A new article in a special section on Culture and Psychology in Perspectives on Psychological Science, a journal of the Association for Psychological Science, explains that people in different cultures think about work in different ways.
For example, people have different expectations about teamwork, says Cristina B. Gibson, of the University of Western Australia.
Gibson has interviewed people to understand how they conceptualize teams. “In the US, people used a lot of sports metaphors. Elsewhere, that just wasn't a common metaphor.” In Latin America, for example, many people talked about the work team as a family.
“If you just use those two contrasts and think about what you might expect from your family versus what you might expect from your sports team, you start to see the differences.” Families are involved in all parts of your life, and are expected to celebrate with you socially.“Your involvement in your sports team is more limited. Less caretaking, more competitive.”
Another example is in the realm of leadership. Many people assume that charismatic leadership is a good thing - using a strong personality to inspire loyalty in others. But that's not going to work for everyone, Gibson says. “The very same behaviors that are deemed desirable from a leader in one culture might be viewed as interference or micromanagement in other settings.”
And as this research continues, she says, people should consider that cultures can vary a lot within countries, too, especially as large numbers of people continue to migrate between countries. “We can’t make these assumptions that everybody in the US is like this and everybody in China is like that.”
美國“趣味科學(xué)”網(wǎng)站8月11日報道：不同文化如何理解工作。
日前，一篇刊登在美國心理科學(xué)聯(lián)合會的學(xué)術(shù)期刊《心理科學(xué)視角》文化與心理版塊的文章稱，在不同文化生活的人對工作的理解也不一樣。
例如，人們對“團隊合作”就有不同的期望，西澳大學(xué)教授克里斯蒂娜-B-吉布森說道。
吉布森調(diào)查了人們對于“團隊合作”這一概念的認識?！霸诿绹?，人們使用很多體育方面的比喻。而在其他地方就不是一個普通的比喻了?！崩缭诶∶乐?，很多人把“團隊合作”看做是一個“家”。
“如果你對比這兩種認識，想想你能從家庭看到什么以及能從體育團隊看到什么，就會看出差別來?！薄凹摇鄙婕澳闵畹姆椒矫婷妫⑶揖蜕鐣用嫔吓c你共享成功的喜悅。“而你在體育團隊中的參與度是有限的。關(guān)愛更少，競爭更多?！?BR> 另外一個例子便是人們對“領(lǐng)導(dǎo)”的理解。許多人認為有魅力的領(lǐng)導(dǎo)作風(fēng)是件好事——用人格魅力激發(fā)員工的忠誠。但吉布森稱這并不對每個人都管用?！巴瑯拥男袨?，在一種文化中被看做是的必備素質(zhì)，在另一種文化中卻成了干涉或是微觀管理?！?BR> 吉布森還稱，隨著研究的進行，尤其是隨著龐大數(shù)目的移民持續(xù)在國家間流動，人們需要意識到一國內(nèi)部文化的多元性?！拔覀儾荒芗僭O(shè)在美國的所有人都是這樣的，或者假設(shè)中國的所有人全都是那樣的?！?BR>
For example, people have different expectations about teamwork, says Cristina B. Gibson, of the University of Western Australia.
Gibson has interviewed people to understand how they conceptualize teams. “In the US, people used a lot of sports metaphors. Elsewhere, that just wasn't a common metaphor.” In Latin America, for example, many people talked about the work team as a family.
“If you just use those two contrasts and think about what you might expect from your family versus what you might expect from your sports team, you start to see the differences.” Families are involved in all parts of your life, and are expected to celebrate with you socially.“Your involvement in your sports team is more limited. Less caretaking, more competitive.”
Another example is in the realm of leadership. Many people assume that charismatic leadership is a good thing - using a strong personality to inspire loyalty in others. But that's not going to work for everyone, Gibson says. “The very same behaviors that are deemed desirable from a leader in one culture might be viewed as interference or micromanagement in other settings.”
And as this research continues, she says, people should consider that cultures can vary a lot within countries, too, especially as large numbers of people continue to migrate between countries. “We can’t make these assumptions that everybody in the US is like this and everybody in China is like that.”
美國“趣味科學(xué)”網(wǎng)站8月11日報道：不同文化如何理解工作。
日前，一篇刊登在美國心理科學(xué)聯(lián)合會的學(xué)術(shù)期刊《心理科學(xué)視角》文化與心理版塊的文章稱，在不同文化生活的人對工作的理解也不一樣。
例如，人們對“團隊合作”就有不同的期望，西澳大學(xué)教授克里斯蒂娜-B-吉布森說道。
吉布森調(diào)查了人們對于“團隊合作”這一概念的認識?！霸诿绹?，人們使用很多體育方面的比喻。而在其他地方就不是一個普通的比喻了?！崩缭诶∶乐?，很多人把“團隊合作”看做是一個“家”。
“如果你對比這兩種認識，想想你能從家庭看到什么以及能從體育團隊看到什么，就會看出差別來?！薄凹摇鄙婕澳闵畹姆椒矫婷妫⑶揖蜕鐣用嫔吓c你共享成功的喜悅。“而你在體育團隊中的參與度是有限的。關(guān)愛更少，競爭更多?！?BR> 另外一個例子便是人們對“領(lǐng)導(dǎo)”的理解。許多人認為有魅力的領(lǐng)導(dǎo)作風(fēng)是件好事——用人格魅力激發(fā)員工的忠誠。但吉布森稱這并不對每個人都管用?！巴瑯拥男袨?，在一種文化中被看做是的必備素質(zhì)，在另一種文化中卻成了干涉或是微觀管理?！?BR> 吉布森還稱，隨著研究的進行，尤其是隨著龐大數(shù)目的移民持續(xù)在國家間流動，人們需要意識到一國內(nèi)部文化的多元性?！拔覀儾荒芗僭O(shè)在美國的所有人都是這樣的，或者假設(shè)中國的所有人全都是那樣的?！?BR>