Thank you for completing the Hofstede Culture in the Workplace Questionnaire™ for the Certainty Dimension.
Here are your personalized results.
(If you would like to keep a record of your results, please print this page.)
*PREFERENCE FOR CERTAINTY*
A Cultural Profile Prepared for
The Culture in the Workplace Questionnaire™ is derived from the work of Dr. Geert Hofstede, a Dutch social scientist who developed this questionnaire to illustrate culturally dependent work preferences. He is Director (Emeritus) of the Institute for Research on Intercultural Cooperation (IRIC) at the University of Limburg at Maastricht, the Netherlands. Dr. Hofstede's pioneering study of IBM affiliates in fifty countries, elaborated in his book Culture's Consequences, helped to form the foundation of the field of comparative management. A number of questions in the Culture in the Workplace Questionnaire™ were designed and researched by Dr. Hofstede's colleague, Professor André Laurent, Emeritus Professor of Organizational Behavior at INSEAD.
Note that in these scores, we are comparing your individual scores to country averages. As such, there are many individuals in these countries with scores that differ from their own country averages (and that may be closer or further from your scores). However, national tendencies are indicated clearly through the country scores.
The CERTAINTY Dimension:
The Certainty dimension (one of six dimensions in the Culture in the Workplace Questionnaire™) measures the extent to which people prefer rules, regulations and controls or are more comfortable with unstructured, ambiguous or unpredictable situations.
People with a Need for Certainty appreciate an organization with strong codes of behavior and management practices. They are most comfortable with well-defined rules and procedures, and deviation from these is not generally tolerated. Expertise, precision, and standardization are valued. Managers are concerned with daily operations and are expected to know the answers to most of the questions put to them.
People with a Tolerance for Ambiguity appreciate organizations that encourage individuals to use creative approaches. They believe that there should be no more rules than is strictly necessary, and that rules may be broken for pragmatic purposes. It is acceptable to challenge and question the way things are done. There is a tolerance of differences, innovative ideas and a wide range of behaviors. Managers are mainly concerned with strategic issues and it is accepted that they may not have all the solutions at any given time.
|NEED FOR CERTAINTY||TOLERANCE FOR AMBIGUITY|
|There is an emotional need for rules, even if they will not work.||There should be no more rules than strictly necessary|
|Acceptance of familiar risks; fear of ambiguous situations and of unfamiliar risks||Comfortable in ambiguous situations and with unfamiliar risks|
|Matters that can be structured should not be left to chance||Trying new approaches is encouraged|
|Learners are comfortable in structured learning situations and concerned with the right answers||Learners are comfortable with open-ended learning situations and concerned with good discussions|
|Information held is power||Information shared is power|
|What is different is dangerous||What is different is curious|
Your Results for CERTAINTY:
Your score is 50 on a scale of 0 to 100 = Preference for Tolerance for Ambiguity
|Your score is in the low to middle range of the Certainty dimension and indicates a moderate preference for Tolerance for Ambiguity. People with a preference for Tolerance for Ambiguity are comfortable in ambiguous situations and with unfamiliar risks. They think that rules should be established only in case of absolute necessity, and they believe that many problems can be solved without formal rules. They appreciate organizations that encourage individuals to try creative approaches. There is a tolerance of differences, innovative ideas and a wide range of behaviors. Managers are mainly concerned with strategic issues and it is accepted that they may not have all the solutions at any given time.|
The countries you requested are listed below. The numbers in parentheses refer to the country scores as listed by Professor Geert Hofstede in his book Culture's Consequences.
The complete Culture in Workplace Questionnaire™ analysis includes all six dimensions. Your results will be charted in color along with 5 countries of your choice. Each dimension will be clearly defined and illustrated. For information about the full six dimension Culture in the Workplace Questionnaire™ send an email to email@example.com OR call +65 6323 8020.
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