Probably some of you as children read the comic strips of “Little Lulu”. This character, created by Marjorie Henderson in 1934, illustrated aspects of our social and professional life. As Susana Rostagnol writes in her study, Spaces between Men in the Construction of Masculinity, almost seventy years later, Toby continues to use his tricks to keep the girls outside of the clubhouse. The confrontations with them, orchestrated by Lulú, who outshines him in ingenuity, also continue.
Men gather today among themselves at “Toby’s Clubs”, separated dramatically from women; defined as an exclusive place for men. Little Lulu’s creator was giving visibility to a very widespread characteristic: the relationship between men and women, and the construction of masculine identity.
Today I’m talking about Hofstede’s Masculinity and Femininity dimension.
Before you continue reading, let me clarify something. This discussion pertains not to individuals but to expected emotional gender roles in cultures worldwide. The terms Masculinity and Femininity often cause discomfort due to their gender-based binary nature. Hofstede never intended to offend anyone, so we can recognize that the name may no longer be appropriate. Some now use the descriptor “Motivation towards Achievement and Success” instead of the Masculine Dimension. However, the name change does not imply a reinterpretation of the dimension.
Hofstede’s Masculinity and Femininity Dimension
This dimension examines how much a society prioritizes achievement versus nurturing. Masculinity embodies traits like ambition, wealth acquisition, and distinct gender roles, while femininity stresses caring behaviors, gender equality, environmental awareness, and more fluid gender roles.
According to Hofstede, Masculinity refers to a society where gender roles are sharply defined: Men are expected to be assertive, tough, and focused on material success, while women are expected to be modest, tender, and concerned with quality of life. Conversely, Femininity represents a society where gender roles overlap. Both men and women are expected to be modest, tender, and concerned with the quality of life (Hofstede, 2001, Culture’s Consequences, 2nd ed., p. 297).
Masculinity reflects a society’s emphasis on assertiveness and achievement, while femininity focuses on quality-of-life issues such as caregiving, solidarity, and aiding the less fortunate. Despite progress, there remains a perceived disparity between male and female values, making this dimension a sensitive topic in highly masculine societies.
Understanding these differences is crucial in both personal and professional contexts, and mostly for the global leader.
Cultural Examples of Femininity and Masculinity
To illustrate the impact of the overall concept of Masculinity, here are some examples of the differences in the emphasis on Achievement and Success:
North America
In North American cultures, Canada scores 52 on Hofstede’s Masculinity scale, exhibiting moderate decisiveness, and valuing high performance while maintaining a subdued cultural tone. Meanwhile, the US, with a score of 62, demonstrates a higher motivation for achievement and success, fostering competitiveness and a “winner takes all” mentality.
Mexico, scoring 69 on Hofstede’s Scale, exhibits a heavy-handed leadership style driven by competition and achievement, fostering a decisive society where conflict resolution often entails confrontation. This culture prioritizes work, expecting assertive managers. Understanding this offers insights into the societal dynamics of politics, power, and governance.
South America
Colombia’s score of 64 reflects a competitive, collectivistic society, whereas Argentina, at 56, blends decisive and consensus elements, emphasizing achievement and assertiveness. Brazil, scoring 49, lacks a strong cultural preference in motivation towards achievement and success.
Asia
Japan, scoring 95, exhibits intense decisiveness manifested through group competition, manifesting itself differently due to its mild collectivism. From an early age, intense group competition replaces assertive individual behaviors. Meanwhile, China, scores 66, prioritizing success with a strong work ethic and sacrifice. South Korea, at 39, favors consensus and compromise, valuing well-being over status.
Europe
France (43) leans towards a consensus society, with an intriguing contrast between the upper and working classes’ attitudes towards achievement. Similarly, Spain (42) emphasizes harmony and political inclusion. Germany and the U.K., both at 66, are decisively driven, and highly valuing performance. In the U.K., understanding the subtle interplay between modesty and success-driven values is essential, as what is said may not always convey true intentions.
Finally, Sweden (5), Norway (8), Netherlands (14), and Denmark (16) rank as very feminine societies, focusing on discussion and negotiation for decision-making.
Implications for Global Business and Leadership
Understanding the implications of cultural differences in masculinity and femininity cultures is crucial for global business operations and leadership. Here’s how these cultural differences can impact businesses and leadership and how global leaders should be mindful of these differences to adopt or foster the needed leadership style:
- Leadership Styles: Masculinity cultures value assertiveness and competitiveness, while femininity cultures prioritize collaboration and empathy.
- Communication Styles: Masculinity cultures may favor direct communication, whereas femininity cultures often emphasize indirect communication and harmony.
- Decision-Making Processes: Masculinity cultures may prefer hierarchical decision-making, while femininity cultures value consensus. This is crucial to align with organizational values and stakeholder expectations.
- Work-Life Balance: Masculinity cultures may prioritize work, leading to longer hours, while femininity cultures prioritize work-life balance. Businesses must accommodate these differences to support employee well-being and productivity globally.
- Promoting Gender Equality and Diversity: Masculinity cultures may have rigid gender roles, impacting gender representation and opportunities.
- Customer Preferences and Market Dynamics: Businesses should conduct market research and tailor their strategies to align with cultural values and preferences.
- Conflict Resolution and Negotiation: Masculinity cultures may approach conflict with competitiveness, while femininity cultures prioritize compromise and empathy. Leaders need cross-cultural communication skills for effective conflict resolution and negotiation.
Challenges and Solutions: High vs Low Masculinity
Here are some tips for adapting Masculinity and Femininity styles to opposite cultural contexts and fostering effective communication and collaboration.
High Masculinity culture leaders when dealing with coworkers, clients, and customers on the Low Masculinity side (or higher Femininity) should consider that:
- Communication Style: Individuals from Low Masculinity cultures may prefer indirect and harmonious communication styles. Leaders should adopt a more diplomatic and inclusive approach, avoiding overly assertive or confrontational language. Negotiation, collaboration, and input from all levels will be more likely to yield Success.
- Decision-Making Process: Low Masculinity cultures may value consensus-building and inclusivity in decision-making. Leaders should involve stakeholders in the decision-making, seeking input and feedback to ensure everyone feels heard and valued.
- Leadership Approach: Leadership styles emphasizing collaboration, empathy, and relationship-building may be more effective in Low Masculinity cultures. Leaders should prioritize building trust and fostering a supportive work environment to inspire and motivate team members.
- Work-Life Balance: Individuals from Low Masculinity cultures may prioritize personal well-being and family life over work commitments. Workplace flexibility and work-life balance may be important. This should be considered for when designing jobs, organizational environments and cultures, and performance management processes. Encourage a healthy work-life balance and offer flexibility when possible.
- Gender Dynamics: Be sensitive to gender dynamics and hierarchies in the workplace. Recognize that individuals from Low Masculinity cultures may have different expectations regarding gender roles and equality. Promote diversity and inclusion initiatives to create a more equitable and inclusive work environment. Avoid the “old boys’ club” (Club de Tobi, it’s called in Mexico, as stated in my introduction).
- Conflict Resolution: Approach conflicts with a focus on understanding and collaboration rather than competition. Encourage open dialogue and constructive feedback to address issues and find mutually beneficial solutions. Emphasize the importance of maintaining relationships and harmony.
Challenges & Solutions: Low vs High Masculinity
Low Masculinity culture leaders when dealing with coworkers, clients, and customers on the higher Masculinity side (or higher Femininity) should consider:
- Conflict Resolution: Approach conflicts with a focus on assertiveness and problem-solving. Be direct and transparent in addressing issues and resolving conflicts, but also be respectful and considerate of others’ perspectives and opinions.
- Communication Style: Understand that individuals from higher Masculinity cultures may prefer direct and assertive communication styles. Be prepared for more straightforward and explicit communication and avoid ambiguity or indirectness to ensure clarity in messages.
- Decision-Making Process: Recognize that individuals from higher Masculinity cultures may prioritize decisiveness and efficiency in decision-making. Be prepared to make quick and authoritative decisions, when necessary, but also be open to input and feedback from team members.
- Leadership Approach: Leadership styles that emphasize assertiveness, competitiveness, and decisiveness may be more prevalent in Higher Masculinity cultures. Lead by example and demonstrate confidence and authority in your decisions and actions. People are motivated by precise targets.
- Work-Life Balance: Higher Masculinity cultures may prioritize work commitments over personal well-being or family life. A long-hours culture may be the norm, so recognize its opportunities and risks. Encourage a healthy work-life balance among team members and provide support.
- Gender Dynamics: Understand the gender dynamics and hierarchies prevalent in higher-masculinity cultures. Be mindful of potential gender biases or stereotypes and promote diversity and inclusion initiatives to create a more equitable and inclusive work environment.
Conclusions
One must be adaptable and flexible in all cultural dimensions to effectively accommodate cultural differences. I have written this in many of my blogs and specifically in The Global Leader’s Quick Road to Success. We must demonstrate the willingness to learn from others while adjusting our behavior and communication style as needed. This will foster effective collaboration and mutual understanding.
An Intercultural Executive Coach plays a pivotal role in assisting global leaders with their decision-making processes in multicultural environments. By raising awareness of cultural differences, and facilitating perspective-taking exercises, the coach helps leaders navigate diverse cultural landscapes. As an Intercultural Executive coach, I support leaders in developing conflict-resolution skills, adapting decision-making strategies to different cultural contexts, and cultivating inclusive leadership practices.
These interventions provide leaders with the necessary insights and tools to make culturally sensitive decisions that promote diversity, equity, and inclusion, ultimately driving organizational success in today’s globalized world.
