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  • Do you need to identify and accelerate the development of your current and future global leaders?
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  • Would your business be more successful if individuals, teams and divisions of your organization could work more effectively with colleagues from other cultures?
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  • Would your global organization benefit from a proactive approach to change management and transformation?
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  • Does your organization need to adapt or develop strategies to better motivate, engage and retain valuable global talent?
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Welcome

ITAP International specializes in global, cross-border consulting. We focus on helping individuals, teams and organizations work across internal and national borders, achieving success through people. We are experts working in multiple countries with extensive line and staff experience in multiple sectors. Our work is based on the best research and the best global practices. Our services focus on:

  1. Talent retention and development
  2. Effectiveness of the senior team and mission critical global teams
  3. Global workforce development
  4. Transformation and change

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ITAP is a licensee of the CWQ™

The Culture in the Workplace Questionnaire™ is based on the seminal cultural research of Dr. Geert Hofstede. ITAP licenses the CWQ™ from ODE Consulting® Pte. Ltd. ODE Consulting and its licensees are among the very few companies worldwide endorsed by Dr. Hofstede and approved to represent his research. According to Dr. Hofstede, "This [approval] is due to their professionalism and deep understanding of my work.”

Culture, what Dr. Hofstede refers to as "software of the mind/mental programming," is a critical variable that guides peoples' actions and reactions. Understanding one's own culture and the impact of culture on the actions of others is essential for effective global business interactions. The Culture in the Workplace Questionnaire™ provides respondents with insights about themselves and a better understanding of how their cultural preferences, as well as the cultural preferences of others, impact working relationships.

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Baselining

The first TPQ administration produces the baseline against which all subsequent administrations of the GTPQ can be compared.  The TPQ requires a second iteration, usually more. The second administration is accomplished after a suitable interval, in teams with longevities of a year or more, every three months, typically.  However, every team is different and the team and team leader may want a unique schedule.

Three Types of TPQ Questions

The TPQ Questionnaires include both quantitative and qualitative questions. The total number of questions is usually kept to about 35 to 45, which allows most respondents to answer the questionnaire in about 20 - 30 minutes. It’s important to understand one of the unique features of the TPQ Questionnaires -- the three types of questions.

Core Questions:  Core questions are normally not modified unless the question for some reason could not be answered by the team.  There are qualitative and quantitative core questions. The quantitative core questions have been used frequently over time and a database of responses has been acquired.  These questions have almost always (except for new questions) been correlated with the dimensions to create the questionnaire’s Executive Summary Charts. 

Optional Questions:  These are often questions which started out as Custom Questions, now on their way to becoming Core Questions; they may be selected by team leaders or consultants to add to the core questions.  Results to these questions are not compared against the database.

Custom Questions:  Custom questions are developed by the consultant in consultation with the team leader and are edited at ITAP for clarity.  These questions are usually team-specific and give the team the opportunity to tailor the questionnaire to meet its special requirements. Custom questions can be either quantitative or qualitative.

Summative Evaluation/Lessons Learned

It can be useful to have the TPQ administered as the curtain falls on a team—at that point, team members have had an opportunity to process what has occurred across the full life cycle of the team and to reflect on it.  This information, typically lost, can be as valuable to future teams as exit interviews are to future employees.

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ITAP Regional Offices

Seoul, South KoreaSingapore / China / PhilippinesMunich, GermanyPrinceton, New Jersey, USA

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ITAP Asia Pacific

OD Corea / ITAP Asia Pacific
Seoul, South Korea

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ITAP Singapore / ITAP China / ITAP Philippines

ODE Consulting / ITAP Singapore

ODE Consulting (China) Co., Ltd. / ITAP China
Shanghai, China

CMC Business Solutions / ITAP Philippines
Manila, Philippines

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ITAP Europe

TWIST Consulting / ITAP Europe
Munich, Germany

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ITAP Americas

ITAP Americas
Princeton, NJ, USA

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