文化分析模式

1、Prescribe HALL s context and HOFSIEDEs Network and Implications for international business activities簡(jiǎn)述HALL和HOFSIEDE的文化分析模式及對(duì)國(guó)際商務(wù)活動(dòng)的啟示Halls High-context and Low-context cultural patternEdward Hall provides a very important tool for examining cultural difference by which he distinguishes among cultur

2、es on the basis of the role of context in communication.High context refers to societies or groups where people have close connections over a long period of time. Many aspects of cultural behavior are not made explicit because most members know what to do and what to think from years of interaction

3、with each other. Your family is probably an example of a high context environmentLow context refers to societies where people tend to have many connections but of shorter duration or for some specific reason. In these societies, cultural behavior and beliefs may need to be spelled out explicitly so

4、that those coming into the cultural environment know how to behaveHigh and Low context differ in the ways that the structures of relationships and main type of cultural knowledge. High context cultural means dense structure of relationship, longterm relationships in which relationship is more import

5、ant than task and more knowledge of this culture is below the waterline which is to say that its hard to explain even if you are a member of that culture. While its opposite in the Low context cultural pattern.High contexts can be difficult to enter if you are an outsider (because you dont carry the

6、 context information internally, and because you cant instantly create close relationships). Low contexts are relatively easy to enter if you are an outsider (because the environment contains much of the information you need to participate, and because can you form relationships fairly soon, and bec

7、ause the important thing is accomplishing a task rather than feeling your way into a relationship). Remember that every culture and every situation has its high and low aspects. Often one situation will contain an inner high context core and an outer low context ring for those who are less involved.

8、When you enter a high context situation, it doesnt immediately become a low context culture just because you came in the door! It is still a high context culture and you are just (alas), ignorant. Also, even low context cultures can be difficult to learn: religious dietary laws, medical training, an

9、d written language all take years to understand. The point is that that information has been made conscious, systematic, and available to those who have the resources to learn it.Hofstedes dimensionsGeert Hofstede conducted the most famous study of how culture relates to values in the workplace, fro

10、m which Hofstede isolated four dimensions that he claimed summarized different cultures -power distance, uncertainty avoidance, individualism versus collectivism, and masculinity versus femininity, Confucian dynamism.Power distance dimension focused on how a society deals with the fact that people a

11、re unequal in physical and intellectual capabilities. High power distance cultures were found in countries that let inequalities grow over time into inequalities of power and wealth.Individualism versus collectivism dimension focused on the relationship between the individual and his or her fellows.

12、 In individualistic societies, the ties between individuals were loose and individual achievement and freedom was highly valued.Uncertainty avoidance dimension measured the extent to which different cultures socialized their members into accepting ambiguous situations and tolerating uncertainty. Mem

13、bers of high uncertainty avoidance cultures placed a premium on job security, career patterns, retirement benefits, and so on. They also had a strong need for rules and regulations; the manager was expected to issue clear instructions, and subordinated initiatives were tightly controlled.Masculinity

14、 versus femininity dimension looked at the relationship between gender and work roles. In masculine cultures, sex roles were sharply differentiated and traditional“masculine values,” such as achievement and the effective exercise of power, determined cultural ideals.Confucian dynamism is the fifth d

15、imension that Hofstede argued captured additional cultural differences not brought out in his earlier work. According to Hofstede, Confucian dynamism captures attitudes toward time, persistence, ordering by status ,protection of face, respect for tradition, and reciprocation of gifts and favors. The

16、 label refers to these values” being derived from Confucian teachings.Hofstedes results are interesting for what they tell us in a very general way about differences between cultures. Many of Hofstede 怎 findings are consistent with standard Western stereotypes about cultural differences. But, one sh

17、ould be careful about reading too much into Hofstedes research. It has been criticized on a number of points.In all, Just as Hofstedes cultural dimension should not be accepted without question, Hofstedes work should not be dismissed either. It represents a starting point for managers trying to figu

18、re out how scholars have found strong evidence that differences in culture affect values and practices in the workplace, and Hofstedes basic results have been replicated using more diverse samples of individuals in different settings. Still, managers should use the results with caution, for they are

19、 not necessarily accurate.霍爾的高低語(yǔ)境文化模式愛(ài)德華霍爾提供了一個(gè)分析文化差異性的重要工具，這個(gè)工具是以語(yǔ)言在交流中的角色 為理論基礎(chǔ)的。高語(yǔ)境文化是指那些在較長(zhǎng)時(shí)期內(nèi)成員有密切聯(lián)系的社會(huì)或組織。由于大多數(shù)成員在長(zhǎng) 達(dá)數(shù)年的相互交流過(guò)程中都學(xué)會(huì)了該怎么做怎么想所以文化行為的許多方面都沒(méi)有具體。你 的家庭可能就是一個(gè)高語(yǔ)境文化環(huán)境的例子。低文化語(yǔ)境則指這樣的社會(huì)，成員往往有各種聯(lián)系但時(shí)間較短或由于某種特殊原因。在 這些社會(huì)，文化行為和信念，可能需要明確地闡明，使那些即將進(jìn)入這種文化環(huán)境的人知道 如何行動(dòng)高低文化語(yǔ)境的不同來(lái)自成員關(guān)系結(jié)構(gòu)和文化只是的主要形式。高文化語(yǔ)境

20、意味著緊湊 的組織關(guān)系結(jié)構(gòu)，長(zhǎng)期的關(guān)系并且關(guān)系的重要性遠(yuǎn)大于知識(shí)。關(guān)于這種文化的更多信息都在 水面一下，這就是說(shuō)你很難解釋盡管你是這個(gè)文化的一員，然而低文化語(yǔ)境剛好相反。高文化語(yǔ)境很難進(jìn)入如果你是一個(gè)外來(lái)者，因?yàn)槟悴痪邆溥@種文化的內(nèi)在潛質(zhì)并且你不 可能迅速的建立一種親密的關(guān)系。低文化語(yǔ)境對(duì)外來(lái)者相對(duì)容易進(jìn)入因?yàn)檫@種文化環(huán)境包含 了很多你需要練習(xí)的信息并且你可以相對(duì)迅速的形成關(guān)系，還有，重要的事情是圍繞著任務(wù) 而不是靠感覺(jué)進(jìn)入關(guān)系。最后，請(qǐng)記住每種文化每種情形都有它高文化和低文化的方面，通 常一個(gè)情形會(huì)包含內(nèi)部的高文化的核心和外部與跟組織滲透不深的成員的低文化核心當(dāng)你進(jìn)入一個(gè)高文化語(yǔ)境，它并不會(huì)就因?yàn)槟氵M(jìn)入這個(gè)組織而成為一個(gè)低文化語(yǔ)境！它 仍舊是一個(gè)高文化語(yǔ)境而你只是一個(gè)不知情者。并且盡管低文化語(yǔ)境文化可能學(xué)習(xí)起來(lái)比較 困難：宗教的飲食規(guī)律，醫(yī)療培訓(xùn)，并書(shū)面語(yǔ)言都需要數(shù)年的時(shí)間去理解。可喜的是，這一 點(diǎn)已經(jīng)被意識(shí)到，予以系統(tǒng)化并對(duì)那些有資源學(xué)習(xí)的人不再困難。霍弗斯坦的尺度理論霍弗斯坦開(kāi)展了關(guān)于文化如何與工作中的價(jià)值觀的最著名的研究。從這個(gè)研究中護(hù)膚斯 坦提出了四個(gè)尺度，他認(rèn)為這四個(gè)尺度決定了不同的文化，他們分別是：權(quán)利距離尺度，不 確定性規(guī)避，個(gè)人主義和集體主義