Cross-Cultural Leadership: The GLOBE Dimensions
"With more than 200 researchers from 62 countries studying more than 17,000 mid-level managers in the initial phases, the 2004 [GLOBE] study is the largest and most prestigious study of its kind in the social sciences. [...] This study demonstrated the considerable influence of culture on societal leadership expectations and the importance of matching CEO behaviors to expectations for leadership effectiveness." (GlobeProject).
GLOBE stands for "Global Leadership and Behavior Effectiveness", and it is the largest study of its kind ever carried out. Its objective: understanding the role of culture in effective leadership, and how matching cultural expectations is a predictor of success in leadership positions. In addition, GLOBE identified cultural differences across Countries and the leaders within them. The two major findings from the GLOBE study are the following:
We can frame Countries in nine cultural dimensions (e.g., power distance, gender egalitarianism, in-group collectivism), each of which delineates a specific aspect of cultures (ranging from low to high in a continuum). Sometimes, the cultural values (how things are expected to be) of a Country do not match its existing practices ("how things are done").
There are ten clusters composed of groups of Countries found to be very similar in numerous cultural aspects
In this essay, we are exploring the nine cultural dimensions outlined in the 2004 GLOBE study. Those are, in many aspects, similar to the cultural dimensions researched and put forward by Hofstede in his landmark project on the topic some years earlier than GLOBE. We can think of all these dimensions as continuums defining the score of every Country in each dimension (from "low" to "high").
Gender Egalitarianism
"The degree to which a collective minimizes gender inequality"
Practices and values of societies may be subject to cognitive dissonance. A culture may value gender egalitarianism, but not practice it to the same extent such dimension is deemed important (and vice versa). When asked, most individuals from cultures scoring high in gender egalitarianism agree that females and males must have the same access and encouragement to pursue higher education and a fulfilling professional career. Cultures scoring low in gender egalitarianism tend to believe that males should have such privileges to a greater extent than females (or vice versa).
For example, Russia scores low in the value of gender egalitarianism, but its practices tell a different story: there are many females in positions of power in the Country. The data for the USA tells otherwise: there is a high value placed on gender egalitarianism, but its practice is weak compared to the value score (the number of males in positions of power far outnumbers that of women).
Power Distance
"The extent to which the community accepts and endorses authority, power differences, and status privileges"
High power distance communities expect everyone to obey their leaders without question, regardless of the context they are in. Such cultures emphasize an unequal distribution of power among the population, and power is perceived to be a catalyst for orderliness. The language used in communication between different-status individuals is often encoded and formal.
In contrast, societies scoring low in power distance tend to be mostly based on flat hierarchies and equal distribution of power among individuals. In the organizational paradigm, low power distance can manifest itself in unstructured, flat hierarchies that enable a high degree of freedom among individuals and teams.
Russia is an example culture scoring relatively high in power distance. Leaders in Russian organizations are expected to be attentively respected without skepticism. According to the GLOBE study, similar behavior is shown in the USA, where people appear to value low power distance, but the practices analyzed tell otherwise.
In-group Collectivism
"The degree to which individuals express pride, loyalty, and cohesiveness in their organizations or families"
An additional cultural dimension analyzed in the GLOBE study is in-group collectivism. Such cultural characteristic marks the degree to which individuals in a culture value and take care of their in-groups. In-groups are close circles of people we feel attached to, and with whom we form close relationships. In cultures scoring high in in-group collectivism, people make a strong subconscious distinction between in-groups and out-groups. Being an "outsider" in such cultures may feel tough and lonely at first impact. Integrating with the established in-group norms may lead to positive results and acceptance into the in-group. A high degree of in-group collectivism also manifests itself in the importance placed by individuals on obligations and tasks.
While in-group collectivism may lead teams to collaborate cohesively and productively, it has also the potential consequence of groupthink and close-mindedness. Russia is a Country scoring high in in-group collectivism, while the US scores average in such dimension.
Performance Orientation
"The degree to which a collective encourages and rewards group members for performance improvement and excellence"
Performance orientation is a cultural dimension based on the individual and the value placed by groups on performance achievements. When a culture scores high in performance orientation practices, it rewards pragmatism and task achievements. In personality traits terms, performance orientation could be linked to conscientiousness, the degree to which individuals are orderly and industrious.
While the value score for the US is very high according to the GLOBE study, its practices are relatively high (higher than average, but not as high as the apparent perceived value from individuals taking part in the study). China also scores high in performance orientation practices, while its value score is below average.
Uncertainty Avoidance
"The extent to which a society, organization, or group relies on social norms, rules, and procedures to alleviate unpredictability of future events"
In cultures scoring high in uncertainty avoidance, reliability is considered more important than flexibility. This implies that uncertainty-avoidant organizations and groups tend to be risk-averse and implement rigid rules in place to avoid chaos breaking loose. Such an attitude may lead to resistance to change and potential stuckness to established procedures just for the sake of avoiding risk.
According to the GLOBE study, China scores high in uncertainty avoidance, while the US score is medium.
Institutional Collectivism
"The degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action"
While the previously mentioned in-group collectivism refers to the individual/group level of analysis, institutional collectivism is nested in organizations and societies. Although similar in nature, institutional collectivism refers to the organizational level (organizations are composed of multiple groups, which are composed of multiple individuals).
In cultures with a high degree of institutional collectivism (e.g., China), individuals consider themselves highly interdependent and part of their organizations. In such cultures, team cohesion and group decision-making are highly valued and rewarded elements of existence, superseding individualism.
Future Orientation
"The extent to which individuals engage in future-oriented behaviors such as delaying gratification, planning, and investing in the future"
How can we completely live in the present moment while taking full responsibility for future ripercussions of present actions and behaviors? That is a challenging question, or so it seems if we immerse ourselves in thinking about it. The answer may not lie in attempting to rationalize such topic, but in experiencing it with all our senses. To some people, that question is an important one, at a psychological and philosophical level. For others, short-term hedonism or delayed gratification are the status quo.
The USA is a Country scoring average in future orientation practices, according to the GLOBE study. A future-oriented culture places a high value on delayed gratification, which is a unique and oftentimes powerful human characteristic. As humans, we can consciously control our present behaviors in light of the future effects those may have. When we eat controllably and nutrient-dense food consistently, most of us may not find instant gratification in that. But such action is a testament to our future selves. It may be considered an act of care for our future health, prosperity, psychosocial well-being.
Humane Orientation
"The degree to which a collective encourages and rewards individuals for being fair, altruistic, generous, caring and kind to others"
Humane orientation is an organizational-level GLOBE dimension. It defines how relevant it is, for the collective, to take care of each other and put other humans' interests before their own. This dimension is somewhat related to institutional collectivism. If we take a closer look, however, we will quickly discover a key difference: humane orientation is boundless. It does not consider in-groups and out-groups. It possesses an inherent quality of selflessness. Mutual respect, appreciation, and fairness toward other human beings are at the core of such cultural dimension.
While scoring high in the value of humane orientation, the US scores average in humane orientation practices.
Assertiveness
"The degree to which individuals are assertive, confrontational and aggressive in their relationships with others"
Direct confrontation is at the core of the GLOBE dimension assertiveness. In cultures scoring high in assertiveness, saving faces and having deep harmony is less important than exposing one's opinions unapologetically and frankly. This dimension, at an individual level, can be compared to personality trait agreeableness.
We are not merely our "nature and nurture." Our individual, psychological characteristics are part of a grand scheme that makes us who we are. The culture we grow up in shapes our personalities and behaviors. Exposing ourselves to different cultures may enable us to comprehend that life is not what we think it is. Our surroundings are not the whole world. There is much more to it than that. We can mold our personality characteristics and approach to life by consciously working on them. Understanding cultures and their shared dimensions can empower us to exchange values, ideas, life experiences, in a respectful, open-minded manner, as worldwide citizens.
