Another interesting distinction is that between long- and short-term orientation. Some cultures teach a long-term orientation, an orientation that promotes the importance of future rewards, and so, for example, members of these cultures are more apt to save for the future and to prepare for the future academically (Hofstede, Hofstede, & Minkov, 2010). The most long-term-oriented countries are South Korea, Taiwan, Japan, China, Ukraine, Germany, Estonia, Belgium, Lithuania, and Russia. The United States ranks 69th out of 93 countries, making it less long-term than most countries. In long-term cultures, marriage is a practical arrangement rather than one based on sexual or emotional arousal, and living with extended family (for example, in-laws) is common and considered quite normal. Members of these cultures believe that mothers should be home with their children, that humility is a virtue for both men and women, and that old age should be a happy time of life.
Cultures fostering a short-term orientation (Puerto Rico, Ghana, Egypt, Trinidad, Nigeria, Dominican Republic, Colombia, Iran, Morocco, and Zimbabwe are the top 10) look more to the past and the present. Instead of saving for the future, members of this culture spend their resources for the present and, not surprisingly, want quick results from their efforts. These cultures believe and teach that marriage is a moral arrangement, living with in-laws causes problems, children do not have to be cared for by their mothers (others can do that), humility is a virtue only for women (not men), and old age is an unpleasant time of life.
These cultures also differ in their view of the workplace. Organizations in long-term-oriented cultures look to profits in the future. Managers or owners and workers in such cultures share the same values and work together to achieve a common good. Organizations in short-term-oriented cultures, on the other hand, look to more immediate rewards. Managers and workers are very different in their thinking and in their attitudes about work.
Even in educational outlook there are significant differences. Students in long-term cultures will attribute their success or failure in school to their own efforts while students in short-term cultures will attribute their success or failure to luck or chance.
Another perspective on this difference is offered by a study that asked Asian (long-term cultures) and American (short-term culture) executives to rank order those values they considered most important in the workplace. The top six responses are presented in Table 2.2 and show a dramatic difference between the two cultural groups.
Cultures fostering a short-term orientation (Puerto Rico, Ghana, Egypt, Trinidad, Nigeria, Dominican Republic, Colombia, Iran, Morocco, and Zimbabwe are the top 10) look more to the past and the present. Instead of saving for the future, members of this culture spend their resources for the present and, not surprisingly, want quick results from their efforts. These cultures believe and teach that marriage is a moral arrangement, living with in-laws causes problems, children do not have to be cared for by their mothers (others can do that), humility is a virtue only for women (not men), and old age is an unpleasant time of life.
These cultures also differ in their view of the workplace. Organizations in long-term-oriented cultures look to profits in the future. Managers or owners and workers in such cultures share the same values and work together to achieve a common good. Organizations in short-term-oriented cultures, on the other hand, look to more immediate rewards. Managers and workers are very different in their thinking and in their attitudes about work.
Even in educational outlook there are significant differences. Students in long-term cultures will attribute their success or failure in school to their own efforts while students in short-term cultures will attribute their success or failure to luck or chance.
Another perspective on this difference is offered by a study that asked Asian (long-term cultures) and American (short-term culture) executives to rank order those values they considered most important in the workplace. The top six responses are presented in Table 2.2 and show a dramatic difference between the two cultural groups.
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