•   Search
Skip to navigation Skip to content
Hofstede Insights
  • Home
  • WHAT WE DO
    • ORGANISATIONAL CULTURE
      • PACKAGES & PROGRAMMES
        • Organisational Culture Transformation
        • C-Suite Coaching Programme
        • Cultural Ambassador Programme
      • CERTIFICATION PROGRAMME
        • Virtual Organisational Culture Certification
      • TOOLS
        • Team Culture Scan
        • Organisational Culture Scan
        • Executive Match
    • INTERCULTURAL MANAGEMENT
      • IN-HOUSE PROGRAMMES
        • C-Suite Coaching Programme
        • Intercultural Competence Programme
        • Global Virtual Management Programme
      • CERTIFICATION PROGRAMME
        • Intercultural Management Certification
        • Lecturer Certification
      • OPEN PROGRAMMES
        • Cross-Cultural Management Programme
        • Cross-Cultural Research Programme
      • TOOLS
        • The Culture Compass™
        • E-learning
        • Compare countries
        • Cultural Adaptability Profile
    • CONSUMER CULTURE INTELLIGENCE
      • About CCI
      • CERTIFICATION
        • CMC Certification
      • TRAINING/CONSULTING PROGRAMMES
        • CCI Message Diagnostics
        • CCI-Find Your Tribe
        • CCI-Creative Brief Workshop
    • Discover the Culture compass survey

      Measure your personal cultural preferences on Hofstede’s 6D model, compare them to the culture of a selected country and become aware of cultural pitfalls.

  • Insights
    • News & Blog
      • BLOG
        • The Culture Factor
        • The Role Management Plays in Organisational Change
        • Organisational Culture – What you need to know
        • How do you change your Company Culture?
        • The Hofstede Insights Magazine
        • What is the perfect Organisational Culture?
        • Why is managing Cultural Diversity important?
        • What do we mean by “Culture”?
    • Resources
      • Discover the new magazine!
      • Book: Negotiate Like a Local
      • Book: The 7 Mental Images
      • Book: Decoding China
    • Public events
      • Webinars
      • Virtual programme Cross-Cultural Management
  • Our models
    • Organisational Culture
      • Organisational Culture – What you need to know
      • The Multi-Focus Model on Organisational Culture
    • National Culture
      • The 6-D model
      • The Culture Compass™
    • Cultural Connections
      • About Cultural Connections / CCI
  • About us
    • The Hofstede Insights network
      • Our Network Members
      • Join Our Network
    • About
      • About us
      • Our Country Offices
      • Our Partners
      • About Geert Hofstede
    • Our Customers
      • Our Customers
      • Noor Bank – Success Story
      • Mars – Success Story
  • Contact
  • Store
  • Home
  • WHAT WE DO
    • ORGANISATIONAL CULTURE
      • PACKAGES & PROGRAMMES
        • Organisational Culture Transformation
        • C-Suite Coaching Programme
        • Cultural Ambassador Programme
      • CERTIFICATION PROGRAMME
        • Virtual Organisational Culture Certification
      • TOOLS
        • Team Culture Scan
        • Organisational Culture Scan
        • Executive Match
    • INTERCULTURAL MANAGEMENT
      • IN-HOUSE PROGRAMMES
        • C-Suite Coaching Programme
        • Intercultural Competence Programme
        • Global Virtual Management Programme
      • CERTIFICATION PROGRAMME
        • Intercultural Management Certification
        • Lecturer Certification
      • OPEN PROGRAMMES
        • Cross-Cultural Management Programme
        • Cross-Cultural Research Programme
      • TOOLS
        • The Culture Compass™
        • E-learning
        • Compare countries
        • Cultural Adaptability Profile
    • CONSUMER CULTURE INTELLIGENCE
      • About CCI
      • CERTIFICATION
        • CMC Certification
      • TRAINING/CONSULTING PROGRAMMES
        • CCI Message Diagnostics
        • CCI-Find Your Tribe
        • CCI-Creative Brief Workshop
  • Insights
    • News & Blog
      • BLOG
        • The Culture Factor
        • The Role Management Plays in Organisational Change
        • Organisational Culture – What you need to know
        • How do you change your Company Culture?
        • The Hofstede Insights Magazine
        • What is the perfect Organisational Culture?
        • Why is managing Cultural Diversity important?
        • What do we mean by “Culture”?
    • Resources
      • Discover the new magazine!
      • Book: Negotiate Like a Local
      • Book: The 7 Mental Images
      • Book: Decoding China
    • Public events
      • Webinars
      • Virtual programme Cross-Cultural Management
  • Our models
    • Organisational Culture
      • Organisational Culture – What you need to know
      • The Multi-Focus Model on Organisational Culture
    • National Culture
      • The 6-D model
      • The Culture Compass™
    • Cultural Connections
      • About Cultural Connections / CCI
  • About us
    • The Hofstede Insights network
      • Our Network Members
      • Join Our Network
    • About
      • About us
      • Our Country Offices
      • Our Partners
      • About Geert Hofstede
    • Our Customers
      • Our Customers
      • Noor Bank – Success Story
      • Mars – Success Story
  • Contact
  • Store
  • 0.00 € 0 items
Home › Ukraine*

What about Ukraine?

If we explore the Ukrainian culture through the lens of the 6-D Model©, we can get a good overview of the deep drivers of Ukrainian culture relative to other world cultures.

Power Distance

This dimension deals with the fact that all individuals in societies are not equal – it expresses the attitude of the culture towards these inequalities amongst us. Power Distance is defined as the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally.

Ukraine, scoring 92, is a country where power holders are very distant in society. Being the largest country entirely within Europe and being for almost a century part of the Soviet Union, Ukraine developed as a very centralized country. The discrepancy between the less and the more powerful people leads to a great importance of status symbols. Behavior has to reflect and represent the status roles in all areas of business interactions: be it visits, negotiations or cooperation; the approach should be top-down and provide clear mandates for any task.

Individualism

The fundamental issue addressed by this dimension is the degree of interdependence a society maintains among its members. It has to do with whether people´s self-image is defined in terms of “I” or “We”. In Individualist societies people are supposed to look after themselves and their direct family only. In Collectivist societies people belong to ‘in groups’ that take care of them in exchange for loyalty.

If Ukrainians plan to go out with their friends they would literally say “We with friends” instead of “I and my friends”. Family, friends and not seldom the neighborhood are extremely important to get along with everyday life’s challenges. Relationships are crucial in obtaining information, getting introduced or successful negotiations. They need to be personal, authentic and trustful before one can focus on tasks and build on a careful to the recipient, rather implicit communication style.

Masculinity

A high score (Masculine) on this dimension indicates that the society will be driven by competition, achievement and success, with success being defined by the winner / best in field – a value system that starts in school and continues throughout organizational behavior.

A low score (Feminine) on the dimension means that the dominant values in society are caring for others and quality of life. A Feminine society is one where quality of life is the sign of success and standing out from the crowd is not admirable. The fundamental issue here is what motivates people, wanting to be the best (Masculine) or liking what you do (Feminine).

Ukraine’s relatively low score of 25 may surprise with regard to its preference for status symbols, but these are in Ukraine related to the high Power Distance. At second glance one can see, that Ukrainians at workplace as well as when meeting a stranger rather understate their personal achievements, contributions or capacities. They talk modestly about themselves and scientists, researchers or doctors are most often expected to live on a very modest standard of living. Dominant behavior might be accepted when it comes from the boss, but is not appreciated among peers.

Uncertainty Avoidance

The dimension Uncertainty Avoidance has to do with the way that a society deals with the fact that the future can never be known: should we try to control the future or just let it happen? This ambiguity brings with it anxiety and different cultures have learnt to deal with this anxiety in different ways. The extent to which the members of a culture feel threatened by ambiguous or unknown situations and have created beliefs and institutions that try to avoid these is reflected in the score on Uncertainty Avoidance.

Scoring 95 Ukrainians feel very much threatened by ambiguous situations. Presentations are either not prepared, e.g. when negotiations are being started and the focus is on the relationship building, or extremely detailed and well prepared. Also detailed planning and briefing is very common. Ukrainians prefer to have context and background information. As long as Ukrainians interact with people considered to be strangers they appear very formal and distant. At the same time formality is used as a sign of respect.

Long Term Orientation

This dimension describes how people in the past as well as today relate to the fact that so much that happens around us cannot be explained. In societies with a normative orientation, most people have a strong desire to explain as much as possible. In societies with a pragmatic orientation most people don’t have a need to explain everything, as they believe that it is impossible to understand fully the complexity of life. The challenge is not to know the truth but to live a virtuous life.

Ukraine scores 86, which means that it is a very pragmatic culture. In societies with a pragmatic orientation, people believe that truth depends very much on situation, context and time. They show an ability to adapt traditions easily to changed conditions, a strong propensity to save and invest, thriftiness, and perseverance in achieving results.

Indulgence

One challenge that confronts humanity, now and in the past, is the degree to which small children are socialized. Without socialization we do not become “human”. This dimension is defined as the extent to which people try to control their desires and impulses, based on the way they were raised. Relatively weak control is called “Indulgence” and relatively strong control is called “Restraint”. Cultures can, therefore, be described as Indulgent or Restrained.

The Restrained nature of Ukrainian culture is easily visible through its very low score of 14 on this dimension. Societies with a low score in this dimension have a tendency to cynicism and pessimism. Also, in contrast to Indulgent societies, Restrained societies do not put much emphasis on leisure time and control the gratification of their desires. People with this orientation have the perception that their actions are Restrained by social norms and feel that indulging themselves is somewhat wrong.

 

Hofstede Insights enables you to solve Intercultural and Organisational Culture challenges by utilising our effective and proven frameworks.

  • Home
  • WHAT WE DO
    • ORGANISATIONAL CULTURE
      • PACKAGES & PROGRAMMES
        • Organisational Culture Transformation
        • C-Suite Coaching Programme
        • Cultural Ambassador Programme
      • CERTIFICATION PROGRAMME
        • Virtual Organisational Culture Certification
      • TOOLS
        • Team Culture Scan
        • Organisational Culture Scan
        • Executive Match
    • INTERCULTURAL MANAGEMENT
      • IN-HOUSE PROGRAMMES
        • C-Suite Coaching Programme
        • Intercultural Competence Programme
        • Global Virtual Management Programme
      • CERTIFICATION PROGRAMME
        • Intercultural Management Certification
        • Lecturer Certification
      • OPEN PROGRAMMES
        • Cross-Cultural Management Programme
        • Cross-Cultural Research Programme
      • TOOLS
        • The Culture Compass™
        • E-learning
        • Compare countries
        • Cultural Adaptability Profile
    • CONSUMER CULTURE INTELLIGENCE
      • About CCI
      • CERTIFICATION
        • CMC Certification
      • TRAINING/CONSULTING PROGRAMMES
        • CCI Message Diagnostics
        • CCI-Find Your Tribe
        • CCI-Creative Brief Workshop
  • Insights
    • News & Blog
      • BLOG
        • The Culture Factor
        • The Role Management Plays in Organisational Change
        • Organisational Culture – What you need to know
        • How do you change your Company Culture?
        • The Hofstede Insights Magazine
        • What is the perfect Organisational Culture?
        • Why is managing Cultural Diversity important?
        • What do we mean by “Culture”?
    • Resources
      • Discover the new magazine!
      • Book: Negotiate Like a Local
      • Book: The 7 Mental Images
      • Book: Decoding China
    • Public events
      • Webinars
      • Virtual programme Cross-Cultural Management
  • Our models
    • Organisational Culture
      • Organisational Culture – What you need to know
      • The Multi-Focus Model on Organisational Culture
    • National Culture
      • The 6-D model
      • The Culture Compass™
    • Cultural Connections
      • About Cultural Connections / CCI
  • About us
    • The Hofstede Insights network
      • Our Network Members
      • Join Our Network
    • About
      • About us
      • Our Country Offices
      • Our Partners
      • About Geert Hofstede
    • Our Customers
      • Our Customers
      • Noor Bank – Success Story
      • Mars – Success Story
  • Contact
  • Store

Get #theCultureFactor Newsletter

General information
8:00AM and 16:00PM CEST
Use our contact page or 
[email protected]nsights.com

Technical Support
7:00AM and 4:00PM CEST
[email protected]

 

© 2022 Hofstede Insights | Privacy policy