Overview
Four students from Amsterdam University of Applied Science conducted an interview with an intercultural manager who was born and lives in the Netherlands but also gained professional experience in the United States. He currently manages an international team in a multinational company.
The interview shed light on the challenges and insights derived from managing a team with diverse cultural backgrounds. One notable observation made during the interview was the disparity in attitudes towards punctuality between Dutch and American cultures. While the Dutch consider it prohibitive to be late to an appointment or meeting, the American culture also finds it inhibitive to arrive late, reflecting a shared value for punctuality.
A significant source of conflict within the company was the differing communication styles. The Dutch heavily rely on written communication, whereas face-to-face interaction is favored in other cultures like America. This reliance on written communication often leads to misunderstandings among team members, hindering effective information exchange.
Additionally, perceptions of work-life balance varied among team members. The Dutch tend to avoid contacting colleagues outside working hours, while Americans adopt a more fluid approach to communication and collaboration.
To address and prevent cultural conflicts, the manager emphasized the importance of fostering cultural awareness and providing cultural competency training. Open channels for dialogue were also deemed crucial in creating an environment that encourages understanding and appreciation of diverse perspectives. By implementing these strategies, the organization can enhance collaboration and mitigate potential conflicts arising from cultural differences.
Hofstede Dimensions
Hofstede’s cultural dimensions theory is a framework used to understand cultural differences across countries and their impact on various aspects of society, including business, communication, and management.
The theory identifies six dimensions: Power Distance (PDI), Individualism vs. Collectivism, Masculinity vs. Femininity, Uncertainty Avoidance (UAI), Long-Term Orientation vs. Short-Term Normative Orientation, and Indulgence vs. Restraint. These dimensions provide a framework for understanding cultural differences and their impact on various aspects of society. They are expressed on a scale from 0 to 100, with each country having its unique position on each dimension. Hofstede’s cultural dimensions theory is widely used in fields such as cross-cultural psychology, international management, and cross-cultural communication (Nickerson, 2023).
In the figure below you will find the Hofstede dimensions of the two analyzed cultures within an organization.
Outcome
Following the discussion, several key outcomes emerged, emphasizing the importance of fostering cultural awareness and open communication channels to mitigate conflicts arising from cultural differences.
During the interview, the students delved into various aspects of intercultural dynamics, addressing topics such as attitudes towards punctuality, communication styles, and perceptions of work-life balance.
Sample questions posed during the interview included:
- How do cultural differences impact attitudes towards punctuality within your team?
- Can you elaborate on the challenges posed by differing communication styles among team members?
- How do perceptions of work-life balance vary across cultures within your team?
In response to these inquiries, the manager provided illuminating insights based on his experiences and observations in his moral circle. For instance, he highlighted the clash between Dutch and American perspectives on punctuality, emphasizing that both cultures value timeliness, albeit for slightly different reasons.
Regarding communication styles, the manager shared examples of how reliance on written communication by the Dutch often led to misunderstandings within the team, particularly when conveying nuanced information or resolving conflicts. This underscored the need for fostering face-to-face interactions and promoting clearer communication channels.
Furthermore, the discussion on work-life balance revealed varying cultural norms, with the Dutch preferring boundaries between work and personal life, while other team members adopted a more flexible approach to communication outside office hours.
To sum it up, the interview underscored the importance of proactive measures to enhance cultural understanding and collaboration within diverse teams. By implementing strategies such as cultural competency training and promoting open dialogue, organizations can create an inclusive environment where diverse perspectives are valued, and conflicts are effectively managed. This highlights the significance of cultural awareness in fostering successful team dynamics in today’s globalized workforce.
Possible solutions
Cultural conflicts in organizations can be addressed through various strategies. Cross-cultural training can help employees understand and navigate cultural differences, while diverse leadership teams can foster a more inclusive environment. Open communication among team members from diverse backgrounds can help address conflicts early and promote collaboration. Understanding cultural norms and values can prevent misunderstandings and conflicts. Adapting communication styles to accommodate different cultural preferences is essential. Emotion management is crucial when dealing with cultural conflicts. Collaborating on solutions focuses on the interests and needs of both parties, rather than positions or demands. Celebrating diversity and following a systematic phased work approach can help resolve conflicts. These strategies can transform cultural conflicts into opportunities for personal growth, organizational development, and societal progress (Naeem, 2023).
Authors
Daria Botshekan (LinkedIn)
Student: International Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2024
lsabella Afriyie (LinkedIn)
Student: International Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2024
Lars van Kempen (LinkedIn)
Student: CE Amsterdam University of Applied Sciences
Block 2, Semester 1, 2024
Aaron Abrahamse (LinkedIn)
Student: International Business Amsterdam University of Applied Sciences
Block 2, Semester 1, 2024
Reference List
- Naeem, M. (2023, October 8). Addressing Cross-Cultural Conflicts in the workplace – polonious. Polonious. https://www.polonious-systems.com/cross-cultural-conflicts-in-workplaces/
- Nickerson, C. (2023, October 24). Hofstede’s Cultural Dimensions Theory & Examples. Simply Psychology. https://www.simplypsychology.org/hofstedes-cultural-dimensions-theory.html