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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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Home of the CWQ™

The Culture in the Workplace Questionnaire™ is based on the seminal cultural research of Dr. Geert Hofstede, with whom ITAP has had a long relationship. ITAP is one of only 2 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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How can the TPQ help a company improve its competitive advantage?

  • Improve productivity and results 
    • By helping teams and team leaders identify appropriate areas for improvement
    • By utilizing successful team leaders / teams on the most critical projects
  • Affirm team members
    • By improving morale, reducing turnover, or both
    • By investing in and developing team members
  • Develop leadership and manage succession – By identifying strong or weak team leaders and using that data to:
    • Provide development support to new, less-experienced or faltering team leaders
    • Set up a leadership mentoring system
  • Be fiscally responsible - By reducing the costs usually associated with training and development through focusing on assessed needs.
  • Encourage innovation and growth – By comparing global team data against industry norms and establishing baselines, continuous improvement can be measured.


What Types of Issues Can the TPQ Analyze?

  • The TPQ can provide focused information on:
  • Team strengths and weaknesses
  • Team alignment / misalignment
  • Unexpected subteam formation
  • Problems developing as a result of ineffectively acculturating new team members
  • Effect of team leadership
  • Impact of organizational changes/initiatives

 

Teams, because they represent significant corporate investment require proactive attention. Assessment of human process interactions (HPIs) can provide early detection of and recommended response to looming obstacles in order to prevent them from hindering the team's productivity and effectiveness. Team leader development, combined with focused team training, doubly improves the team. Both are provided through ITAP's team consulting process.

ITAP has three team assessment instruments that share a common approach and discipline. These are the:

  • Global Team Process Questionnaire™, for teams that operate across borders
  • Organizational Team Process Questionnaire™ for teams that operate within borders, and
  • Action Learning Team Process Questionnaire™ - for action learning teams

The Global Team Process Questionnaire™ was the first research-based quantitative study of process differences on global teams. In the early 1990's, a Swiss-based pharmaceutical company asked ITAP International to develop a method for measuring process performance on three global teams. Their purpose was to reduce research and development time in three drug delivery areas. Because the composition and assignments of the teams were similar, the teams became ideal candidates for studying differences in human processes interactions on global teams.

ITAP International developed the Global Team Process Questionnaire™ (GTPQ) to measure human process on these teams. The GTPQ has been administered to teams of research and development scientists, clinicians, statistical analysts, compensation analysts, and information technology, consumer product, financial and real estate professionals. It also has helped leadership teams, board-level teams, and other top-management groups.

Would you like to discover where you fit into the following graph?

The graph below is an illustration of a participant's Culture in the Workplace Questionnaire™ results for one of the dimensions, Certainty.

Culture in the Workplace Questionnaire™ Preferences for Certainty barchart

In these scores, we are comparing the participant's 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 the participant's scores).  National tendencies are indicated clearly through the country scores.  The participant (an American) in this case is very similar to the larger U.S. sample. American participants often, but not always, score quite "low" on the Certainty dimension, meaning that they prefer an environment which is less bound by rules and regulations more than many of their counterparts in other countries.

Interpretation of the Bar Chart

In the Certainty area, the participant's score is at the low end of the Certainty dimension and indicates a preference for Tolerance for Ambiguity. 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..

In Need for Certainty countries such as Japan, France and Germany, there are more formal and widely understood ways of behaving and getting the work done. Those with a Need for Certainty put into place rules, procedures and structures, and try to plan for different contingencies. This helps make events more predictable and interpretable.

To learn more about your own preference for Certainty, try the questionnaire below!
Click here to read our Privacy Statement.

Preference for Certainty Questionnaire

Please indicate your level of agreement to the following 6 statements using this scale:

1
Strongly Disagree
2
Tend to Disagree
3
Undecided
4
Tend to Agree
5
Strongly Agree

Please click on a number from 1 to 5 for each of the 6 statements below.

1.    For innovation to be successful, all contingencies must be taken into account.
1
2
3
4
5
2.    One can be a good manager without having precise answers to most of the questions that subordinates may raise about their work.
1
2
3
4
5
3.    An organizational structure in which certain subordinates have two bosses should always be avoided.
1
2
3
4
5
4.    I would not hesitate to leave my current employer for a better job opportunity.
1
2
3
4
5
5.    I am uneasy in situations in which there are no clear rules or guidelines.
1
2
3
4
5
6.    Rules and regulations hinder creativity and innovation.
1
2
3
4
5

Countries for Comparison (choose ONLY 2):

Argentina France Mexico
Brazil Germany Russia
Canada Great Britain India
China Japan USA

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After answering the questions and filling in the above information, please answer the spam check question and press the Submit button below.

 

For more information about the full five dimension Culture in the Workplace Questionnaire™ and its cost, please contact ITAP International.

 

ITAP is one of only 2 companies worldwide endorsed by Dr. Geert Hofstede and approved to represent his research. According to Dr. Hofstede, "This [approval] is due to their professionalism and deep understanding of my work.”

 

ITAP’s consulting and training services are founded on analysis using ITAP’s instruments for individuals, teams and organizations. 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. 

Culture, what Geert Hofstede refers to as "software of the mind/mental programming," is a critical variable that guides peoples' actions and reactions. Cultural misunderstandings can be counterproductive for individual development, organizational effectiveness and profits, as well as international relations.

"The Culture in the Workplace Questionnaire™ is effective, easy to use and understand. Highly recommended!"

Doug Stuart
Leading expert in the field of intercultural communications

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™ will provide you with insights about yourself and provide you a better understanding of how your cultural preferences, as well as the cultural preferences of others, impact working relationships. It also willprovide you with a framework for understanding diverse approaches to workplace interactions such as problem solving, working in teams and managing projects.

Background on the Culture in the Workplace Questionnaire™

ITAP licenses the Culture in the Workplace Questionnaire™ from Dr. Hofstede and has the worldwide exclusive rights to its use. This instrument provides an individual profile compared against country averages.

The dimensions, as described and interpreted in the Culture in the Workplace Questionnaire™, are:

Individualism: The degree to which action is taken for the benefit of the individual or the group.

Power Distance: The degree to which inequality or distance between those in charge and the less powerful (subordinates) is accepted.

Certainty: The extent to which people prefer rules, regulations and controls or are more comfortable with unstructured, ambiguous or unpredictable situations.

Achievement: The degree to which we focus on goal achievement and work or quality of life and caring for others. This dimension also tracks the relative masculine and feminine influences in the workplace.

Time Orientation: The extent to which members of a society are prepared to adapt themselves to reach a desirable future, or the extent to which they take their guidance from the past and focus on fulfilling their present needs and desires.

Responses to Culture in the Workplace Questionnaire™ help to illuminate attitudes and values, and provide a springboard to understanding and discussion of cultural differences and similarities.  The insights are then built upon to create more effective and productive cross-cultural working relationships. 

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ITAP Regional Offices

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

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ITAP Asia Pacific

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Seoul, South Korea

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ITAP Singapore / ITAP China / ITAP Philippines

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Shanghai, China

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Manila, Philippines

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Munich, Germany

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ITAP Americas
Princeton, NJ, USA

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