cross cultural leadership for dqg

CROSS CULTURAL INTELLIGENCE & MANAGEMENT

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ContentsModule 1: Culture Definitions and Descriptions Module 2: Five Dimensions of Culture by Hofstede Bonus : Philippines’ Heritage & HistoryModule 5: Increasing Team and Organizational

Effectiveness Module 3: Communications, High Content and

High Context / Non-Verbal Comm.Module 4: Delegating, Negotiating & Giving

Feedback.


GLIMPSES OF DIVERSITY


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CULTURE DEFINITIONS AND DESCRIPTIONS


Define Cross Culture/s

“Culture is the collective programming of the mind that distinguishes the members of one group or category of people from others.” Hofstede and Hofstede

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‘The eye cannot see the eye’


Impact on Interactions Techniques

Strategy

Culture


FIVE DIMENSIONS OF CULTURE / HOFSTEDE.


Hofstede’s Five DimensionsIndividual Collective

High Power Low Power

Masculine FeminineUncertainty Avoidance Un Tolerant

Long-Term Short-Term


Hofstede’s Five Hierarchy


High power distanceLow power distance

Inequalities among people should be minimized

Interdependence between less and more powerful people

Hierarchy in organizations means an inequality of roles

Decentralization is popular

Narrow salary range

Subordinated expect to be consulted

The ideal boss is a resourceful democrat

Privileges and status are disapproved

Inequalities among people are both expected and desired

Less powerful people should be depended on the more powerful

Hierarchy in organizations reflects the existential inequality

Centralization is popular

Wide salary range

Subordinated expect to be told what to do

The ideal boss is a benevolent autocrat or good father

Privileges and status are both expected and popular

Hofstede’s Five Truth

Uncertainty: normal feature of life and each day is accepted as it comes

Low stress – subjective feeling of well-being

Aggression and emotions must not be shown

Comfortable in ambiguous situations and with unfamiliar risk

There should not be more rules than necessary

Precision and punctuality have to be learned

Tolerance to innovation

Motivation by achievement

Uncertainty : continuous threat that must be fought

High stress – subjective feeling of anxiety

Aggression and emotions may be shown at proper times

Fear of ambiguous situations and of unfamiliar risk

Emotional need for rules, even if they never work

Precision and punctuality come naturally

Resistance to innovation

Motivation by security

Weak uncertainty avoidance Strong uncertainty avoidance


Hofstede’s Five Identity


High individualism

Individuals learn to think in terms of “we”

High-context communication

Diplomas provide entry to higher status groups

Relationship employer- employee is perceived in moral terms, like a family

Hiring and promotion decisions take employees’ ingroup into account

Management is management of groups

Relationship prevails over task

Individuals learn to think in terms of “I”

Low-context communication

Diplomas increase economic worth and/or self- respect

Relationship employer-employee is a contract based on mutual advantage

Hiring and promotion are supposed to be based on skills and rules only

Management is management of individuals

Task prevails over relationship

Low individualism

Hofstede’s Five Gender


High masculinity

Dominant values: caring for others and preservation

People and warm relationships are important

Sympathy for the weak

In family, both fathers and mothers deal with facts and feelings

Stress on equality, solidarity , and quality of work life

Managers use intuition and strive for consensus

Resolution of conflicts by compromise and negotiation

Dominant values: material success and progress

Money and things are important

Sympathy for the strong

In family, fathers deal with facts and mothers with feelings

Stress on equity, competition among colleagues and performance

Managers are expected to be decisive and assertive

Resolution of conflicts by fighting them out

Low masculinity

Hofstede’s Five Virtue


Long-term orientation

Respect for traditions

Little money available for investment

Quick results expected

Respect for social and status obligations regardless of cost

Concern with possessing the Truth

Adaptation of traditions to a modern context

Funds available for investment

Perseverance towards slow results

Respect for social and status obligations within limits

Concern with respecting the demands of Virtue

Short- term orientation

Indulgence v Restraint


Impact of the DimensionsIndividual Collective

High Power Low Power

Masculine FeminineUncertainty Avoidance Un Tolerant

Long-Term Short-Term

REASONLinear Thinking Circular Thinking

REGULATEShared Power Concentrated Power

RELATE“I” and then ‘We’ in groups.

“We” more than “I”

I have said it. ASK for clarifications.

“ Sense + understand me, feel my situation.”

Philippines and China

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Philippines and India


Philippines and Indonesia


Philippines and Netherlands


PHILIPPINES’ HERITAGE & HISTORY


Important Periods in History

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Kayumangi(900 AD to 1521)Spanish (1565–1898)American(1898–1946)Independent Philippines(1946–1975)Marcos Martial Law (1965–1986)Fifth Republic (1986–present)

Filipino Socio-Religious Structure

• Catholics & Christians / Muslims / Other• Hispanic Catholic since 1500s• Western American Impact since 1940

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Key Filipino Values

1. Kapwa Reflection2. Pakiramdam Intuition3. Kagandahang Loob Improve oneself4. Pakikisama / Bayanihan Deep involvement

Malaasakit others/team5. Karangalan Honor, Dignity28

Malasaakit

COMMUNICATIONS, HIGH-CONTENT and HIGH CONTEXT

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Communicating with Filipinos


A Filipino, Up Close “Po”

• Managing for Results

• Recognize & Respect Cliques/Teams• Always use kindness and tact.• Criticize in private, Compliment in Public• Stress the “why” behind issues and make your instructions a

“request”• Always add..”po”• Never cuss & remember the priorities for Filipinos....God,

Family, Country, Work


A Filipino, Up Close “Po”

Officials & Administrators

• Old School + Paisano/Padrino Culture

• Interact carefully. Get your facts right and don’t challenge.• Use in-house liaison officers• Refrain from being drawn into elbow-greasing, gift-giving,

sponsoring etc.,

• Use BPA/P, use BOI, use Metro Manila based Consultants , etc,


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• Introducing or Welcoming Visitors– Most Senior person normally introduced or acknowledged

first– A handshake, with a welcoming smile, is the standard

greeting– Close female friends may hug and kiss when they meet– As a show of respect, initially address new acquaintances

by their titles e.g.Dr. Cruz and Architect Reyes

– In dealing with high ranking government and military officials, address themby their formal titles e.g. Secretary Roxas and General Cruz

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• Some Useful Expressions or Greetings

– Magandang Umaga Good Morning– Magandang Hapon Good Afternoon– Magandang Gabi Good Evening– Kamusta Kayo? How are you?– Maraming Salamat Thank you (casual)– Maraming Salamat PoThank you (formal)


Behavioral Norms and Etiquette


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Filipino Time

– Time is enjoyed…unlike most Westerners who don’t seem to have enough time for everything.

– Filipinos are not time conscious. Time is perceived as a luxury to be enjoyed.

– To many, sense of urgency is unheard of; all chores can be deferred for some other time (“at saka na”).


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Office Behaviour – Do’s and Don’ts• DONT’S

– Raise your voice, imply incompetence or engage in excessive direct eye contact

– Reprimand anyone in public or in a meeting; “loss of face” to be strictly avoided

– Interrupt people when you disagree when they are still explaining their case– Expect Filipinos to go straight to the point i.e. what can be said in 1

sentence sometimes takes 1 paragraph

– Visit government officials without being accompanied by a Filipino manager


INCREASING TEAM & ORG EFFECTIVENESS


Building Teams1. Collaborate NOT

Compromise or Compete

2. Switch /Pivot Dimension for Growth and Progress

3. Forget “my way” or the “no way out” mentality. Persevere and Innovate.

High

AVERAGE

Low


McKinsey’s 7s Model



Teams. More Fun in the Philippines!

Interactions

LISTEN

/ CHANGE


Listen


• Shut up! Inside your head.• Listen with a willingness and a

readiness to change outside.

LEARN

INQUIRE


Learn

• Learn is to ask questions, to probe with curiosity and a spirit of exploration.

• Morph questions by holding down all possible biases and structure them to empower the other.



LEAD

ASSERT

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Lead / Assert

• Say what you feel and think will co-create value first for you and then for the partnership.

• Starting with a “No” does not mean all outcomes will be negative.

• Starting with a “Yes” or “Yes, and” opens up new options without putting down “other” opinions.


DELEGATING, NEGOTIATING, GIVING FEEDBACK ETC.,

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Body Language

• "Yes" is signified by a jerk of the head upward.• "No" is signified by a jerk of the head down.• Standing with hands on hips mean anger.• Touch someone's elbow lightly to attract attention. Do not tap

on the shoulder.• "Eyebrow flash" – jerking up eyebrows and head is

“acknowledgement.” jerking down lips and chins is “negative.”

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Delegation

• Detail the context briefly.• State “task.” Repeat and rephrase politely. • Ask for clarification and/or support needed by staff.• Gently, inquiringly, highlight performance

parameters.• Add a “buddy” or a “partner.”• Be specific about reporting back.

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Negotiating in the Philippines

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• Well prepare your entry & exit points.• Bargaining is a “culture”• Build rapport, trust and be “pull’ oriented rather than

“push.”• Sustain stamina and read the unspoken well• Play fair. Win-win.

Feedback and Motivation

• Employ the value of “Kapwa” and respect “Mukha”

• Isolate and “chat,” converse.• Make effort on clarity and reinforce

creatively.• Be joyous and light to motivate• Power using “po”53

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• Non-Verbal communication– Non-verbal language integral to how Filipinos express

themselves in both formal or informal gatherings

– A raised eyebrow, faint smile, scratching the head or frequent shifting in the person’s seated position can mean that the person is reluctant to accept something, does not know the answer to a question or feeling uneasy due to insufficient preparation


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Virtual Meetings / Calls• Have an agenda. Start lightly, induce relaxed state.

( Kinesthesia )• Set simple, meeting rules and assign roles.• De-accelarate your pace and clip. • Match visual template / desktop ( Visual )• Avoid jargon…pause and analyze transactions

often.• Cover big issues, take up details on mail.• Recap in another mode/modality.


Effective Electronic Conversations

• Subject must distinctly tackle core message.• Refrain from running old subject threads. Change

as often as needed.• Space out sentences/paragraphs even add bullet

points.• Think through the substance and the structure of

eMail. Simplify it.• Follow through points/agreements every 2 or 3

days.

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HOLIDAYS & INFORMATION!


Holidays, Festivals and Other Links

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“Taking Care & Ingat!”• Stay away from street food.• Don’t accept food & invitation from people you meet on streets/bars etc.,• Check your HMO with major hospitals or acquire a local one• Avoid confrontations on streets & public places• Always use a driver.

• Food, Groceries, Medicines are easily available• Domestic help is easy to get & generally loyal..practice due diligence in

hiring. Police clearance etc.,


Peak Holidays• Jan 01, Holiday• Feb Chinese Lunar New Year's Day Special Non-working Holiday• Feb 25 People Power Anniversary Observance• Mar Maundy Thursday Regular Holiday• Good Friday Regular Holiday• Holy Saturday Observance• Easter Day Observance• May Labor Day Regular Holiday• Jun 12 Independence Day Regular Holiday• July-Aug Eidul-Fitar Regular Holiday• Aug 21 Ninoy Aquino Day Special Non-working Holiday• National Heroes Day holiday Regular Holiday• Oct 15 Id-ul-Adha Common Local holidays• • Friday Nov 1 All Saints' Day Special Non-working Holiday• Saturday Nov 2 All Souls' Day Observance• Saturday Nov 30 Bonifacio Day Regular Holiday• Dec Christmas Eve Observance• Christmas Day Regular Holiday• Rizal Day Regular Holiday• New Year's Eve Special Non-working Holiday


Safety “Must Know”

• Certain areas of the country. Mindanao, Sulu, Cotabato, etc.,

• Scams in traffic, ATM withdrawals, pub-houses and bars, Airports, Travel Stations, etc.,

• Avoid conflicts and flare-ups in streets and traffic

• http://travel.state.gov/travel/cis_pa_tw/cis/cis_999.html#safety


Suggested ReadingsFilipino Values Today (Newsprint)Florentino T. TimbrezaConsisting of three parts, the book begins with an Introduction where the author reflects on the following:

"What is a value?", "Why is there a need for values?", "Can values be taught?", "Are values subjective or objective?", "Are values permanent or changeable?" and "What are Filipino values?"

12 Little Things Every Filipino Can Do to Help Our CountryAlexander L. Lacson12 Little Things Every Filipino Can Do to Help Our Country Etiquette Guide to the Philippines: Know the Rules That Make the Difference!Dennis Posadas & Joy PosadasWith this guide, you'll never fear making social blunders again.


Useful LinksAmerican Women’s : http://www.awcphilippines.org/Rotarians : http://rotarymakaticentral.org/?page=homeToastmasters Int' : http://executivetoastmasters.blogspot.com/InterNations : http://www.internations.org/Expat Women in the Philippines

http://www.expatwomen.com/expat-women-countries/expat-women-living-in-the-philippines.php

American Chamber of Commerce: http://www.amchamphilippines.com/Business Processing/AP : www.bpap.orgNomads Sports Club ; www.nomadsportsclub.comAlliance française de Manille :French Chamber of CommerceEuopean Chamber of CommerceMagazines: What's Up / ExPat / Foreign Post


http://www.awcphilippines.org/

http://rotarymakaticentral.org/?page=home

http://executivetoastmasters.blogspot.com/

http://www.internations.org/



http://www.amchamphilippines.com/

http://www.bpap.org/



http://www.nomadsportsclub.com/



“We all should know that diversity makes for a rich tapestry, and we must understand that all the

threads of the tapestry are equal in value no matter what their color.”

-Maya Angelou

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