{"id":28746,"date":"2022-09-07T22:05:14","date_gmt":"2022-09-08T05:05:14","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=28746"},"modified":"2022-09-07T22:05:14","modified_gmt":"2022-09-08T05:05:14","slug":"what-difference-does-culture-make","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/what-difference-does-culture-make\/","title":{"rendered":"What Difference Does Culture Make?"},"content":{"rendered":"<p>Born and raised in Minnesota, Erin Meyer broke free of her cultural roots and became a well-known international author and professor at INSEAD Business School in Paris, France. Focusing on organizational culture, Meyer has sought to understand cultural differences to improve effective leadership in the international business setting. Though she was raised in the Midwest, Meyer\u2019s international travels, cross-cultural marriage, and international business exposure taught her about the complexities of culture, not through academics, but through the practice of teaching and living cross-culturally. <em>The Culture Map<\/em> is an applied science to better understand cultural variances and how to improve international business success. She writes that this book is \u201cabout business\u2026 It is only when you start to identify what makes your culture different from others that you can begin to open a dialogue of sharing, learning, and ultimately understanding.\u201d<a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a><\/p>\n<p>Meyer identified eight skills that provide a map to understand the different cultural nuances better. For each skill, there exists a continuum that demonstrates cultural distinctiveness. They are:<\/p>\n<ol>\n<li><strong>Communication<\/strong>\n<ul>\n<li><em>Low-context <\/em>communication is clear, concise communication and is to be taken at face value (i.e., the US).<\/li>\n<li><em>High-context <\/em>communication is spoken but is less direct and assumes that one can read between the lines to understand the hidden meaning (i.e., Japan).<a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Evaluating<\/strong>\n<ul>\n<li><em>Direct negative feedback<\/em> is what you think it would be, blunt (i.e., Russia).<\/li>\n<li><em>Indirect negative feedback<\/em> is very diplomatic, subtle, and focuses on affirming positive attributes (i.e., Thailand).<a href=\"#_ftn3\" name=\"_ftnref3\">[3]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Persuading<\/strong>\n<ul>\n<li><em>Applications-first<\/em> culture is very factual, to the point, and will provide summaries or bullet points to emphasize the point (i.e., the US).<\/li>\n<li><em>Principles-first<\/em> culture builds upon a complex framework to present a concept or idea (i.e., Italy).<a href=\"#_ftn4\" name=\"_ftnref4\">[4]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Leading<\/strong>\n<ul>\n<li><em>Egalitarian<\/em> culture focuses on equal relationships and gives minimal regard to hierarchical distinctions (i.e., Denmark).<\/li>\n<li><em>Hierarchical <\/em>culture ensures property relational distance to maintain relational and positional distinction (i.e., Korea).<a href=\"#_ftn5\" name=\"_ftnref5\">[5]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Deciding<\/strong>\n<ul>\n<li><em>Consensual <\/em>values unanimous group decisions (i.e., Sweden).<\/li>\n<li><em>Top-down<\/em> values decisions made by key figure leaders (i.e., China).<a href=\"#_ftn6\" name=\"_ftnref6\">[6]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Trusting<\/strong>\n<ul>\n<li><em>Task-based<\/em> trust is built through shared activities to demonstrate that one is capable and reliable (i.e., the US).<\/li>\n<li><em>Relationship-based<\/em> trust is formed through personal relationships outside the work context through such activities as evening drinks and intentional relationships (i.e., India).<a href=\"#_ftn7\" name=\"_ftnref7\">[7]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Disagreeing<\/strong>\n<ul>\n<li><em>Confrontational<\/em> culture views disagreements as positive and are not to be avoided but encouraged (i.e., Israel).<\/li>\n<li><em>Avoids confrontation<\/em> culture views disagreements as negative and that peace is to be maintained so as not to disrupt harmony (i.e., Japan).<a href=\"#_ftn8\" name=\"_ftnref8\">[8]<\/a><\/li>\n<\/ul>\n<\/li>\n<li><strong>Scheduling<\/strong>\n<ul>\n<li><em>Linear-time<\/em> cultures view projects as sequential and value clear deadlines (i.e., Germany).<\/li>\n<li><em>Flexible-time<\/em> cultures value fluidity, flexibility, and the availability to respond to opportunities or needs as they arise (i.e., Nigeria).<a href=\"#_ftn9\" name=\"_ftnref9\">[9]<\/a><\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p><a href=\"#_ftn10\" name=\"_ftnref10\"><\/a><a href=\"https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER.png\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-28747 aligncenter\" src=\"https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER-300x169.png\" alt=\"\" width=\"497\" height=\"280\" srcset=\"https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER-300x169.png 300w, https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER-1024x576.png 1024w, https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER-768x432.png 768w, https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER-150x84.png 150w, https:\/\/blogs.georgefox.edu\/dlgp\/wp-content\/uploads\/2022\/09\/THE-CULTURE-MAP-ERIN-MEYER.png 1280w\" sizes=\"auto, (max-width: 497px) 100vw, 497px\" \/><\/a><a href=\"#_ftn10\" name=\"_ftnref10\">[10]<\/a><\/p>\n<p>Meyer&#8217;s principles in this book are relevant to me in my current leadership capacity. Having lived and worked in and among the poor for over two decades, it has been essential to have navigated the cultural distinctions that exist in my context. Regardless of how hard I may try to incarnate myself into the urban context, I cannot remove the reality that I am white, educated, and male. I remember moving into the inner city of Memphis, Tennessee, to an all-black community. I assumed that by moving into the hood, I would be accepted as part of the fabric of the community. In reality, the relational equity I had anticipated gaining in a short period of time took years to curate as I intentionally sought to know and understand the cultural distinctiveness of my neighbors. In time, I did adapt my communication and behavioral styles to engage my community more fully, but even then, the notable differences in my color, behavior, and communication were obvious.<\/p>\n<p>Yet I don\u2019t despair in this reality, for I have witnessed and experienced that the practice of seeking to grow in cultural understanding has paved the way for genuine, real, and authentic relationships with people different from myself. Meyer suggests that understanding human nature and cultural differences is essential for effective leadership in a cross-cultural setting. I agree with her, but I would take it further to say that it is also crucial for effective cross-cultural ministry and relationship building in any context. As I anticipate a new leadership context in 2023 as a consultant working with many different organizations, people, and cultures, I will undoubtedly keep the principles and awareness Meyer\u2019s presented in mind to best understand, relate to, and lead those I will be serving.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> Erin Meyer, <em>The Culture Map: Decoding How People Think, Lead, and Get Things Done Across Cultures<\/em>, International edition, first edition. (New York: PublicAffairs, 2015), 244.<\/p>\n<p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> Ibid., 39.<\/p>\n<p><a href=\"#_ftnref3\" name=\"_ftn3\">[3]<\/a> Ibid., 69.<\/p>\n<p><a href=\"#_ftnref4\" name=\"_ftn4\">[4]<\/a> Ibid., 96.<\/p>\n<p><a href=\"#_ftnref5\" name=\"_ftn5\">[5]<\/a> Ibid., 125.<\/p>\n<p><a href=\"#_ftnref6\" name=\"_ftn6\">[6]<\/a> Ibid., 151.<\/p>\n<p><a href=\"#_ftnref7\" name=\"_ftn7\">[7]<\/a> Ibid., 171.<\/p>\n<p><a href=\"#_ftnref8\" name=\"_ftn8\">[8]<\/a> Ibid., 201.<\/p>\n<p><a href=\"#_ftnref9\" name=\"_ftn9\">[9]<\/a> Ibid., 227.<\/p>\n<p><a href=\"#_ftnref10\" name=\"_ftn10\">[10]<\/a> Alex, \u201cThe Culture Map, According to Erin Meyer,\u201d <em>Vivid Maps<\/em>, August 16, 2022, accessed September 6, 2022, https:\/\/vividmaps.com\/culture-map\/.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Born and raised in Minnesota, Erin Meyer broke free of her cultural roots and became a well-known international author and professor at INSEAD Business School in Paris, France. Focusing on organizational culture, Meyer has sought to understand cultural differences to improve effective leadership in the international business setting. Though she was raised in the Midwest, [&hellip;]<\/p>\n","protected":false},"author":142,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[1429,1434],"class_list":["post-28746","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-meyer","tag-the-culture-map","cohort-lgp11"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/28746","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/users\/142"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=28746"}],"version-history":[{"count":2,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/28746\/revisions"}],"predecessor-version":[{"id":28749,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/28746\/revisions\/28749"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=28746"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=28746"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=28746"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}