RESULTS total index Bulgaria on the Hofstede s s model DIMENSIONS PDI /0-50-low; high/ IDV/COLL /0-50-coll; idv/ MAS/FEM /0-50

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1 Bulgarian Culture: Work- Related Value Orientations and Practices (Results from representative research of value orientations i and cultural l practices in Bulgaria) Assoc. Prof. Karabeliova Sonya, Ph.D., Department of Psychology, Sofia University 1

2 RESULTS total index Bulgaria on the Hofstede s s model DIMENSIONS PDI /0-50-low; high/ IDV/COLL /0-50-coll; idv/ MAS/FEM /0-50 fem; mas/ LONG/SHORT TERM /0-50 short; long/ UAI /0-50 weak; strong/

3 Trompernaars and Hampden-Turner Culture model Culture is the way in which a group of people solves problems 3

4 Trompenaars and Hampden-Turner Seven Dimensional Model Universalism Particularism Individualism Specific Culture Achieved Status Internal Locus of Control Sequential Sq Time Neutral Culture Communitarism Diffuse Culture Ascribed Status External Locus of Control Synchronous Time Affective Culture 4

5 Trompernaars and Hampden-Turner Turner model 1. Universalism versus particularism Universalist approach: : What is good and right can be defined and always applied Particularist cultures pay py attention to the obligations of relationships and unique circumstances Universalist countries: USA, UK, Netherlands, Germany, Scandinavian countries 5

6 UNIVERSALISM VERSUS PARTICULARISM (rules l versus relationships) ) Dilemma 1: A meeting is held where the decision about firing an employee should be taken. He has worked in the organisation for 15 years and has fulfilled his obligations well. Due to different reasons his job performance is unsatisfactory during the last year. There are no any reasons improvement to be expected. Meeting participants are divided into two groups supporting two different opinions. ii Dilemma Which of the ways of thinking is more appropriate? 1. Job performance should be the only criteria for firing. Despite the age and the past accomplishments of the employee, he should be fired. (universalism); 2. It is wrong to neglect the 15 years experience of the employee within the organisation. The responsibility of the organisation for the employee s life should be considered. (particularism). 6

7 UNIVERSALISM VERSUS PARTICULARISM (rules versus relationships) Which of the two view points you consider typical lf for our society? it? 1. The employee must be fired (universalism); 2. The employee must not be fired (particularism). What are the results? 7

8 UNIVERSALISM VERSUS PARTICULARISM (rules versus relationships) value orientations cultural practices universalism particularism 8

9 UNIVERSALISM VERSUS PARTICULARISM (rules versus relationships) Dilemma 2: You are chairing a department in a branch of a big organization. One of your subordinates for whose family problems you are aware is too often late for work. What are the rights of the employee to expect that you would defend him in front of the other colleagues in the department? Which of the ways of thinking is more appropriate? 1. My colleagues has the full right to expect to be defended (particularism); 2. My colleague does not have any right to expect that he would be defended. (universalism). 9

10 UNIVERSALISM VERSUS PARTICULARISM (rules versus relationships) What do you think you should do as a leader and as a colleague? 1. I would defend my subordinate (particularism); 2. I would nor defend him (universalism universalism). What are the results? 10

11 UNIVERSALISM VERSUS PARTICULARISM (rules versus relationships) ,1 71, ,9 value orientations 28,3 cultural practices universalism particularism 11

12 Trompernaars and Hampden-Turner model 2. Individualism versus communitarism an individual or a part of a group Individualism Communitarism Specific behaviour Specific behaviour They need clarity and straightforwardness. ardness Prefer to speak directly. Achieving personal goals and desires is prior to group s goals. Use more often I instead of we. Prefer indirect communication. Comply to other people s feelings and try not to hurt anybody. It is important for them to preserve other people s dignity. They try to reach the goals set and to comply with team s needs. They are interdependent. 12

13 Individualism versus communitarism (the individual versus the group) Dilemma 3: 3: A huge profit is realized in one organization. The way of distribution of bonuses to the employees is discussed. There is an argument where two different opinions are in place. Which of the ways of thinking is more appropriate? 1. The bonuses must be given to those employees that are productive as per the management team observations. (individualism individualism); 2. The bonuses must be given to the whole group, but there is a danger that low achievers will be awarded too. (communitarism). 13

14 Individualism versus communitarism (the individual id versus the group) What do you think should be done - personal or group achievements to be awarded? 1. The bonus must be given to the outstanding and productive employees (individualism individualism); id ) 2. The bonus must be given to the whole group (communitarism). What are the results? 14

15 Individualism versus communitarism (the individual versus the group) ,6 53, ,4 46, value orientations cultural practices individualism communitarism 15

16 Individualism versus communitarism (the individual id versus the group) Dilemma 4: : A defect is discovered in one of the installations. It is caused by negligence of one of the members of a team. Responsibility for this mistake can be carried in various ways. Which of the ways of thinking is more appropriate? 1. The person causing the defect by negligence is the one responsible. 2. Because he or she happens to work in a team the responsibility should be carried by the group. 16

17 Individualism versus communitarism (the individual versus the group) Which one of two ways of thinking responsibility do you think is usually the case in our society? 1. From person causing the defect 2. From a whole group. What are the results? 17

18 Individualism versus communitarism (the individual versus the group) ,9 67, ,1 value orientations 32,2 cultural practices individualism communitarism 18

19 Trompernaars and Hampden-Turner model 3. Specific versus diffuce relationships specific areas of life, single levels of personality vs. diffusely multiple areas of life and several levels of personality In specific oriented cultures the manager separates the work relationships with subordinates from other dealings with them. 19

20 SPECIFIC VERSUS DIFFUCE CULTURE (the range of involvement) Dilemma 5: A boss asks a subordinate to help him paint his house. The subordinate, who does not feel like doing it, discusses the situation with a colleague. Two people p support different opinions. Which of the following statement you preferred? 1. The colleague argues: You don t have to paint if you don t feel like it. He is your boss at work. Outside he has little authority. 2. The subordinate argues: Despite the fact that I don t feel like it, I will paint it. He is my boss and you can t ignore that outside work either 20

21 SPECIFIC VERSUS DIFFUCE CULTURE (the range of involvement) Which one of two ways of thinking do you think is usually the case in our society? 1. He is my boss at work. Outside he has little authority; 2. He is my boss and I can t ignore that outside work he has authority. 21

22 SPECIFIC VERSUS DIFFUCE CULTURE (the range of involvement) ,7 39,33 42,8 57,2 0 value orientations cultural practices specific diffuse 22

23 Trompernaars and Hampden-Turner model 4. Achievement versus ascription status what you have achieved versus your status attributed to you While some cultures give status on the basis of achievement, others ascribe it on the basis of age, g, class,,g gender, education, etc. 23

24 ACHIEVEMENT VERSUS ASCRIPTION STATUS (how status is accorded) Dilemma 6: 6: In one organisation are discussed the ways through which h one can be successful in his life and can achieve higher h status and respect. There is an argument of two different opinions. Which of the following statements provides for success and higher status within the society? 1. Status must be determined by the stable characteristics of people: their origin, ii their education and age, position within the society and perceived trust from others. Status must not change as a result of the certain case or recent success. It reflects the inner value of a person, not his/her last achievements. 2. The only legal source of status are the achievements or the success one has. The more recent the achievements and success are, the more respect and recognition one deserves. Achievements are significant when one meets the challenges of his/her life. 24

25 ACHIEVEMENT VERSUS ASCRIPTION STATUS (how status is accorded) Which one of two ways of thinking do you think is usually the case in our society? 1. The status in our society is determined mainly by the stable characteristics of people: p their origin, education, age, position within the society and the level of trust they perceive; 2. The only legal source of status in our society are the achievements and the successes one has. 25

26 ACHIEVEMENT VERSUS ASCRIPTION STATUS (how status is accorded) ,8 34,2 54,1 45,9 0 value orientations cultural practices achievement ascription 26

27 Trompernaars and Hampden-Turner model 5. Locus of control Inner-Directed vs. Outer-Directed: : The former cultures believe that they can and should control nature while the later go along with nature. J. B. Rotter developed a scale designed to measure whether h people had an internal ll locus of control or external locus of control. 27

28 INTERNAL VERSUS EXTERNAL LOCUS OF CONTROL , , inrenal locus external locus 28

29 Trompernaars and Hampden-Turner model 6. Sequential vs. Synchronic: Monocronic time Polycronic time Clock time Appointment time Segmented time Task-oriented time Achievement tempos Future-focused F t f dapproach Tangible outcome orientation USA, Germany, Switzerland Situational time Flextime Simultaneous activities Relationship-oriented i i i perspective Experiental tempos Past/present-focused approach Historical orientation Arab, African, Latin American, Asian, Mediterranean cultures 29

30 Trompernaars and Hampden-Turner model 7. Neutral or emotional/affective cultures: Some cultures are affective e in that they show emotions while others are neutral, control and subdue their emotions 30

31 CONCLUSION In Bulgarian culture are predominated /Hofstede/: individualism/collectivism; high power distance; strong uncertainty t avoidance; femininity; short term orientation. 31

32 CONCLUSION In Bulgarian culture are predominated /Trompenaars, Hampden-Turner/ Turner/: particularistic culture; individualistic/collectivistic culture; specific/diffuse culture; achievement status; neutral/affective culture; external locus of control; short term orientation. ti 32

33 Literature Hall, E. T. (1981) The Silent Language, New York: Doubleday Publishing. Hall, E.T. & Hall, M.R. (1991) Understanding different cultures. Yarmouth: Intercultural Press. Hofstede, G. (1980) Culture s consequences. London: Sage Publications Ltd. Hofstede, G. ( ) Cultures and organizations: Software of the mind. London: HarperCollins. Silgidjian, H., Karabeliova, S., Gerganov, E. (2002) Cultural Identity and Value Choices in the Context of Everyday Behavior. Annual Journal of Psychology, Sofia University, T , 80 p. Ting-Toomey, Toomey, S. (1999) Communicating across cultures. New York:The Guildford Press. Trompenaars, F. & Hampden-Turner, C. (1997) Riding the Waves of Culture. London: Nicholas-Brealey Publishing. 33

34 Bulgarian Culture: Work- Related Value Orientations and Practices (Results from representative research of value orientations i and cultural l practices in Bulgaria) Assoc. Prof. Karabeliova Sonya, Ph.D., Department of Psychology, Sofia University 34