"The Culture Map" by Erin Meyer provides valuable insights into cultural differences and their impact on communication and business. The book explores eight key scales that represent areas where cultures vary, such as communication style, feedback, persuasion, leadership, decision-making, trust, disagreement, and scheduling. The author emphasizes the importance of understanding cultural nuances to navigate cross-cultural interactions successfully. The book is engaging, thought-provoking, and highly recommended for anyone interested in developing their cultural intelligence.
<aside> <img src="/icons/forward_gray.svg" alt="/icons/forward_gray.svg" width="40px" /> When writing an impression of a book, think about how the book made you feel and what stood out to you. Did you enjoy the story or find it engaging? Was the writing style interesting? Did the characters feel realistic? You can also mention any themes or messages that resonated with you. Keep your impression light and simple, focusing on your overall thoughts and feelings about the book.
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My impressions of the book "The Culture Map" by Erin Meyer are positive. The book is engaging and provides valuable insights into cultural differences and their impact on communication and business. I found the writing style to be interesting and the concepts presented to be thought-provoking. The author effectively highlights the importance of understanding cultural nuances in order to navigate cross-cultural interactions successfully. Overall, I highly recommend this book for anyone interested in developing their cultural intelligence.
<aside> <img src="/icons/forward_gray.svg" alt="/icons/forward_gray.svg" width="40px" /> When writing about what you learned from reading a specific book, keep it light and simple. Focus on the key takeaways or lessons that you gained from the book. Consider the new knowledge or insights you acquired, any thought-provoking ideas, or any personal growth that occurred as a result of reading the book. Keep your explanation concise and easy to understand.
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<aside> <img src="/icons/forward_gray.svg" alt="/icons/forward_gray.svg" width="40px" /> When you already have digital notes, include them here, they will be included in the summary.
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Yellow highlight | Page: 15 Each of the eight scales represents one key area that managers must be aware of, showing how cultures vary along a spectrum from one extreme to its opposite. The eight scales are: • Communicating: low-context vs. high-context • Evaluating: direct negative feedback vs. indirect negative feedback • Persuading: principles-first vs. applications-first • Leading: egalitarian vs. hierarchical • Deciding: consensual vs. top-down • Trusting: task-based vs. relationship-based • Disagreeing: confrontational vs. avoids confrontation • Scheduling: linear-time vs. flexible-time
Yellow highlight | Page: 22 The point here is that, when examining how people from different cultures relate to one another, what matters is not the absolute position of either culture on the scale but rather the relative position of the two cultures. It is this relative positioning that determines how people view one another.
Yellow highlight | Page: 33 the word of the year was “KY.” It stands for kuuki yomenai, which means “one who cannot read the air”—in other words, a person sorely lacking the ability to read between the lines. In Japan if you can’t read the air, you are not a good listener.
Yellow highlight | Page: 37 The French language contains a number of idioms that specifically refer to high-context communication. One is sous-entendu, literally meaning “under the heard.”
Yellow highlight | Page: 38 The same expressions exist in Spanish (sobrentendido) and Portuguese (subentendido) and although less common, they are used in much the same way.
Yellow highlight | Page: 48 In Chinese culture, pang qiao ce ji [beating around the bush] is a style that nurtures an implicit understanding.
Yellow highlight | Page: 55 There is just one easy strategy to remember: Multicultural teams need low-context processes.