Culture Mapping

Value practices research and its meaning before different cultural dimensions; plotting of desired culture for implementation of strategy and the company’s vision and alignment regarding a necessary transition.

Hofstede Cultural Model

In the beginning of the 70’s, Geert Hofstede has led a study about cultural differences and its influences in the work performed in the companies. This research was performed in more than 70 countries, with the purpose to identify competitive differences between nations, which could be present in the cultural values of a country (Hofstede et al., 1991). The model developed and used by Hofstede works with five dimensions used to evaluate the cultural values of a country (of an Organization) and its disciples maintained continuously up-to-date researches.

Acting of QuotaMais with the Hofstede approach

QuotaMais Consultoria works especially with 4 of the Hofstede cultural dimensions, in its cultural projects:

» Power Distance: It’s “how much members less powerful of institutions and organizations accept that the power be unequally distributed”. In countries with elevated distance of power, the companies tend to be more centralized, and it is verified an rigorous obedience between people. Nevertheless, companies in countries with low distance of power value less the supervision, and there is less inequality in the power; » Escape from uncertainty: “points a feeling of discomfort in non structured or uncommon situations, while its inverse shows tolerance to new or ambiguous circumstances”. Cultures with low escape from uncertainty accept better the risk and tend to be less aggressive. This dimension also points out the adoption and acceptance degree that a culture have of written rules;

» Individualism: “describes the tendency that people have in worrying only with its own and immediate familiar interests”. The collectivism shows a loyalty sense for the group, and the individual is between its own individualism and its fidelity to the group. The concept of individualism, as described in the approach, has more association with protagonism: accept the commitment it was made; » Masculinity: “is an orientation to the affirmation or competition, as well as a distinction of sexual roles, and its inverse is a more modest and careful attitude regarding others”. Thus, more masculine cultures wait for men to be more ambitious and competitive, and that the women’s task is serving those the weak and to the one that need help. The vision directs to descriptions of more masculine or feminine behaviors;

With this approach, QuotaMais conducts mapping of Personnel and Organizational Values, in individual application and group discussions. The results take to the current and desired culture analysis in the companies, as well as the path to work the transition.



Symlog Methodology

QuotaMais is authorized to work with the methodology of Robert Bales – Harvard, extremely potent in the high performance team and culture construction.

The focus of consultancy is cultural transition in Organizations and this is an important achievement for its acting in the corporate business.

It’s about the Symlog method, still little explored in Brazil, which maps the Values present in the human intentions and points out opportunities of higher integration and efficiency in the search of group results.

QuotaMais acting with the Symlog methodology

Symlog is a field theory, that is, it considers the actions happen in such interaction field and that is needed to understand it as a whole for management the path of change.

Symlog assumes as Values those base principles that inspire the behavior of people and that, therefore, strongly impact individual attitudes, group relations and organizational culture.

In Symlog, a set of critical values is considered for analysis purposes and can be organized in 3 different dimensions:

» Higher or lesser availability for People;
» Availability versus Resistance to the task defined by such context authority;
» Dominance versus Submission Relation.

By means of Values assessment questionnaire, is possible to analyze the field in which such group or company acts and how their relations are, how they should be to be more effective, how people wanted them to be, what’s expected from them in the future etc. These questions can be proposed in the matter of such group, such organizational culture, or such person (or people).

QuotaMais Consultoria assumes Symlog for punctual situations – teambuildings, coaching sessions – but mainly for cultural transition.

In the step by step of change processes for higher professionals and companies’ efficiency, Symlog has instruments, research base and methodology resources to support the evolution measured by indicators easily viewed in the “action field” (Values assessment results table) and in real life.