CCBM_Romain Sandoz_Portfolio

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My portfolio

Cross Cultural Business Management

Sandoz Romain - Erasmus student from Switzerland

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Table of contents

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Unit 5 Culture and ethics

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about myself: who am i ?

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team project reflexive thoughts

personal skills the evolution of my personal skills

Conclusion Evaluation of the CCBM course

bibliography

Unit 2 Culture and company culture

Unit 3 Communication, obstacles and ICC

Unit 1 Unity and diversity

Unit 4 ICC models

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More about me

HEIG-VD, Yverdon-les-Bains

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About myself

Who am I ?

Morges, Switzerland

My name is Romain Sandoz, I am 21 years old.I come from a small town in Switzerland called Morges and I study in Yverdon-les-Bains, where I follow a Bachelor's degree in business administration. I am currently doing an erasmus semester in Brussels where I have chosen to follow the 'Global supply chain management' programme.

Average Swiss

Me

Small

Large

Fast

Slow

Poly-chronic

Mono-chronic

High

Low

Space

Info flow

Time

Context

My dimensions

Unit 1

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Unity and diversity

the Hall Dimensions

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Suggested by Edward T. Hall (1914-2009)

The Hall dimensions are used to describe cultural differences. The theory presents 4 dimensions: - The level of context - The use of time - The intensity of the information flow - The size of the personal space. I really like this theory because it presents clearly distinct dimensions and allows us to discover real cultural differences. I also like the fact that the model can be seen as non-binary. You do not have to be 100% one or the other.

Swiss characteristics

Unit 1

Unity and diversity

1.

Low / High context

Most of the Swiss German are very low context but the rest of Switzerland is rather high context people.

2.

Mono- / Polychronic

The land of watches, obviously, most people operate in a monochronic way.

3.

Slow / Fast information flow

Hard to measure but I seems to me that there are a lot of briefings and each piece of information remains in its department.

4.

Small / Large space

Except that Swiss French and Swiss Italian kiss when they see each other, the personnal space remains pretty large.

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Culture is often defined in terms of the behaviour and practices of a population, but in reality there are many more characteristics. This is the invisible part of the iceberg.

But is that all ?

And so culture can be defined by "the attitudes and behaviour characteristic of a particular social group."

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These three definitions represent the composition of all societies.

Western Justice Center describe them in a very fun way.

Unit 2

Culture and company culture

Defining Culture

To understand what culture is, you first need to know what race, ethnicity and nationality are.

The corporate culture was all about teamwork. Even though we all had our own tasks, we did not hesitate to help or ask for help. Because it was a bank, we also had to be impeccably presented. Even though we looked serious in our uniforms, that did not stop us from making jokes. A good atmosphere within the team was essential. The manager was more into participative leadership.

Culture and company culture

My experience in a company

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+ info

Unit 2

Internship at Postfinance

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I did a 1-year internship at PostFinance, a well-known bank in Switzerland. I worked in a subsidiary with 7 other people. My role consisted of providing administrative support to the bank advisers and handling customer relations. In the end, my colleagues told me I was the best intern they would ever had

The kind of meeting I am used to

More info

To work in a company, I think you first have to be passionate about what the company does.

Culture and company culture

Corporate culture

Unit 2

1.

My dream companyAs a sports lover, I would love to work for an international club or organisation.

2.

Company culture A support culture

3.

My favourite leadership style I need regular encouragement and a gentle explanation when I have made a mistake. This is why human-oriented leadership is ideal for me. But as a leader I think I would naturally be autonomous.

4.

My favourite meeting style

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Obstacle 4: Sentences structure Sentence complexity has an impact. For example, because of differences in mastery of a subject or different points of view, a sentence can become incomprehensible even if you speak the same language.

Obstacle 3: Personality The spoken language can easily be a barrier to communication. As can the cultural aspect that goes with it. Culture has a considerable influence on the way we communicate (use of words, body language, humour, etc.).

Obstacle 2: Channel of communication Face to face, there is no real risk of problems. But if you use tools like the telephone, videoconferencing or e-mail, there may be technical problems. In addition, the message loses emotion because the body language may not be visible.

Obstacle 1: Environment Communication can be disrupted if there is noise, distractions or if the two interlocutors are too far apart.

Communication, obstacles and ICC

Obstacles to efficient communication

Unit 3

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Conceptual mix-up

Amnesia

Simply raise your right hand. Everyone knows this movement and it has the advantage of not forcing a contact, which could make some people feel uncomfortable.

Ethnocentrism

The worst hofstede's sin

Communication, obstacles and ICC

Level confusion

Greeting and hofstede's 7 sins

Unawarness

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Academic polemics

Unit 3

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Professional myopia

The perfect international greeting

We all know how awkward greetings can be. To remedy this, an international way of greeting should be introduced. This solution should be adapted to all cultures.

The Hofstede's 7 sins

The Hofstede's 7 sins are a concept developed by Geert Hofstede that represents 7 ‘personalities’ that are problematic in intercultural communication.

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TOPOI

Long term orientation

Uncertainity avoidance

Individualism

Indulgence

Masculinity

Power distance

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Particularism Communitarianism Diffuse Emotional Ascription Synchronous time Outer direction

Universalism Individualism Specific Neutral Achievement Sequential time Internal direction

ICC models

4 models of icc

Unit 4

Hofstede

Trompenaars

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Meyer

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I love the fact that you can place elements on a non-binary spectrum. I find it so much more meaningful. In addition, I find that this model really covers crucial points in intercultural communication. This helps to avoid problems when communicating. However, it is very difficult to place the points for one nationality, as there are specificities for each region and each person. This model works well for assessing differences within a small group. Beyond that, it either takes too long or the model loses accuracy. Personally, I think the model could be useful for me to get to know and work better within a work group or a small company.

Average Swiss

Me

Persuading

Scheduling

Disagreeing

Trusting

Deciding

Leading

Evaluating

Applications first

Flexible time

Avoids confrontation

Relationship-based

Top-down

Hierarchical

Indirect negative feedback

High-context

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Consensual

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Task-based

Confrontational

Egalitatian

Linear time

Direct negative feedback

Principles first

Low-context

Communitating

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The culture map by erin meyer

ICC models

My favourite model of icc

Unit 4

Universalism

Culture and ethics

Relativism or universalism ?

Test your cultural intelligence

Unit 5

Relativism

- All cultures are equal - Culture can only be judged by the people within that culture - Everyone’s truth is relative (i.e. depends on place, time, situation…) - The definitions of ethical wrong and right change as people and societies change

- All cultures are not equal - Universal system of values to judge all the ideas of the world - Differences between cultures because they are in a different phase of development - All humans have the same inalienable rights.

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Discover some Swiss traditions !

judgements

Culture and ethics

traditions and judgements

Unit 5

Traditions

As mentioned above, each culture has its own characteristics. Traditions are one of them. In my opinion, traditions should be preserved at all costs. Traditions provide a sense of belonging to the culture. It allows us to compare cultures and to take an interest in foreign cultures and potentially draw inspiration from them. Without traditions, cultures would be far too similar and international relations would be far less interesting. As a Swiss, I do not consider our traditions to be the best, but I am proud of them and I want to preserve them !

The judgement is normal. Everyone does it, even unconsciously. However, as a proponent of relativism, I want to keep in mind that cultural differences are normal and should be accepted. For example, the treatment of women may be considered bad in Taliban culture, but perhaps the Taliban feel that women have too many freedoms in Swiss culture. It is all relative. Humans are constantly judging, it is part of their nature. We just have to be aware of it and watch out for certain words or behaviour. Otherwise we fall into xenophobia, and that must be avoided at all costs.

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Our team

Team project

Reflexive thoughts on the team project

What have I learned ? I discovered what it was like to work with an intercultural group. 3 continents and 5 countries were represented among the 6 members of the group. I learnt a lot of new concepts about culture and was able to see concrete examples of them through the group's meetings. We all had different ways of working but I think that, thanks to our patience and open-mindedness, we did a good job.

My personal development Above all, this project taught me adaptability, because we regularly had to face new challenges and work with different tools. Furthermore, I am not really used to working with foreign people. I had to adapt to their way of doing things just as they had to adapt to mine. English was obviously a barrier as it was not the mother tongue of any of us, but we all had a sufficient level to communicate and make ourselves understood. I think this job helped us all to progress in this language.

The evolution of my ICC skills I learned to communicate with students from other cultures. I discovered that working methods, communication tools, greetings, humour, etc. were very different from one culture to another. This sometimes led to misunderstandings, but we always managed to understand each other. I think my ICC skills have improved a lot simply because I am now aware of all these differences.

Problem solving We did not face any huge problems (just technical, organisational, etc.) and the way we dealt with them was always simple but effective. There were no conflicts within the group and everyone was very participative.

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Personal skills

Managerial skills

Personal skills

Skills

Before

Now

Communication skills

Social skills

Digital skills

Cross-cultural awareness

The evolution of my personal skills

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Info

Info

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How satisfied am I ?

70%

The course really helps to develop intercultural skills. The theory was interesting, although sometimes a bit long. On the other hand, I liked the flipped classroom approach and the group work.However, I have the impression that this course required us to invest a lot (too much) of time in relation to the number of ECTS credits.

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Conclusion

Evaluation of the Cross-Cultural Business Management course

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Bibliography

- https://en.wikipedia.org/wiki/Morges - https://heig-vd.ch/ - https://www.reddit.com/r/Switzerland/comments/1e3tc9v/nice_infographic_about_switzerland/ - https://abroadlifestyles.com/high-vs-low-context-culture/ - https://toppandigital.com/us/blog-us/how-different-cultures-handle-time/#:~:text=Countries%20such%20as%20the%20US,they%20see%20and%20manage%20time. - https://studyinginswitzerland.com/swiss-etiquette/ - https://www.youtube.com/watch?v=cKsqfn8aH8k - https://www.postfinance.ch/en/private.html - https://www.youtube.com/watch?v=5neb3_RAo44 - https://ecampusontario.pressbooks.pub/leadershipandmanagement/chapter/9-5-the-globe-framework/ - https://www.yourdanishlife.dk/seven-deadly-sins-in-dealing-with-a-new-culture/ - https://www.youtube.com/watch?v=518FR6SbY_k - https://www.youtube.com/watch?v=AXIGDka8yjY + Cross-Cultural Business Management course materials

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Cons

Trompenaars’ seven dimensions can be complex to apply in practice because they require deeper insights into specific contexts and interpersonal relationships. It’s not as immediately accessible or easy to generalize. Some dimensions, such as specific vs. diffuse or internal vs. external control, can be harder to grasp or measure, especially without extensive cultural knowledge. Trompenaars’ dimensions are heavily oriented towards business practices, which can make the model less applicable in other areas

Pros

Trompenaars’ model delves into interpersonal dynamics and the way people interact in specific contexts, like business relationships. This makes it highly relevant for understanding work-related interactions. The focus on how cultures perceive time (sequential vs. synchronic) and status (achievement vs. ascription) is particularly helpful in global business operations where managing deadlines and hierarchies is crucial. Trompenaars’ model recognizes that cultural interactions are not static and emphasizes adaptability.

There are a lot of foreigners in Switzerland. However, the vast majority of these foreigners come from Europe. So the way they greet each other does not change much from Swiss habits. In fact, they adapt very easily and apply the country's customs perfectly. Switzerland does not have an overly complex system of greetings, which means that integration is relatively simple.

Greeting in my culture

As explained previously, Switzerland is divided into several regions, each with its own language. In French-speaking Switzerland, men shake hands, while women kiss each other and men. In Italian-speaking Switzerland, everyone kisses each other, and in German-speaking Switzerland, everyone shakes hands. If people know each other less well, or if it is a professional relationship, everyone shakes hands. Among young people, greetings can vary. They will not necessarily follow what has been explained above. But gender and level of relationship will always have an impact on how they greet each other.

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8,5%

24,7%

66,2%

There are 4 different languages in Switzerland and each of these languages has its own regional varieties. Switzerland is also both very urban and very mountainous. Finally, Switzerland welcomes many foreigners. That is why it is hard to talk about one Swiss culture, there are so many divergences. I personally come from the French-speaking part.

My attitude in intercultural situations

Now I think I can quickly discern and understand cultural differences and accept them. Before I was probably in the 'MINIMIZE' box because I was not fully aware of the complexity of cultures and in particular the details of my own culture. This semestre enabled me to improve on that point.

Utah, 9 years old

Thank you for taking an interest in me ! :)

I have always lived in Morges with my parents, my brother, my sister and my dog. My parents are both from Switzerland, so I am a real Helvetian ! Before coming to Brussels I already had experience abroad. When I was 16, I have lived with a host family in Germany for 2 months. Sport is probably my biggest passion. I love doing it, but I also love watching it. In fact, I was part of a football team for 8 years. As a Swiss man, my favourite athlete is of course Roger Federer. I also like to travel, especially in cities. I already visited plenty of them in Europe.

Sechseläuten

Sechseläuten, a traditional spring holiday in the city of Zurich, is celebrated each year with the burning of a snowman effigy, called the "Böögg," to predict the coming summer weather. The faster the Böögg head explodes, the earlier and sunnier will be the summer

Cow parade

Another beloved custom is the Alpabzug, or "cow parade," held each autumn when cows are decorated with floral wreaths and large bells and led from the alpine pastures back down to the valleys. This tradition marks the end of the summer grazing season and is celebrated in many Swiss towns with local food, music, and festivities.

Yodeling

One of the most famous Swiss traditions is yodeling, a vocal technique originating in the Swiss Alps, where it was once used as a means of communication between mountain dwellers. Today, yodeling festivals are popular events, bringing communities together in celebration of this unique musical form.

Apply it to life

The model becomes dysfunctional when it is used to overgeneralize or stereotype individuals based solely on their national culture. Cultures are diverse and individuals may not always fit neatly into one dimension. The model can be limiting if you ignore personal or organizational differences within the same culture. People might adopt different behaviors depending on the company culture, industry, or their own experiences. For instance, someone from a hierarchical culture may still operate in a more egalitarian way if their workplace encourages it. It can be dysfunctional if you become too rigid in applying the model. If you try to follow the cultural dimensions too strictly, without adapting to the specific situation, it can hinder effective interaction. The model might not account for important contextual or regional differences within countries. For instance, there may be a difference in communication styles between rural and urban populations or between different industries in the same country.

The model is particularly functional when working in international teams or conducting business across borders. It helps you understand why colleagues from different cultures may have different communication styles, decision-making processes, or approaches to leadership. It is also useful for building trust and improving relationships in a multicultural context. The model helps resolve cultural misunderstandings or conflicts by clarifying cultural expectations as well. Finally the model is functional when trying to optimize communication in a diverse setting. Understanding whether a colleague operates in a low-context or high-context culture can help you communicate more clearly and avoid unintended confusion, especially in written or virtual communication.

The culture map

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Pros

The model simplifies the complex topic of cultural differences into six dimensions, making it easier to understand. By identifying patterns of behavior and preferences in different cultures, the model helps predict how people from different countries may respond to certain situations, such as negotiation styles, leadership preferences, or team dynamics. This predictability aids in reducing cultural misunderstandings and improving collaboration in international settings.

Cons

One major criticism is that the model oversimplifies complex cultures by reducing them to six fixed dimensions. It risks stereotyping individuals based on national characteristics, ignoring the nuances and diversity within a single country or group. Cultures are dynamic and constantly evolving, but the model treats them as relatively static, potentially limiting its relevance in rapidly changing societies. Additionally, the model focuses on national cultures, neglecting subcultures, regional differences, and individual variations within countries.

I scored ‘High’, which means that my cultural intelligence is fairly well developed and that I have cultural awareness. It also means that my behaviour, skills, values and beliefs are flexible enough to adapt to people from other cultures. Try it yourself: ^^ https://commonpurpose.org/resources/free-tools/cq-test#anchor1

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Cons

Meyer’s model is based on qualitative research and personal interviews. This could introduce subjectivity or bias, as it relies on personal experiences and examples. Some dimensions may vary significantly even within a single country or organization, making it harder to apply universally. Although Meyer emphasizes that cultural dimensions are not meant to stereotype, there’s still a risk that users might overgeneralize cultural traits. For instance, assuming that all individuals from a "high-context" culture communicate in the same way can lead to misunderstandings.

Pros

The Culture Map is not as rigid as some other cultural models. It acknowledges that cultures can vary along a spectrum within each dimension, making it more adaptable to different contexts. The model places a strong emphasis on communication styles, which is essential in cross-cultural interactions. The dimensions are easy to relate to real-world scenarios, making the model highly practical. Given that the model is more recent compared to older models, it takes into account the globalization and digitalization of work.

Cultures evolve at different paces depending on many criteria (geography, demography, politics, etc.), which explains why there are so many cultural differences. These differences may suggest that some cultures are inferior to others, but this is not true. We have to keep in mind and accept that each culture functions perfectly according to its own characteristics, otherwise it would no longer exist.

I prefer relativism !

Humans have existed for a long time, and cultures have not always been in contact as they are today. Each culture has its own characteristics and even if some cultures have points in common, it is very hard, if not impossible, to find a characteristic common to all cultures.

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Cons

Applying the TOPOI model requires deep reflection, active engagement, and understanding of each of the five domains, which can be time-consuming in practice. Inbusiness environments, it may be seen as too detailed or too slow to implement when quick decisions are needed. TOPOI is a micro-level model focused on individual interactions, which can make it harder to apply to large-scale or organizational studies. It does not provide the kind of broad, statistical insights about national or organizational cultures that other models like Hofstede or Trompenaars offer.

Pros

Unlike more static models, TOPOI does not classify people or cultures into fixed categories. Instead, it focuses on analyzing each interaction individually, making it more adaptable to real-life communication, especially in conflict resolution or mediation. The TOPOI model is highly effective in pinpointing the root causes of communication breakdowns. It highlights the key elements - such as language, perceptions, and intentions - that often lead to misunderstandings in intercultural settings.

Each of the 7 sins is problematic, but in my opinion the worst is ethnocentrism. Ethnocentrism is a kind of ignorance of cultural differences accompanied by certain arrogance. It is never pleasant to see someone else's culture considered superior to your own. Moreover, this will often lead the person to want to drag everyone into his or her way of being and doing things. Yet the key to intercultural communication is open-mindedness and adaptability, and ethnocentrism goes against this.

Ethnocentrism

The worst Hofstede's sin

My favourite corporate culture

The culture would emphasise teamwork and accomplishment. Everyone in the company would be on a first-name basis. There would also be regular contact with schools to show them the business and motivate them to find their own path. Here is an article that explains the 8 steps to implementing a good support culture:

My favourite type of meetings

First of all, everyone must arrive on time and be ready for what is going to be discussed. Then you need to be efficient in passing on information so that you can brainstorm effectively. The production of ideas should be encouraged and no idea should be criticised. Once all the ideas have been gathered, it is time to agree on the best one and implement it successfully. Once the final decision has been taken, it is useful to establish a meeting report.

It is difficult to place myself on such a diagram because the term 'culture' is very broad. I really love my home culture. And I think I have a rather good image of Belgian culture, but I sometimes have difficulty understanding it. That is why I placed this more or less large area in the middle right.

My integration level

My acculturation curve

Since I had always lived in Switzerland (except for 2 months in Germany when I was 16), I was not really used to dealing with foreign cultures, so I took some time to adapt to Belgian culture and to the foreign cultures in my classes. I was therefore quickly in the ‘culture shock’ phase, but as the semester came to an end, I felt that I was starting to adapt. It would still take me a while to get used to it, but after all I think I have made great progress. This progress is due to the clear improvement in my cultural awerness.