Hampden-Turner's Seven Dimensions of Culture

In today's economic and technological progress and unlimited communication, the working environment is becoming more heterogeneous, especially in terms of cultural context. This provides a wide variety of communication and interactions, actions, expectations and expressions for almost all economic units. Meanwhile, multinational corporations are the most prominent examples of the rich and productive cultural diversity, but the cultural and contextual differences bring about an understanding of the differences, even the impact and conflict of culture I will.

Fons Trompenaars is a Dutch culturalist known for his work in international culture and Charles Hampden-Turner is a dilemma to classify seven aspects of culture. Trompenaars and Hampden-Turner (1997) classifies culture as a combination of behavioral model and value model. This research highlights the cultural aspects of corporate executives. As a result of their research, seven value dimensions were established. The dimension of universalism is to find wide and common rules. If there is a problem and there is no appropriate rule, the best rule will be found. On the other hand, specialty is finding exceptions. In the absence of rules, rather than enforcing existing rules, the benefits of the case itself

In 1998, management consultants Trompenaars and Hampden-Turner explained the cultural differences by country within the organization and introduced the "Seven Dimensions of Culture" model to explain how to manage these differences in heterogeneous business environments Announced. Main Issues Emotions and neutrality are the extent to which individuals express feelings. In emotional culture, people do not think that it is necessary to show their emotions and hide emotions. But in neutral culture, people are taught not to express their feelings publicly. Therefore, the degree of emotional expression is minimal. It is controlled while feeling emotion