cultural differences essay

15 Cultural Differences Examples

Examples of cultural differences include differences in values, norms , beliefs, mores , rituals , mannerisms, and expressions between different societies.

We can also identify cultural differences in eating and drinking habits, religious beliefs, moral beliefs, rituals, time management, sanitation, greeting, gift giving, exchange, conformity , rebelliousness, sports, language, work ethic , marriage, and so on can all be cultural.

It is common to apply Hofstede’s cultural dimensions theory to analyze different dimensions of cultures (Hofstede, 2011).

Cultural Differences Examples

• Kinship – Kinship principles generally form the basis of societal organization. Families consisting of at least one parent and one child are customary in all societies, but there are many differences beyond this.
• Marriage – Marriage and families seem to be human universals, but there is significant variability in customs related to these aspects of social life.
• Sexuality – Interestingly enough, societies vary significantly in the degree to which they encourage or discourage intimacy and its different forms at different stages of life.
• Art – Virtually all societies have some forms of art. Visual art, music, song, dance, literature, etc. of different cultures vary significantly.
• Religion – Religious beliefs and practices are features of all known societies, but they vary significantly between cultures.
• Gender – Categorizing children into the binary categories of female and male is fairly common, but there is significant cultural variability in the toleration of switching categories and the number of genders .
• Sports – Games and sports seem to be human universals, but the types of games and sports played by different cultures vary.
• Dwellings – Different societies, often due to environmental as well as cultural reasons, have very different types of houses or dwellings.
• Celebrations – Cultural celebrations in different cultures include New Years Eve, Chinese new year, birthdays, and Diwali.
• Cultural taboos – While there are some universal taboos, you’ll also notice that some cultures consider certain things you consider ‘normal’ to be very much taboo! For example, some cultures encourage eye contact while other cultures find it offensive.
• Rites of passage – Rites of passage can include the walkabout in Indigenous Australian culture, baptisms in Christianity, school graduation ceremonies, and so forth.
• Worldviews – In broad strokes, Western nations like the modern United States have had a strong history of individualism , while Indigenous cultures often embrace communalism and stewardship of nature.
• Dress codes – When you travel the world, you quickly learn that some cultures encourage conservative dress, such as covering your shoulders and knees in public.
• Food and eating habits ( foodways ) – This includes not only what you eat, but when. Go to Spain, for example, and learn all about very late dinners!
• Educational methods – In 21 st Century Western nations, we are accustomed to formal education in classrooms and standardized testing. But go to Indigenous Australian communities, and we can see that they have their own learning styles heavily reliant on story sharing, symbolism, and non-verbal cues.

Thought Bubble: Are We Really All That Different?

Some anthropologists and biologists have argued against the empirical assumption that cultures are as variable as we might think.

These anthropologists argue that there are cultural universals – concepts that unite all cultures.

Kinship, mourning, birth, the experience of empathy and sympathy, fear, concepts of luck, the use of grammar, exchange, cooperation, competition, aggression, reciprocity, and the biological needs, are some of the constant elements of human experience that go against the assumption that world cultures are fundamentally different (Brown 2004).

Common Categories of Cultural Difference

Unlike many other mammals, human adults rarely live alone. Families are the basic building blocks of any society.

How big these families are and how they are composed varies significantly between cultures.

Consider this example: you are a parent worried about your children no longer living with you when you’re too old for productive work. Some children will grow up and get married. Once they’re married, some children will have to stop living with their parents.

It is, therefore, necessary to decide who lives where. Rules that determine this are called marital residence rules. They differ significantly between cultures (Ember, 2022).

The two most common marital residence rules specify the gender expected to stay and the one expected to leave. When the rule states that the daughter must stay and her husband must move to where her family resides, it is called a matrilocal residence rule.

The inverse is called a patrilocal residence rule. These account for around 85% of the cases social scientists know about, but patrilocal residence is far more common among cultures.

2. Marriage

Different cultures have varying rules for how many people one can be married to simultaneously, what kind of marriage partner one is allowed, and so on.

In virtually all societies known to social scientists today, it is prohibited to marry one’s brother, sister, or parent. Most societies extend this to include the entire kin group.

There are, however, significant cultural differences regarding community exogamy/endogamy, cousin marriage, arranged marriage, polygyny/polyandry, and so on (Ember, 2021).

Let’s take the example of community exogamy and endogamy. Community exogamy refers to marriage with a spouse from another community. Endogamy refers to marriage within the community.

The most common rule is to allow marriage both within and outside of the community, as it is accepted in, for example, European countries. Community exogamy occurs in around 33% of the world’s societies, while endogamy occurs in 7.5% (Kirby et al., 2016).

Another example of cultural variation can be observed in rules concerning the toleration of cousin marriage. Some societies, like the Selk’nam of Tierra del Fuego, are averse to marriage between related people (Gusinde, 1931). Others, like the Komachi of southern Iran, prefer being married to their kin (Bradburd, 1990, p. 115).

There are interesting differences regarding the arts of different cultures that can be seen through analysis.

For example, since egalitarian societies tend to value sameness and stratified societies tend to value hierarchies, the art of egalitarian societies will often contain more repetition than the art of stratified ones (Fischer, 1961).

4. Religion

Religious beliefs and practices vary significantly from culture to culture and change over time.

Different societies have different gods, spirits, types of rituals , and supernatural forces.

Religion itself appears to be common across many cultures, but the specifics are not. According to Émile Durkheim and his followers, religion is the glue that holds societies together (Atran & Henrich, 2010).

The vast body of research conducted by social scientists about human societies and cultures allows us to find, compare, and analyze human cultural universals and differences. If there are different cultures, there are differences between them. It is the task of social scientists to research those differences.

Atran, S., & Henrich, J. (2010). The Evolution of Religion: How Cognitive By-Products, Adaptive Learning Heuristics, Ritual Displays, and Group Competition Generate Deep Commitments to Prosocial Religions. Biological Theory , 5 (1), 18–30. https://doi.org/10.1162/BIOT_a_00018

Baghramian, M., & Carter, J. A. (2022). Relativism. In E. N. Zalta (Ed.), The Stanford Encyclopedia of Philosophy (Spring 2022). Metaphysics Research Lab, Stanford University. https://plato.stanford.edu/archives/spr2022/entries/relativism/

Boas, F. (1940). Race, Language, and Culture . University of Chicago Press.

Bradburd, D. (1990). Ambiguous relations: Kin, class, and conflict among Komachi pastoralists . Smithsonian Institution Press. http://books.google.com/books?id=mgRuAAAAMAAJ

Broude, G. J. (1980). Extramarital Sex Norms in Cross-Cultural Perspective. Behavior Science Research , 15 (3), 181–218. https://doi.org/10.1177/106939718001500302

Broude, G. J. (2004). Sexual Attitudes and Practices. In C. R. Ember & M. Ember (Eds.), Encyclopedia of Sex and Gender: Men and Women in the World’s Cultures Volume I: Topics and Cultures A-K Volume II: Cultures L-Z (pp. 177–186). Springer US. https://doi.org/10.1007/0-387-29907-6_18

Brown, D. E. (2004). Human universals, human nature & human culture. Daedalus , 133 (4), 47–54. https://doi.org/10.1162/0011526042365645

Ember, C. R. (2019). Sexuality . https://hraf.yale.edu/ehc/summaries/sexuality

Ember, C. R. (2021). Marriage and Family . https://hraf.yale.edu/ehc/summaries/marriage-and-family

Ember, C. R. (2022). Residence and Kinship . https://hraf.yale.edu/ehc/summaries/residence-and-kinship

Fischer, J. L. (1961). Art Styles as Cultural Cognitive Maps1. American Anthropologist , 63 (1), 79–93. https://doi.org/10.1525/aa.1961.63.1.02a00050

Gusinde, M. (1931). The Fireland Indians: Vol. 1. The Selk’nam, on the life and thought of a hunting people of the Great Island of Tierra del Fuego . https://ehrafworldcultures.yale.edu/cultures/sh04/documents/001

Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture , 2 (1). https://doi.org/10.9707/2307-0919.1014

Kirby, K. R., Gray, R. D., Greenhill, S. J., Jordan, F. M., Gomes-Ng, S., Bibiko, H.-J., Blasi, D. E., Botero, C. A., Bowern, C., Ember, C. R., Leehr, D., Low, B. S., McCarter, J., Divale, W., & Gavin, M. C. (2016). D-PLACE: A Global Database of Cultural, Linguistic and Environmental Diversity. PLOS ONE , 11 (7), e0158391. https://doi.org/10.1371/journal.pone.0158391

Lenard, P. T. (2020). Culture. In E. N. Zalta (Ed.), The Stanford Encyclopedia of Philosophy (Winter 2020). Metaphysics Research Lab, Stanford University. https://plato.stanford.edu/archives/win2020/entries/culture/

van de Vijver, F. (2009). Types of Comparative Studies in Cross-Cultural Psychology . Online Readings in Psychology and Culture , 2 (2). https://doi.org/10.9707/2307-0919.1017

Tio Gabunia (B.Arch, M.Arch)

Tio Gabunia is an academic writer and architect based in Tbilisi. He has studied architecture, design, and urban planning at the Georgian Technical University and the University of Lisbon. He has worked in these fields in Georgia, Portugal, and France. Most of Tio’s writings concern philosophy. Other writings include architecture, sociology, urban planning, and economics.

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Research: How Cultural Differences Can Impact Global Teams

• Vasyl Taras,
• Dan Caprar,
• Alfredo Jiménez,
• Fabian Froese

And what managers can do to help their international teams succeed.

Diversity can be both a benefit and a challenge to virtual teams, especially those which are global. The authors unpack their recent research on how diversity works in remote teams, concluding that benefits and drawbacks can be explained by how teams manage the two facets of diversity: personal and contextual. They find that contextual diversity is key to aiding creativity, decision-making, and problem-solving, while personal diversity does not. In their study, teams with higher contextual diversity produced higher-quality consulting reports, and their solutions were more creative and innovative. When it comes to the quality of work, teams that were higher on contextual diversity performed better. Therefore, the potential challenges caused by personal diversity should be anticipated and managed, but the benefits of contextual diversity are likely to outweigh such challenges.

A recent survey of employees from 90 countries found that 89 percent of white-collar workers “at least occasionally” complete projects in global virtual teams (GVTs), where team members are dispersed around the planet and rely on online tools for communication. This is not surprising. In a globalized — not to mention socially distanced — world, online collaboration is indispensable for bringing people together.

• VT Vasyl Taras is an associate professor and the Director of the Master’s or Science in International Business program at the University of North Carolina, Greensboro, USA. He is an associate editor of the Journal of International Management and the International Journal of Cross-Cultural Management, and a founder of the X-Culture, an international business competition.
• DB Dan Baack is an expert in international marketing. Dan’s work focuses on how the processing of information or cultural models influences international business. He recently published the 2nd edition of his textbook, International Marketing, with Sage Publications. Beyond academic success, he is an active consultant and expert witness. He has testified at the state and federal level regarding marketing ethics.
• DC Dan Caprar is an Associate Professor at the University of Sydney Business School. His research, teaching, and consulting are focused on culture, identity, and leadership. Before completing his MBA and PhD as a Fulbright Scholar at the University of Iowa (USA), Dan worked in a range of consulting and managerial roles in business, NGOs, and government organizations in Romania, the UK, and the US.
• AJ Alfredo Jiménez is Associate Professor at KEDGE Business School (France). His research interests include internationalization, political risk, corruption, culture, and global virtual teams. He is a senior editor at the European Journal of International Management.
• FF Fabian Froese is Chair Professor of Human Resource Management and Asian Business at the University of Göttingen, Germany, and Editor-in-Chief of Asian Business & Management. He obtained a doctorate in International Management from the University of St. Gallen, Switzerland, and another doctorate in Sociology from Waseda University, Japan. His research interests lie in international human resource management and cross-cultural management.

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Cultural Differences in American Culture

This essay about American cultural diversity highlights the nation’s complex mix of traditions, customs, and beliefs due to centuries of migration. It examines the influence of diverse languages, religions, and cuisines across different regions, from bustling cities to tranquil villages. The text underscores how these elements contribute to America’s identity, bound by values like democracy and freedom, and emphasizes the importance of embracing this diversity for future unity and progress.

How it works

Tucked away in the heart of America, among its expansive fields of grain and undulating landscapes, there exists a rich tapestry of cultural diversity that eludes simple definition. From the vibrant cities of the East Coast to the tranquil villages of the Midwest, the United States presents a complex patchwork of traditions, customs, and beliefs, shaped by centuries of migration, settlement, and exchange.

A key feature of American culture is its remarkable capacity to welcome and honor diversity. In any corner of the nation, you’ll find a dynamic blend of languages, foods, and traditions that showcase the vast array of human experiences.

In the lively streets of New York City, the scents of exotic street foods combine with the sounds of various languages, crafting a unique American multicultural symphony.

Culinary arts particularly highlight the diverse cultural landscape of the U.S. From the bold spices of Cajun food in Louisiana’s marshlands to the subtle tastes of sushi in Los Angeles, American cuisine is a blend of global flavors. Each dish narrates the story of immigrants who brought their culinary heritage to this new land, demonstrating a journey of adaptation and creativity.

Language also serves as a significant cultural marker in America. Although English is the common language, the nation thrums with a myriad of languages such as Spanish, Chinese, and French, resonating throughout its cities and towns. In Miami’s lively neighborhoods, Spanish dominates, while in New Orleans’ historic areas, French lingers in the air, recalling the city’s colonial history.

Religion, too, greatly influences American cultural dynamics. The landscape is dotted with structures from the grand Catholic cathedrals to tranquil Buddhist temples, reflecting a spectrum of religious beliefs. In Appalachia, gospel music echoes on Sunday mornings, while in Detroit, Islamic calls to prayer resonate, illustrating the religious diversity that characterizes American society.

The regional diversity of America perhaps most vividly displays its cultural mosaic. Journeying from Maine’s rugged coastlines to California’s sunny shores reveals diverse landscapes, dialects, and practices that highlight each region’s distinct heritage. In the Pacific Northwest, sustainability is a core philosophy, whereas in the Deep South, the historical impact of slavery and segregation still influences societal and cultural perspectives.

Despite the various cultural distinctions within the U.S., there remains a strong sense of common identity that binds its people. The foundational values of democracy, freedom, and equality, encapsulated in the nation’s seminal texts, continue to inspire both immigrants and native citizens. The American Dream, symbolizing hope and the potential for advancement, propels innovation, entrepreneurship, and societal advancement.

In summary, America’s cultural diversity is not only a pillar of strength and resilience but also a celebration of human creativity and adaptability. As the nation progresses, embracing this multicultural legacy will be crucial for promoting understanding, empathy, and unity in a globally connected era. In the diverse fabric of American identity, it is the diverse strands that interweave to form a richer, more inclusive, and equitable society for everyone.

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Essay About Cultural Differences: Writing Guidelines

EssayEdge > Blog > Essay About Cultural Differences: Writing Guidelines

It is often difficult for international students to know what to write for their personal statement for US universities. My advice is to write about what you know best:  your dreams and goals. Cultural diversity is a major factor in the composition of many university classrooms, so celebrate your differences while you tell the reader in your personal statement why you want to learn about your similarities by studying abroad.

There are many ways to approach the personal statement, including the most popular: begin with a detailed description of your background, from childhood to now. Where did you grow up? In a small town on a remote mountainside in China, perhaps? In a large family in a bustling city? Describe the location so the reader will be able to ‘see’ it. Give context to your essay’s introduction to capture the reader’s interest.

Write about what you know best – not what you think the reader will want to read.  Be yourself – analytical, brave, adventurous, compassionate, driven, quiet, tenacious. Describe your family and cultural background, hardships, and education. Offer a specific single story to create an image in the reader’s mind so strong they will not be able to forget it – for all the right reasons. The story should illustrate your motivation to study in the United States.

If there are people important to your story, tell the reader about them with such care and detail that the admissions representative will be able to see their eye color and work-roughened hands. What are your dreams that motivate you to travel far away from home to study at a foreign university? Everyone’s story is unique.  Share the reasons behind your educational goals with the reader. Do you want to teach children in remote villages? Or do you want to start a company or an NGO to fund improvements to the water supply or infrastructure of the country of your childhood? Do you want to study marketing or accounting to be able to take over the family business?  If you grew up in a village with no doctor, do you hope to study nursing or medicine to return to help others? Or do you want to create films that will tell the story for you in pictures? Your dreams belong to you.

Be personal, honest, concise, and clear while writing your personal statement.  Your own voice should shine through your words, allowing the reader to understand why you want to study in an unknown environment in a different culture.  Write as you would talk to someone in a face-to-face meeting and avoid using too many words discovered through the thesaurus. Communicate your motivation, such as studying with outstanding teachers and using cutting-edge technology, having access to advances in laboratory research, and enjoying the opportunity to learn more about the world so that you can have a greater impact on your corner of it.

Need help? Check out EssayEdge editing services:

Near the conclusion of your personal statement, tell the reader what special talents you offer the university, such as leadership abilities, strong communication skills, musical talent, or expertise in mathematics or computer science. What will be your special value to the university? Perhaps you will engage in thought-provoking classroom discussions, sharing a perspective on politics or philosophy or science that the other students had not considered. Or you may introduce your friends to the literature and music of your culture. Write about what you will ‘bring to the table’ of the campus community – not just what you will learn from the experience.

In your conclusion, tell the reader what you plan to do with the degree that you earn from their institution. Will you stay in the US for further education or to work in your field or will you return home to use the degree there?

If you are not sure yet what your long-term plans are, you can offer a few options that you are considering so the reader will know that you are a serious student with dreams and goals. Share your enthusiasm for the adventure of being an international student and feel free to dream big.

As always, I look forward to your comments and questions.

If you’re a foreign student applying to a US college, choosing a topic for an admission essay shouldn’t be a problem. Cultural differences are an amazing theme to cover. It lets you show your background and your knowledge of different cultures and make your personality stand out. If you get stuck with finishing your paper, send it to our essay editing company

You may also like International Students – Do You Want to Fit In Or Stand Out?

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Food as Lens for Exploring Key Concepts in Cultural Differences: A Curriculum Project Introduction to the Project

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This essay presents a project using food to explore key concepts central to understanding cultural differences: identity, construction, culture, meaning, systems. Food is both universal and particular, so talking about it is an effective way to help students gain both intellectual and emotional understandings of some of the issues around cultural differences. The project was based on the author’s experiences in university classrooms as well as in public folklore. It was then adapted for K-12 teachers, first by a public folklorist and further developed by a project assistant completing a master’s degree in popular culture and education. The curriculum was shared with K-12 educators and is available to download for free on the website of the independent non-profit Center for Food and Culture ( www.foodandculture.org ). This introduction to the project is followed by an essay discussing educational theories by the project assistant. The curriculum itself is also included.

Article Details

Digest: A Journal of Foodways & Culture Article Publishing Agreement The Foodways Section of the American Folklore Society (the "Publisher") and Author(s) agree as follows:

1. Publication and Promotion : In consideration of the Publisher's agreement to publish the Work, Author(s) hereby grant and assign to Publisher the non-exclusive right to print, publish, reproduce, or distribute the Work throughout the world in all means of expression by any method known or hereafter developed, including electronic format, and to market or sell the Work or any part of it as the Publisher sees fit. Author(s) further grant Publisher the right to use Author name(s) in association with the Work in published form and in advertising and promotional materials.

2. Copyright : Copyright of the Work remains in the Author(s)’ name(s), and Author(s) grant the journal right of first publication.

3. Prior and Post Publication and Attribution : Author(s) agree not to publish the Work in print form prior to publication of the Work by the Publisher. Author(s) may enter into separate, additional contractual arrangements for the non-exclusive distribution of Digest’s published version of the work (such as posting to an institutional repository or publishing in a book), with an acknowledgment of its initial publication in this journal. Author(s) agree to cite, by author(s), title, and publisher, the original Digest: A Journal of Foodways & Culture publication when subsequently publishing the Work elsewhere.

4. Author Representations : The Author(s) represent and warrant that the Work: (a) is the Author(s)’ original Work and that the Author(s) have full power to enter into this Agreement; (b) does not infringe the copyright, property, proprietary or personal rights of any third party; and (c) contains no material that is obscene, libelous, defamatory or previously published, in whole or in part, except as follows: when apparently “obscene, libelous, defamatory” information is considered integral to the foodways material under consideration (as in a quoted passage), has been fully vetted among editorial board members, and judiciously interpreted, described, and otherwise presented in the publication to clarify its inclusion and intent. Previously published material, in whole or in part, must meet ordinary fair use expectations concerning length and attribution. (d) If the Work contains any material that is owned or controlled by a third party (for instance, images used in the article), Author(s) warrant and represent that he/she/they have obtained permission for its use and that the material is clearly acknowledged within the text. Author shall indemnify and hold Publisher harmless against loss of expenses arising from breach of any such warranties.

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Cultural Differences

Cultural differences definition.

Cultural groups can differ widely in their beliefs about what is true, good, and efficient. The study of cultural differences combines perspectives in psychology and anthropology to understand a society’s signature pattern of beliefs, behavior, and social institutions and how these patterns compare and contrast to those of other cultural groups.

Cultural differences appear both between and within societies, for example, between Canadians and Japanese, and within the United States between Anglos and Latinos. Descriptions of cultural differences are made in context to the many similarities shared across human groups. Although a variety of attributes differ between cultures, there are also many similarities that exist across human societies. Moreover, even where there are differences between cultural groups, individual differences mean that not every person within a particular culture will have beliefs or exhibit behaviors that resemble predominant patterns in their society.

Cultural Differences Context and Focus

Cultural Differences Background and History

Humans have long been interested in cultural differences. The first written accounts of cultural diversity appear as far back as the 4th century B.C.E.in Herodotus’ description of the unique beliefs and customs among the different cultural groups that traded along the shores of the Black Sea. However, it was not until around the 19th century C.E. that scholars began to conduct systematic studies of unique cultural beliefs and practices, such as Alexis de Tocqueville’s writings about the unique aspects of early American culture and Max Weber’s analysis of how religious ideologies developed in Northern Europe created cultural differences in beliefs about the meaning of work. About 100 years later, the field of cultural anthropology emerged with an exclusive focus on understanding the nature of cultural differences around the world. Today, psychological research has brought new understanding about the nature of cultural differences and similarities by combining an anthropological focus on culture with sophisticated experimental methods developed in social and cognitive psychology. This area of research within social psychology is referred to as cultural psychology.

Before psychologists began to study culture, it was often assumed that knowledge gained from psychological research conducted within one culture applied to all humans. This assumption about the universality of human psychology was challenged when researchers then tried to replicate studies in other cultures and found very different results for a number of important phenomena. For example, psychological experiments showing that people tend to exert less effort when working in a group versus alone showed an opposite pattern in East Asian societies. There, people tend to exert less effort when working alone compared to when working in a group. Further, studies conducted in India, and later in Japan, showed an opposite pattern to earlier research conducted in the United States—that people tend to overestimate the influence of personality and underestimate the influence of situational factors on behavior.

Cultural Differences Evidence

Three broad types of evidence have been used to demonstrate cultural differences. First, in-depth studies of single cultures have found a variety of culturally unique ways people think about and engage in interpersonal relations. For example, within Mexico, interpersonal relations are characterized by a sincere emphasis on proactively creating interpersonal harmony (i.e., simpatfa) even with strangers. In Japan and Korea, people also exhibit a heightened focus on interpersonal harmony. However, unlike Mexicans, the concern for harmony among the Japanese is more focused on relationships with one’s ingroup (e.g., friends, family), and it is sustained through a more passive, “don’t rock the boat” strategy. In the United States, the concern for interpersonal harmony differs for casual, social relationships versus work relationships. While it is common in the United States for individuals to create a pleasant and positive social dynamic across most settings, they show a tendency to attend less to interpersonal relations and overall level of harmony while in work settings. To provide evidence of these different relational styles across cultures, researchers have examined, for example, how members of these cultures convey information that could be embarrassing or disappointing to others. When talking with friends or social acquaintances, Americans and Koreans use indirect, subtle cues to avoid embarrassing others when conveying such bad news. However, when talking with someone in a work setting, Americans believe it is more appropriate to be direct even if the message contains bad news for the listener. In contrast, Koreans believe that at work it is even more important to use subtle communication that will convey the message but also save face for the listener. Thus, cultural differences in attention to interpersonal concerns can be more pronounced in some settings (e.g., work) than in other settings (e.g., party).

A second type of evidence comes from multinational surveys that have measured people’s values in every major continent, across hundreds of societies. In these survey studies, people are asked to rate how much they agree with statements like “It is important to be free to make one’s own decisions” and “People are defined by their connection to their social group.” This type of research shows that cultural groups fluctuate significantly in how much they value individual autonomy versus obligations to follow traditions; equality versus respect for differences in status; competition versus cooperation; and distinctions between ingroups and outgroups.

A third and compelling type of evidence for cultural differences is provided by cross-cultural experiments on the way people perceive and react to their social environment. When experimental studies present individuals from different cultures with the exact same situation, for example, a video of two people talking with each other during a workgroup meeting, very different interpretations and responses can emerge. In many Latin American cultures, people notice and remember how hard the individuals in the video are working and how well or poorly they are getting along interpersonally. In North American cultures, people tend to also notice how hard people are working but notice much less information about the level of interpersonal rapport.

There is evidence that cultural differences are the result of people’s experience living and participating in different sociocultural environments. Bicultural groups, for example, Chinese Canadians or Mexican Americans, often exhibit psychological patterns that are somewhere in between those found in their mother country (e.g., China or Mexico) and those in their new adopted culture (e.g., Canada or the United States). Experimental evidence also shows (in certain domains) significant cultural differences between different regions within a society, for example, between individuals from the northern versus southern United States. In relative terms, an insult to one’s honor is a fleeting annoyance for northerners, but a more serious affront to southerners, and although violence is generally no more tolerated among southerners than northerners, it is more likely to be considered justified when honor is at stake.

Cultural Differences Implications

Cultural differences have implications for virtually all areas of psychology. For example, cultural differences have been found in child-rearing practices  (developmental psychology), the range of personality traits in a society (personality psychology), how people process information (cognitive psychology), effective treatments for mental disorders (clinical psychology), teacher-student interactions (educational psychology), motivational incentives important to workers (organizational psychology), and interpersonal styles (social psychology). Research in each of these areas provides knowledge about how cultures can differ and when they are likely to be more similar than different.

The existence of cultural differences has significant implications for people’s daily lives, whether at school, work, or any other setting in which people from diverse cultural backgrounds interact. It is important to recognize that diversity can mean much more than differences in ethnicity, race, or nationality; cultural diversity also includes sometimes subtle, yet important basic differences in the assumptions, beliefs, perceptions, and behavior that people from different cultures use to navigate their social world.

References:

• Markus, H., & Kitayama, S. (1991). Culture and the self: Implications for cognition, emotion, and motivation. Psychological Review, 98(2), 224-253.
• Nisbett, R., Peng, K., Choi, I., & Norenzayan, A. (2001). Culture and systems of thought: Holistic versus analytic cognition. Psychological Review, 108(2), 291-310.
• Sanchez-Burks, J., Nisbett, R., & Ybarra, O. (2000). Cultural styles, relational schemas and prejudice against outgroups. Journal of Personality and Social Psychology, 79(2), 174-189.
• Triandis, H. C. (1995). Individualism and collectivism. Boulder, CO: Westview Press.

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Cultural Differences Essay Examples

Type of paper: Essay

Topic: Culture , Development , Human , Evaluation , People , Progress , Wish , Superiority

Published: 01/06/2020

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It is true to argue that we usually do not accept human differences without judging them as to whether they are bad or good. There are factors that have contributed to our strong believes. In the first place, the level of development of our states is what has facilitated this. Our state is a superpower and hence has made progress in many sectors. It has produced the most qualified personnel in terms of education, innovations, and athletics and in many other fields. This has made us to believe that all what comes from us is the best. Therefore this has made us to view others as lesser human beings who cannot be compared to us.

The fact that our state has recorded great progress as compared to other nations makes us believe that the other people should actually copy us. We tend to believe that it is our actions, culture and efforts have made us be ahead of the others. Many of us therefore wish that the others copy us so that they can progress as we have done. Due to these strong believes, we do not try to evaluate the beliefs and culture of the other people and therefore we have never appreciated the diversity between human beings. Failure to appreciate that there are differences between people is what has made us believe that we should accept nothing from the others.

As we struggle to show other races that we are superior, we continue to ignore the differences between us. Instead of accepting the differences, we continue to emphasize on our superiority. We believe that we should show the others that we are more civilized than them and we have no time trying to evaluate the differences between our values and theirs. With the urge to demonstrate superiority, we end up not understanding the differences between us. Actually, we do not wish to show that we are equal with any other people of the world. The pride in us due to the achievement economically, politically and socially has led to the problem.

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While applying to EPIK this year, I had to write personal statements on teaching as well as encountering cultural differences. Below are my teaching philosophy and thoughts on cultural differences (2 of the 3 EPIK essay prompts).

*But as EPIK essay prompts may change, be sure to always check their official website !

Prompt #1: My Teaching Philosophy (on TEFL)

*TEFL is “Teaching English as a Foreign Language.”

Duties of the Student

Learning cannot be accomplished without the effort of the teacher as well as the students themselves. While teachers provide the necessary tools, tips, and methods of studying, this must be met with the efforts of the students to bring about results. The key to mastering a new language is repetition and memorization. So, students should memorize terms learned in class until they become so accustomed to the words that they can remember them in situations that require them. While students can practice memorizing by themselves, they can’t with conversations. Therefore, teachers should focus on conversations in the classroom, having the students practice amongst themselves and also providing materials with which they can practice listening.

Duties of the Teacher

It is the teacher’s duty to create a learning environment where students feel safe to make mistakes. The most important thing when learning a new language is to not feel bad about making mistakes. So, it is crucial for the teacher to make the class a friendly learning environment. It should not, cannot be a place of immediate mastery and perfection. Such pressure discourages students from answering questions; they become shy, unwilling to share with the class. This should be prevented, as participation plays a big part in students’ absorption and application of new materials. Students should be comfortable about making mistakes as well as asking questions when they do not understand a lesson.

Not Just a Subject

Most importantly, since English is a language, an everyday method used to communicate, EFL teachers should remind the students that while it is a subject to study, English is also something approachable in our daily lives. Showing the students that studying English doesn’t always require studying, that it can be fun in the forms of watching movies and shows in English, listening to pop songs, or even playing games using English will help the students have less burden, less repulse of studying another language and actually enjoy learning to speak the invaluable, universal language.

Prompt #2: On Encountering Cultural Differences

Encountering cultural differences in today’s world is inevitable as well as ubiquitous, as the world has become closely connected through the technological advancements of the past centuries. And more often than not, encountering something that is different from what one is accustomed to is unpleasant or weird. But cultural differences can be understood and respected if the cultures involved communicate and share the history and reasons behind their practices. (And if the cultures learn how and why their traditions can be viewed in different ways than they perceive them.) If cultures communicate and understand one another, then cultural differences won’t divide different peoples or lead to hatred and stereotypes.

This is why I want to teach English to South Korean students. So that they, too, can learn the language of the world to communicate with the rest of the world. That when they encounter different cultures, they may understand others as well as be understood. That they may become cosmopolitan individuals that share, work, and live with others around the world. 

Advice to EPIK Applicants

Like how I did, you will need to answer the following EPIK essay prompts:

• Answer both why you want to teach EFL AND why you want to teach in Korea.
• Explain your teaching philosophy briefly. How will you connect your background skills and experiences to teaching English in your classroom? How do you plan to further develop your teaching skills?
• Share your thoughts on encountering cultural differences. How do you plan to adapt to Korean school life and culture?

I hope my essay/personal statements give you some ideas and thoughts to write about. But I highly discourage plagiarizing or using my thoughts word-for-word since…

#1: The EPIK team already read my essays and know the contents.

#2: Plagiarism is against the law.

Good luck applying to EPIK!

P.S. To read about my EPIK experience, check out my post HERE .

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Cultural differences essay

The only thing permanent in nature is ‘change’. As the time passes, the world evolves. One of those recent waves of change is that of globalization. The impact of globalization is more far reaching and lasting than any other trend. On one hand globalization provides an opportunity to business world, at the same time, it poses a great threat to people interacting with each other. The trend of globalization is therefore of particular significance to the business community. Since it expands the market, business try to go global.

However, this results into an interaction with a culture that may be quite different from the previous one. This issue is particularly for multinational companies as they send their managers on international assignments. This report is going to inquire and explore the challenges being faced by the expatriates in those assignments and how to deal with them. In the given case, there is the international assignment of a US manager in China. This assignment would definitely be full of challenges with respect to the cultural differences, as mentioned above.

To identify and analyze those challenges, it is important to overview the cultural differences that exist between the two. One of the most popular tools for analyzing the cultural differences is the set of 9 dimensions of cultural differences identified in the findings of project globe. These are performance orientation, uncertainty avoidance, humane orientation, institutional collectivism, in-group collectivism, assertiveness, gender egalitarianism, future orientation, and power distance. First of all, let us look at the dimension of performance orientation.

In US, the core focus is on individual performance and is therefore highly rewarded. As an implication, people try to give best of their performance, with giving much regards to what the group achieves as a whole. However, this is not the case with China. It is a collectivist society, where the efforts of group are more recognized, as compared to the individual ones. Therefore, if the manager is assigned to China, after reaching there, first of all, he should try to get adjusted and get in sync with his colleagues. Moreover, while motivating his staff, even then, he would need to keep this factor in mind.

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In term of uncertainty avoidance, China lies at moderate level, but slightly more inclined towards uncertainty acceptance, to an extent. This factor is quite similar in the two countries. Humane orientation is the extent to which the organization rewards and recognizes a person who values fair treatment with fellow workers, altruism and other such values. The humane factor seems more working in Chinese society as compared to the American society, thus, the expatriate will need to inculcate these features while interacting with the local people.

There is a sharp contrast in the two cultures in terms of individualism. American culture ranks quite high on individual values, while Chinese values are very much inclined towards collectivism. This is true for both, in-group collectivism as well as institutional one. On the measures of assertiveness too, we can see the Chinese are comparatively less assertive than do American. This feature will particularly. Gender egalitarianism is a bit higher in US than in China, thus, the manager on international assignments needs to take care of this since his subordinates would have both, males and females.

In terms of future orientations, there is a remarkable difference in the Chinese as well as the Americans. There is quite high long term orientation among Chinese than do Americans. The Chinese are more long term planner. Thus, while making the strategies and tactics, the long term orientation of the Chinese should also be kept in mind. In terms of power distances too, there is a sharp contrast, there is a high power distance in China, but this is not the case in United States. The power distance therefore calls for more respect and formal interaction with the bosses, quite contradictory to the informal business environment in America.

From the above discussion of the cultural differences at China, one can deduce the major challenges that the manager in the given case might encounter. First of all, while working in groups, he would need to focus on group achievements and should therefore move forward with his whole group, as this will matter the most in that culture. Secondly, the long term orientation of the Chinese culture would pose another challenge. While making future plans, strategies and tactics with his colleagues, he would need to reconcile his short term orientation with the long term ones with his Chinese colleagues and counterparts.

Moreover, this would be the behavior of general public as well, so if he belongs to some discipline that requires interaction with general public, in such case, this difference would become a huge challenge. Another important feature is power distance. In Chinese set up, the power is considered to be the decisive factor for level of formality. One cannot expect the Chinese youth to be very informal with their parents, which is often the case in America. Thus, the manager needs to be conscious about it in his workplace, especially while dealing with seniors. Thus, these are the major challenges that need to be taken care of by the manager.

There are few biggest cultural shocks that would be faced by the expatriates in the given case. Furthermore, the Chinese colleagues may also be realizing the cultural differences in terms of power distance, collectivism, and planning orientations. In order to avoid the situation of conflict due to cultural differences, several actions need to be taken. Top most priority for the actions to be taken depends on the profession and the industry of the expatriate. For this report, it is assumed that the expatriate will be relocated as the marketing manager for a FMCG.

Since marketing manager needs to decide for the product’s marketing mix which includes product, price, place and promotion, he would need to be extremely careful, especially in terms of whatever his brand communicates. This as well as other needs would require a number of proactive initiatives to be taken. Few of them will be discussed in this paper. First step that should be taken is to make expatriate selection process more thorough. Second being train the expatriate and the third is to keep a constant contact with the expatriate after he has been relocated.

It is estimated that the expatriate failure rates range between 16% and 40%. Such a high rate is on account of a number of reasons. So, first important thing is to ensure selection criteria that give weight to the cultural values of the host country. For example, in the given case, the human resource department should choose such an individual who, besides the required technical skills, do posses greater level of collectivism and other such traits which are prevalent in the Chinese culture. The second action that can be taken is to provide the pre-departure training about the cultural norms in China.

It should also include the teaching of Chinese language. The third aspect can be to keep constant contact and support mechanism, possibly a post-arrival session as well, after he has reached China. These steps may help in removing the cultural differences. Moreover, he should consult his Chinese fellows as well before making any crucial organizational communication. To sum up, the course of action required to minimize cultural shocks are careful selection procedure, pre-departure and post-arrival trainings and constant support through local people of targeted countries.

Sichelschmidt, H. , & Selmer, J. (1999). Culture shock in China? – Adjustment pattern of western expatriate business managers. International Business Review. 8, 515-534. Castro, S. , & Peterson, M. (2006). Measurement metrics at aggregate levels of analysis: Implications for organization culture research and the GLOBE project [An article from: The Leadership Quarterly]. St. Louis : Elsevier. Etheredge, J. (1989). The expatriate experience: Toward a model of cultural adjustment (BRC working paper series). Shatin Hong Kong: Business Research Centre, Hong Kong Baptist College. Hofstede, G. (2003).

Culture’s Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. Thousand Oaks: Sage Publications, Inc. Mcginley, J. (2008). Expatriate Adjustment: Resources, Responses, and Outcomes. NYC: Vdm Verlag. Selmer, J. (2006). Language ability and adjustment: Western expatriates in China. Thunderbird International Business Review, 48(3), 347-368. The little firm that made it in China.. (2007, July 16). Australasian Business Intelligence, 3. To succeed in China, think Chinese; It’s a different culture; Western ways won’t cut it. (Viewpoint essay). (2007, September 3). Automotive News, 4.

Work Place Cultural Differences Essay

Employees that work together in the workplace often come from varied backgrounds and cultural traditions. Based on factors such as race and geography, the cultures may develop their own distinct linguistic communities (Roberson 69). Language, cultural ideas, and workplace team and individual recognition are just a few of the cultural variables I plan to account for while developing a successful agency strategy and figuring out how to cope with this barrier.

As seen by the employee’s remark, “In my country, we do not capitalize “I” when referring to oneself,” cultural misunderstanding and differences exist in the workplace. Thus, as police chief, I will respect the opinions of my staff, but we will work together to develop a policy that minimizes the visibility of individual cultural backgrounds at official police functions. When formulating the agency’s strategy, I will take linguistic diversity into account. Due to its importance in conveying ideas and information within the organization and to its external constituencies, language is a crucial corporate strategy.

In my opinion, poor attention to language has negative consequences for the agency since it leads to miscommunication (Roberson 67). Linguistic barriers in the workplace might slow productivity and cause cultural differences’ emergence. Therefore, the agency is required to suggest a common language as a means of resolving this issue. I may need an interpreter in situations requiring the use of a culture-specific language if there are multiple such languages present.

As evidenced by this month’s Employee of the Month, the plan will motivate workers to share their insights and opinions. If the company’s leaders are thinking about how to expand and improve the industry, this is a good sign for the company’s future. To do this, I will establish an award system whose committee members represent a wide range of cultural backgrounds. As a result, officers from a wide range of cultural origins will be able to contribute their ideas and viewpoints, and the award will be seen as less culturally biased. As has been observed in the agency, this will lead to a decrease in the use of “I” and “we” because teamwork will be factored in.

There is a cultural variation in how teams and individuals are recognized in the workplace. Certain societies, like the Hispanic one, place a premium on modesty, while others, like the American culture, and place less value on it. As a result, some workers would put in extra effort, contributing to the company as much as they could without expecting anything in return. It is beneficial for employees to stay humble while waiting for an acknowledgment. Hence, everyone in the firm needs to put aside their cultural differences and work together to adopt a single culture. The effectiveness of the business and the efficiency of the workplace will both increase as a result of this.

As a chief of police, the company’s strategy of incorporating language, ideas, and workplace team and individual recognition are crucial components for managing differences in organizational culture. As a result, the new strategy will have a favorable effect on the organization’s structure, as it will help develop a conduit to bring individuals together so they may culturally integrate while putting aside their ethnic issues. It will help staff coexist amicably, be inspired, and live in harmony, thereby enhancing the company’s performance.

Roberson, Quinetta M. “ Diversity in the Workplace: A Review, Synthesis, and Future Research Agenda .” Annual Review of Organizational Psychology and Organizational Behavior , vol. 6, no. 1, 2019, pp. 69–88, Web.

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IvyPanda . "Work Place Cultural Differences." May 23, 2024. https://ivypanda.com/essays/work-place-cultural-differences/.