90 minutes (20 minutes to take/score questionnaires; 15 minutes for reading or lecturette; 20 minutes for small groups; 35 minutes for large-group discussion and debriefing)
Adaptable M–H P, O, D, M
1. To promote understanding of four dimensions of worldviews
2. To identify personal perspectives on each of the four worldviews
3. To identify organizational perspectives on each of the four world-views
4. To examine how differences in personal perspectives on each of the four worldviews might affect perceptions of others in the workplace
5. To examine how differences in personal and organizational perspectives on the four worldviews might create comfort or discomfort within the organization
• Personal Perspective Questionnaire and Scoring Sheet; Individual Culture Compass Handout
• Organizational Perspective Questionnaire and Scoring Sheet; Organizational Culture Compass Handout
• Profile of Cultural Perspectives Handout
1. Ask participants to complete, score, and chart their responses to both the “Personal Perspective Questionnaire” and the “Organizational Perspective Questionnaire” on their “Individual Culture Compass” and their “Organizational Culture Compass” handouts.
Note: Point out to participants that the “most like me” for each item receives a “3” and the “least like me” receives a “1. “Also note that items on the scoring sheets are not in numerical order. Otherwise, some participants may move quickly and miss this point in the directions;this can create confusion later.
2. Distribute the “Profile of Cultural Perspectives” handout to each participant. Either allow participants 15 minutes to read this or review the information in a lecturette.
3. Place participants in groups of 3–5 and ask them to compare their personal and organizational culture compasses, looking for both similarities and differences. Ask them to discuss the following questions:
• How could similarities or differences in your “Personal Culture Compass” affect perceptions of each other and create comfort or discomfort in working or interacting together?
• What might account for any differences in your “Organizational Culture Compass”?
4. In the large group, discuss observations and implications for potential conflict in the workplace. Ask for suggestions (tools/behaviors) that could result in greater effectiveness.
1. What issues were easier or more difficult for your small group to agree on? Why?
2. How did you feel about completing the compasses? What issues were you most and/or least comfortable discussing? Why?
3. What values—either personal or organizational—affected your responses to this activity? Do areas where your perspective and the organizational perspective differ help you to understand areas where you may be either more or less comfortable working in this organization?
4. What have you learned?
5. How can you use what you have learned in your everyday work life?
1. The greater the consistency between personal and organizational values, the greater the satisfaction individuals feel; the less consistency, the greater the potential dissatisfaction.
2. Conflicts or misperceptions between co-workers are often a result of different cultural perspectives.
3. People often perceive the organization’s culture differently, based on their roles or responsibilities within the organization.
4. When we can understand the reasons for different cultural perspectives, we can more easily recognize and use the range of perspectives as a resource rather than a source of conflict.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Please rank the following according to similarity with your own perspective.
3—most like me
2—like me
1—least like me
1.______ a. My decisions are primarily guided by what I have learned.
______ b. I “go with the flow” and adapt my decisions to changing circumstances.
______ c. When I make a decision, I focus on the result I am looking for.
2.______ a. I tend to take each day as it comes.
______ b. I tend to keep lists of tasks that I need to accomplish each day.
______ c. In time things tend to work themselves out.
3.______ a. It is hard for me to stop worrying about upcoming events or deadlines.
______ b. Life has its own wisdom. Worrying is a waste of my energy.
______ c. It’s best to focus on what today brings and take care of the rest one day at a time.
4.______ a. We are meant to attend to the needs of nature as much as to our own.
______ b. Our progress and survival depend on our control of natural resources.
______ c. The power of nature will determine our progress and survival; our power can neither match nature nor truly control it.
5.______ a. In truth we are much better off now that we can make more effective use of our natural resources.
______ b. For all of our great plans and projects, nature could put mankind in its place in an instant.
______ c. “Effective use of resources” is the same as “exploitation of the natural world.”
6.______ a. No matter where we live, in the country or city, a variety of forces control our destiny.
______ b. In my life I strive to simplify, which is closer to the natural world.
______ c. Modern conveniences actually help us appreciate the natural world.
7.______ a. Developing my potential and my sense of self is the most important thing I can do with my life.
______ b. Being alive and healthy is the most important thing to me; my accomplishments are secondary.
______ c. It would be a waste if I did not achieve something important in my life.
8.______ a. I prefer to relax and enjoy life as it comes.
______ b. Peace of mind is possible regardless of external circumstances.
______ c. I feel useless if I am not doing something constructive with my time.
9.______ a. Taking action is more important than commitment to a belief.
______ b. We exist only in relation to other people.
______ c. Being a good person is essential; being successful is not the point.
10.______ a. I’ve got to be guided by what I think is right, even if I can’t please everyone.
______ b. Having a good leader make the decisions works best; everyone should cooperate accordingly.
______ c. Decisions affecting a group are more effective if everyone participates in the process.
11.______ a. I respect the individual, not his or her position.
______ b. Leaders deserve respect because of their position.
______ c. First and foremost comes unity; people who think of themselves first live at the expense of others.
12.______ a. The head of a group has to take responsibility for its success or failure.
______ b. If someone in my group is having a problem, I am partly responsible for helping to resolve it.
______ c. I am accountable for my own successes or failures.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Place the number recorded beside each statement in the appropriate space below. Add each row and record the total at the right. Please note that the “order” of the letters changes for each number.
Next you will mark the number corresponding to your score for each subdimension on the Individual Culture Compass. The highest number for each dimension indicates your preferred approach. Shading in each section may enhance score clarity and readability.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Please rank the following according to their dominance in your organization.
3—most dominant
2—dominant
1—least dominant
1.______ a. Priorities and strategies are based on tradition and what experience has proven to work.
______ b. People tend to “go with the flow.”
______ c. Priorities and strategies are based on careful consideration of future goals.
2.______ a. The organization as a whole does not emphasize future goals; how it is doing now is more important.
______ b. The organization has clear short- and long-term goals that guide daily work.
______ c. There is a strong sense of legacy and history in this organization.
3.______ a. In general there is considerable anxiety about upcoming events and deadlines.
______ b. There is a great deal of pride in the organization’s past accomplishments and reputation.
______ c. People in this organization are satisfied with its current state and tend not to worry too much about the future.
4.______ a. The primary purpose of the organization is to contribute to society.
______ b. The progress and survival of the organization depend on taking advantage of economic, political, and other opportunities and resources.
______ c. The organization is relatively powerless in the large scheme of things.
5.______ a. Effective management and use of resources enable the organization to influence and control its destiny.
______ b. The organization has little control, given the many constraints under which it must operate.
______ c. The organization has a mutually beneficial relationship with its political, economic, and social environments.
6.______ a. The organization is seen as a small cog in a very complex machine.
______ b. The organization exists to cooperate with and further the goals of its larger cultural environment.
______ c. In the organization it is believed that goals can be achieved through hard work, perseverance, and seizing opportunities as they arise.
7.______ a. The organization emphasizes employee development.
______ b. The organization is able to employ people who like to work here and don’t see the need for employee development.
______ c. The organization emphasizes getting the job done as the top priority.
8.______ a. If difficulty or problems are encountered, it is assumed that things will work themselves out.
______ b. Problems that arise here are seen as a natural part of the growth and development of any organization; everyone has his or her role in solving them.
______ c. If a difficulty arises, it must be resolved immediately; ignoring it is seen as counterproductive.
9.______ a. What the organization stands for is considered less important than getting one’s work done well.
______ b. People work here because the work accomplished is important.
______ c. All employees are encouraged to be themselves; that is their best contribution to the organization.
10.______ a. Each person makes decisions based on what seems right.
______ b. Those in positions of authority make the decisions; everyone else follows those directives.
______ c. Decision making is, for the most part, a collective process.
11.______ a. Everyone here is considered worthy of equal respect.
______ b. Those at the top of the hierarchy are worthy of respect because of their positions.
______ c. People who try to gain for themselves alone do so at the expense of others.
12.______ a. The head of the department guides the rest of the unit and takes responsibility for its successes and failures.
______ b. If someone has a success or a failure, the responsibility is shared by others in the department.
______ c. Each person is held accountable for his or her own successes and failures.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Place the number recorded beside each statement in the appropriate space below and add to the right.
Next you will mark the number corresponding to your score for each subdimension on the Organizational Culture Compass. The highest number for each dimension indicates the organization’s preferred approach. Shading in each section may enhance score clarity and readability.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.
Compare your individual and organizational compasses with the following profile of cultural perspectives.
A. Orientation toward Time
• Past
• Present
• Future
Past
Assumption: |
Today flows out of the legacy of the past. |
Finds meaning in: |
Serenity, surrender, history as context and teacher |
Meaning of work: |
Work is a place to establish and nurture relationships and traditions. There is an awareness of, connection to, and obligation toward the legacy of such relationships and traditions. |
Present
Assumption: |
Today is the only reality. |
Finds meaning in: |
Carpe diem (“Seize the day”). |
Meaning of work: |
Work, like life, is to be enjoyed. Present-oriented individuals often bring to work an energy and vitality not frequently embodied by the other orientations. |
Future
Assumption: |
Today is a step toward tomorrow’s goals. |
Finds meaning in: |
Establishing and working toward goals, work ethic |
Meaning of work: |
The individual finds his or her identity through achievements in the workplace. One keeps one’s eye on deadlines and goals and evaluates the present in relation to its utility in moving toward the future. One is rarely satisfied with achievements, focusing on the next goal instead. The ethic “no pain, no gain” is endorsed. |
• Yielding
• Harmonious
• Controlling
Yielding
Assumption: |
Nature is in charge of life on earth. |
Finds meaning in: |
Turning control over to nature |
Meaning of work: |
Work must be done. Within an organization individuals may feel dominated by the organization and try to adapt to their roles and assignments rather than influence them. |
Assumption: |
Our relationship with nature is symbiotic; care of the physical world will pay off with a balanced and peaceful existence. |
Finds meaning in: |
Harmony, doing one’s share |
Meaning of work: |
Work is part of a natural balance wherein people contribute to a symbiotic relationship between society and nature as part of their responsibility for being given life. |
Controlling
Assumption: |
Human welfare is primary; nature serves to meet individuals’ needs. |
Finds meaning in: |
Taking charge of challenges, mind over matter, effective use of resources |
Meaning of work: |
Work is a place to manage and control tasks, resources, and employees. Problems are to be solved, knots in the system untied, hurdles jumped or dismantled. |
• Doing
• Being
• Becoming
Doing
Assumption: |
Taking action is the most important activity. |
Finds meaning in: |
Accomplishments, achievements |
Meaning of work: |
A person is what she or he does. Work is pursued for a living. Relationships are secondary to the task. Work and play are separate activities, but “doers” often work hard and play hard (Work = Living). |
Being
Assumption: |
Self-expression is the most important activity. |
Finds meaning in: |
Spontaneous expression, being oneself, affiliation |
Meaning of work: |
Work is not directly attached to the ego, nor is it strictly considered a separate activity from leisure. Social and work relationships may be closely intertwined. |
|
Relationship development at work is time well spent. It builds morale and group identity. |
Becoming
Assumption: |
Self-development is the most important activity. |
Finds meaning in: |
Process, purpose, and intention of activity |
Meaning of work: |
A person is deeply invested in the type of work and its process; both aspects add to one’s personal development. |
D. Orientation toward Human Relationships
• Individual
• Mutual
• Ranked
Individual
Assumption: |
Each person is responsible for what happens in his or her life and must watch out for his or her own rights and welfare. |
Finds meaning in: |
Personal accountability, competitive ethic |
Meaning of work: |
Work is a place to be recognized for one’s achievements. Upward mobility and other forms of recognition are expected by employees. Group goals, rewards, and achievements are not as satisfying. |
Mutual
Assumption: |
Each person’s purpose is to make a contribution to a larger world. |
Finds meaning in: |
Interdependence, group goals, affiliation |
Meaning of work: |
Work is a place to make a contribution to a group effort. The individual needs to have a sense of being a part of projects and to see the connection to a larger goal or effort. Public praise and competition among or comparison with others may cause embarrassment. |
Ranked
Assumption: |
Each of us has his or her own place, and respect is due according to one’s position. |
Finds meaning in: |
Tradition, hierarchy, family, protocol |
Meaning of work: |
Work is a place to enhance or strengthen but not necessarily to advance one’s social position. Protocol is seen as maintaining the social fabric. |
|
There is a higher value placed on being respectful than on being frank. |
Adapted from an activity by Paula Chu in Experiential Activities for Intercultural Learning, edited by H. Ned Seelye.