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2007 Cultural Survey

2007 Cultural Survey. International Executive Search Federation. If we knew how global managers adjust, we could explain why Only 10-15% of organisational projects have positive results (Peter Senge) 4 of 5 expatriates are less than successful

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2007 Cultural Survey

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  1. 2007 Cultural Survey International Executive Search Federation

  2. If we knew how global managers adjust, we could explain why Only 10-15% of organisational projects have positive results (Peter Senge) 4 of 5 expatriates are less than successful Many conflicts become inter-cultural or are part of expansion into new countries 2007 The purpose

  3. Cultural adjustment Do global managers create a new kind of global culture? Or do they adjust to each culture as they move? Or do they keep their national values? Are some nationals faster or slower to adjust? Personality Can differences in adjustment be attributed to personality and years on the move? Are global managers different from the average? Cultural Survey The research questions

  4. Zero: You will always keep your childhood national values. More likely, though: You adjust to the new culture not by adopting it totally, but by creating a ’global set of values’ less radical than your national set of values. And: Personality plays a role in self-selection and subjective well-being. Advanced research Basic hypotheses

  5. Cultural values ref Professor S Schwartz e.a. Documented in P O Olson (2004): The New Cultural psychology. Unpublished whitepaper. Personality variables, Five Factor Model Documented in P O Olson (2007): The Big Five factors in personality. A primer. International Personality Item Pool (IPIP) public domain definitions by Professor L R Goldberg e.a. Subjective well-being research. Advanced research Psychological theories

  6. Three basic dimensions (see whitepaper) Egalitarianism and social justice v hierarchy (management of relations) Harmony v mastery (self-concepts) Autonomyv embeddedness (meaning of life) Some basic evidence Evidence that teachers and students are representative of country and country trends. Cultural clusters match history and geography (as opposed to Hofstede) Ties in with other research e.g. Cultural self and Well-being research Advanced research Cultural values

  7. Advanced research Schwartz’ Value Surveys 3 basic dimensions Cultural clusters

  8. Advanced research Schwartz’ Value Surveys Our research uses these value items

  9. Survey part 1 Cultural values

  10. Survey part 2 Personality

  11. Survey part 3 Subjective Well-Being

  12. Global companies, spread of countries worldwide Employees with international work, who are or have been stationed abroad Confidential survey (20 – 30 minutes) managed by FIRM: www.confirmit.com Results shared with respondents and companies The Process Your side

  13. List of e-mail address to IESF partner, who sends to Paul Paul sends a larger file to the research company FIRM e-mails access codes and follow up with reminders Analyses assisted by Stockholm University The Process Our side

  14. Research questions or website issues to the project leader Paul O Olson sweden@iesf.com Any other questions via your IESF partner Questions

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