values. This not only benefits the employees but also contributes to the overall success and sustainability of the organization. The company’s emphasis on diversity and inclusivity training helps employees develop a deeper understanding of different cultural perspectives, fostering a more harmonious and collaborative work environment. Additionally, the flexible meeting structures and respect for work-life balance ensure that all employees feel supported and valued, regardless of their cultural background.
Moreover, the company’s commitment to inclusivity is evident in its celebration of various cultural holidays and events. For example, the interviewee mentioned that the company celebrates Chinese New Year with activities like a dancing dragon, special foods and drinks, and discussions about the culture. These celebrations are not just for employees from that specific region but for all employees, including Dutch and others, to join and experience different cultures (Interview, January 11, 2025). This practice helps in building a sense of community and belonging among employees, further enhancing the inclusive work environment.
The use of advanced technological tools also plays a significant role in bridging communication gaps within the company. The interviewee highlighted the use of a collaboration platform that includes chat, video conferencing, and file sharing in business solutions that automatically translate languages in ser-vice centers. These tools facilitate smoother communication and collaboration, ensuring that language barriers do not hinder productivity or teamwork. Additionally, the use of Copilot for real-time translation further enhances the efficiency and effectiveness of communication within the company (Interview, January 11, 2025).
Furthermore, the company’s leadership style, which blends global and Dutch cultural values, promotes openness and flexibility. The interviewee noted that the company has a strong American influence but also embraces international diversity. This inclusive approach is reflected in the decision-making process, which values the input of all employees, regardless of their position. By promoting a consensus-based approach, the multinational tech company ensures that diverse perspectives are considered, leading to more innovative and effective solutions (Interview, January 11, 2025).
In conclusion, the company serves as a model for how multinational companies can successfully integrate diverse cultural values into their organizational practices. By fostering an inclusive and supportive work environment, the company not only enhances employee satisfaction and productivity but also contributes to its overall success and sustainability. The emphasis on diversity and inclusivity, flexible working arrangements, and the use of advanced technological tools create a dynamic and thriving workplace that attracts and retains top talent from around the world.
Possible solution
A possible problem that occurs within the international company is the possibility of cultural misunderstandings. This problem arises as people do not realize that a saying or way of expressing something is not standard in every language or culture. An example of this is the Dutch culture, where people tend to be very direct. People tend to say ‘yes’ or ‘no’ without thinking of the effect these direct words can have on others. A solution to the problem of cultural misunderstandings is having an open dialogue. During an open dialogue, everyone participating in the conversation has an equal voice, and their hierarchy in the company is not considered. Important aspects of an open dialogue are listening, curiosity and transparency. Everyone is considerate of each other and does not try to push their own agenda. That is how different cultures can have a conversation where everybody feels respected and heard, effectively solving the problem of cultural misunderstandings.
Authors
Lieke de Vaal (www.linkedin.com/in/lieke-de-vaal-b41a6b2ab)
Student: International Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2025
Jasper Woltjes (https://www.linkedin.com/in/jasper-floris-woltjes-3b16381b8/)
Student: International Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2025
Lisa Wolkers (https://www.linkedin.com/lisa-wolkers)
Student: Creative Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2025
Annelies Steendam Visser (https://www.linkedin.com/in/annelies-steendam-visser-93504228b/)
Student: Business Administration Amsterdam University of Applied Sciences
Block 2, Semester 1, 2025
Ivan Mosiienko (https://www.linkedin.com/in/ivan-mosiienko-452832345/)
Student: International Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2025
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