4 What are the differences between looking at (dominant) values, meanings or
value orientation in the study of cultural differences?
5 What benefit does cross-cultural knowledge give to a manager?
8 FURTHER READINGS
- Hofstede, Geert (2001),Culture’s Consequences: Comparing Values, Behaviors,
Institutions, and Organizations across Nations(Second Edition), Thousand Oaks,
CA: Sage Publications.
This study is a classic treatise on the investigation of culture and management. In this (acade-
mic) book Hofstede presents the methodology he used to develop each cultural dimension. He
provides many illustrations and refers to numerous studies that have used his work. This is THE
reference for the quantitative study of culture’s influence on managerial behavior. - Hampden-Turner, Charles and Alfons Trompenaars (2000),Building Cross-Cultural
Competence: How to create wealth from conflicting values. Chichester: John Wiley
and Sons.
Hampden-Turner and Trompenaars’ managerial book not only develops various cultural dimen-
sions but also illustrates them with examples and consequences for working life. The authors
provide tools for dealing with cultural differences. They enable the reconciling of the dilemmas
expressed in each cultural dimension (e.g. Individualism or Communitarianism). - Lane, Henry W., Joseph J. DiStefano and Martha L. Maznevski, (2000),International
Management Behavior: Text, Readings and Cases. Oxford: Blackwell.
The researchers who adapted Kluckhohn and Strodtbeck’s cultural framework for management
edited this textbook. They provide numerous relevant illustrations of the influence of culture on
management with a combination of accessible theoretical chapters, readings on specific issues
written by a specialist on that question, and case studies. - D’Iribarne, Philippe (forthcoming) Honor, Contract and Consensus.
D’Iribarne presents a rich case study of a company using the same technology in three differ-
ent countries (France, the Netherlands and the USA). The author shows how local interpreta-
tions cause employees’ work to differ in each country. He offers socio-historical (cultural)
explanations for the differences between countries in the interpretation and development of
work conditions. Comprehensively illustrated with examples and quotations, the book is an
insightful study of diverging work behaviors across countries.
REFERENCES
Boyacigiller, Nakiye A., M. Jill Kleinberg, Margaret E. Phillips and Sonja A. Sackmann (2002),
‘Conceptualizing culture: Elucidating the streams of research in International Cross-Cultural
164 International Human Resource Management