In Module 1, we explored personal values and the contribution they make to individual worldviews. Cultural values are also important to groups, and are thought to be the foundation on which groups exist. They are explicitly and implicitly shared by members to maintain harmony and to ensure ongoing development of the group. While cultural values help define the character of groups, they generally do not provide specific actions. Values generally outline what members should do but not how to do it.
Cultural value orientations (also referred to as cultural dimensions in some texts), are sets used to interpret how different values are expressed within and across groups. Many attempts have been made by researchers to create their own models. These provide general guidelines on how values manifest as actions and behaviors, and usually focus on national cultures. We will look at three cultural value orientation models developed by Florence Kluckhohn and Fred Strodtbeck, Geert Hofstede, and Fons Trompenaars and Charles Hampden-Turner. Although not the only research in this area, these models provide some basic theory, and still influence how we currently interpret cultural expression.
Limitations of cultural value orientations:
It is important to note that while value orientations can help build an understanding of general or broad cultural differences, not everyone in a group holds the dominant values. One of the problems with cultural value orientations is that they tend to ‘essentialize’ people. In other words, people tend to assume that particular group characteristics are fundamental for all group members and in all contexts. We shouldn’t merely reduce individuals to stereotypes based on these value orientations. Within Canadian society for example, differences may be seen between people living in rural and urban settings, holding different spiritual / religious views, or being part of smaller groups (e.g., people who are LGBTIQ).
Cultural value orientations are subjective. As such, they are based on relative positioning and general guidelines (not hard and absolute rules) that support the development of intercultural competence. Your own learning and behavior and experience with others will make a difference in your interpretation of intercultural experiences.
Additional Note: Each cultural value orientation set presents the two opposite endpoints of a linear scale, signifying very strong tendencies / behaviors / preferences. Depending on context, people can move from low, to medium, to high on this scale, but are very rarely placed at the extreme end points.