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Richard D. Lewis | |
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| Born | July 13, 1930 |
| Nationality | British |
| Occupation(s) | Chairman, Richard Lewis Communications Ltd |
Richard Donald Lewis (born 1930) is an English[ citation needed ] communication consultant, writer, polyglot and social theorist. He is chiefly known for his "Lewis Model of Cross-Cultural Communication."[ citation needed ]
Richard Donald Lewis was born in Billinge, Lancashire on 13 July 1930. He is descended from a long line of coal miners, originally from Mold, North Wales. [1] [ citation needed ]
After completing his schooling in Lancashire, Lewis went on to study Modern Languages at the University of Nottingham and also gained a diploma in Cultures and Civilisations from the Sorbonne in Paris. After attending the 1952 Olympic Games in Helsinki, Lewis spent the next two years living and working in Finland, where he learnt to speak Finnish and also came to know and love the Finnish people and culture. [1] [ citation needed ]
He founded the Berlitz School of Languages in Finland in 1955, and later opened a further 5 schools in Finland. In addition, he opened Berlitz schools in Norway in 1958 and in Portugal in 1959. [1] [ citation needed ]
In 1966, Lewis founded the Berlitz School in Tokyo and spent the next 5 years living and working in Japan, where he became tutor to Empress Michiko. [1]
He claims to speak 11 languages: English, French, Spanish, Italian, Portuguese, German, Swedish, Danish, Norwegian, Finnish and Japanese. [ citation needed ]
He is currently Chairman of Richard Lewis Communications Ltd.
The Lewis Model of Cross-Cultural Communication was developed by Richard D. Lewis. The core of the model classifies cultural norms into Linear-Active, Multi-Active and Re-Active, or some combination. Broadly speaking, Northern Europe, North America and related countries are predominantly Linear-Active, following tasks sequentially using Platonic, Cartesian logic. Southern European, Latin, African and Middle-Eastern countries are typified as Multi-Active, centred on relationships and often pursuing multiple goals simultaneously. East Asia is typically Re-Active, following harmonising, solidarity-based strategies. [2] [3] [4] [5] [6] [ citation needed ]
While Lewis' writings recognise these can only be stereotypes, he asserts that his model provides a practical framework for understanding and communicating with people of other cultures, and that the model can readily be expanded with other features, such as Hofstede's cultural dimensions, seen in relation to Lewis' triangular representation. [7] [ citation needed ]
Lewis was knighted by President Ahtisaari of Finland in March 1997 in recognition of his services in the cross-cultural field relating to the training of Finnish Ministries for EU entry (1995) and the EU Presidency (1999). [ citation needed ]
He was subsequently promoted to the rank of Knight Commander by President Halonen in 2009. [ citation needed ] He has always promoted the greatness of the Finnish culture in his publications, which efforts have been highly appreciated by the Finnish government and various public and private organisations. [8]
In 2015 Lewis won the prestigious SIETAR Founders Award. This award, with its citation "Making a World of Difference", is granted to an individual who has demonstrated outstanding commitment and service to the intercultural field. [9]
Fish Can't See Water by Richard D. Lewis and Kai Hammerich won the Management Book of the Year award in Denmark in 2013. [10] The book has been cited since then in many highly acknowledged business magazines, newspapers and blogs for its practical approach and tips on how national cultures impact corporate strategies and their execution. [11] [12] [13] [14] [15] [16] [17] [18] [19] [20]
Lewis publishes regularly articles in the worldwide read business magazine, the Business Insider. His articles focus mainly on tips and background information for doing successful business with different cultures of the world. [21] [22] [23] [24] [25] [26] [27] [28] [29]
In 2016 Richard Lewis Communications plc was "named and shamed" for failing to pay several employees the National Minimum Wage. [30]
However, this relates to a situation dating to 2013, when a change in the system of deductions for accommodation and meals meant that the company inadvertently and temporarily paid less than the National Minimum Wage to some members of its domestic staff. As soon as this was clarified, arrears were paid in full to the staff concerned, and the system was changed to comply with National Minimum Wage legislation. This action was acknowledged in a case closure letter from HMRC in which the Compliance Officer said he was 'satisfied' that all arrears had been paid and that the correct rate was now being paid. [31]
Cross-cultural communication is a field of study that looks at how people from differing cultural backgrounds communicate, in similar and different ways among themselves, and how they endeavor to communicate across cultures. Intercultural communication is a related field of study.
Interculturalism is a political movement that supports cross-cultural dialogue and challenging self-segregation tendencies within cultures. Interculturalism involves moving beyond mere passive acceptance of a multicultural fact of multiple cultures effectively existing in a society and instead promotes dialogue and interaction between cultures. Interculturalism is often used to describe the set of relations between indigenous and western ideals, grounded in values of mutual respect.
Intercultural communication is a discipline that studies communication across different cultures and social groups, or how culture affects communication. It describes the wide range of communication processes and problems that naturally appear within an organization or social context made up of individuals from different religious, social, ethnic, and educational backgrounds. In this sense, it seeks to understand how people from different countries and cultures act, communicate, and perceive the world around them. Intercultural communication focuses on the recognition and respect of those with cultural differences. The goal is mutual adaptation between two or more distinct cultures which leads to biculturalism/multiculturalism rather than complete assimilation. It promotes the development of cultural sensitivity and allows for empathic understanding across different cultures.
Berlitz Corporation is a language education and leadership training company which is based in Princeton, New Jersey. The company was founded in 1878 by Maximilian Berlitz in Providence, Rhode Island in the United States. Berlitz Corporation is owned by “Berlitz Holdings”, a company established through a 100% investment by ILSC Holdings LP, with more than 547 company-owned and franchised locations in more than 70 countries.
Cultural psychology is the study of how cultures reflect and shape the psychological processes of their members.
In anthropology, high-context culture and low-context culture are ends of a continuum of how explicit the messages exchanged in a culture are and how important the context is in communication. The continuum pictures how people communicate with others through their range of communication abilities: utilizing gestures, relations, body language, verbal messages, or non-verbal messages. "High-" and "low-" context cultures typically refer to language groups, nationalities, or regional communities. However, the concept may also apply to corporations, professions and other cultural groups, as well as to settings such as online and offline communication. High-context cultures often exhibit less-direct verbal and nonverbal communication, utilizing small communication gestures and reading more meaning into these less-direct messages. Low-context cultures do the opposite; direct verbal communication is needed to properly understand a message being communicated and relies heavily on explicit verbal skills. The model of high-context and low-context cultures offers a popular framework in intercultural-communication studies, but has been criticized as lacking empirical validation.
Cultural intelligence or cultural quotient (CQ) is the ability to relate and work effectively across cultures, bearing similarity to the term cultural agility. The term has been used in business, education, government, and academic research contexts. Originally, the term cultural intelligence and the abbreviation "CQ" was developed in research by Christopher Earley (2002) and Earley and Soon Ang (2003). During the same period, researchers David Thomas and Kerr Inkson worked on a complementary framework of CQ as well. A few years later, Ang Soon and Linn Van Dyne worked on a scale development of the CQ construct as a research-based way of measuring and predicting intercultural performance.
Cultural competence, also known as intercultural competence, is a range of cognitive, affective, and behavioural skills that lead to effective and appropriate communication with people of other cultures. Intercultural or cross-cultural education are terms used for the training to achieve cultural competence.
The Bennett scale, also called the Developmental Model of Intercultural Sensitivity (DMIS), was developed by Milton Bennett. The framework describes the different ways in which people can react to cultural differences. Bennett's initial idea was for trainers to utilize the model to evaluate trainees' intercultural awareness and help them improve intercultural sensitivity, also sometimes referred to as cultural sensitivity, which is the ability of accepting and adapting to a brand new and different culture.
Face-Negotiation Theory is a theory conceived by Stella Ting-Toomey in 1985, to understand how people from different cultures manage rapport and disagreements. The theory posited "face", or self-image when communicating with others, as a universal phenomenon that pervades across cultures. In conflicts, one's face is threatened; and thus the person tends to save or restore his or her face. This set of communicative behaviors, according to the theory, is called "facework". Since people frame the situated meaning of "face" and enact "facework" differently from one culture to the next, the theory poses a cultural-general framework to examine facework negotiation. It is important to note that the definition of face varies depending on the people and their culture and the same can be said for the proficiency of facework.
Entrepreneurship is the creation or extraction of economic value. With this definition, entrepreneurship is viewed as change, generally entailing risk beyond what is normally encountered in starting a business, which may include other values than simply economic ones.
A culture gap is any systematic difference between two cultures which hinders mutual understanding or relations. Such differences include the values, behavior, education, and customs of the respective cultures. As international communications, travel, and trade have expanded, some of the communication and cultural divisions have lessened. Books on how to handle and be aware of cultural differences seek to prepare business people and travelers. Immigrants and migrant laborers need to learn the ways of a new culture. Tourists can also be confronted with variants in protocols for tipping, body language, personal space, dress codes, and other cultural issues. Language instructors try to teach cultural differences as well.
Cultural sensitivity, also referred to as cross-cultural sensitivity or cultural awareness, is the knowledge, awareness, and acceptance of other cultures and others' cultural identities. It is related to cultural competence, and is sometimes regarded as the precursor to the achievement of cultural competence, but is a more commonly used term. On the individual level, cultural sensitivity is a state of mind regarding interactions with those different from oneself. Cultural sensitivity enables travelers, workers, and others to successfully navigate interactions with a culture other than their own.
Third culture kids (TCK) or third culture individuals (TCI) are people who were raised in a culture other than their parents' or the culture of their country of nationality, and also live in a different environment during a significant part of their child development years. They typically are exposed to a greater volume and variety of cultural influences than those who grow up in one particular cultural setting. The term applies to both adults and children, as the term kid refers to the individual's formative or developmental years. However, for clarification, sometimes the term adult third culture kid (ATCK) is used.
Cultural contracts refer to the degree that cultural values are exchanged between groups. They are the agreements made between two groups of people regarding how they will modify their identities in unison. Cultural contract theory investigates how identities shift and are negotiated through cross-cultural interaction. It extends identity negotiation theory and uncertainty reduction theory by focusing defining the negotiation experience from the perspective of minority groups when dealing with cultural norms set by the majority groups. Relationally coordinating with others is the main objective of a cultural contract. The three fundamental premises of the cultural contracts theory are that identities are contractual, continually transferred, and requirement for validation.
Muneo Jay Yoshikawa is a Japanese professor, author, researcher and consultant in the fields of intercultural communication, human development, human resource management, and leadership.
Hofstede's cultural dimensions theory is a framework for cross-cultural communication, developed by Geert Hofstede. It shows the effects of a society's culture on the values of its members, and how these values relate to behavior, using a structure derived from factor analysis.
Guy Olivier Faure is a professor of International Negotiation. He is currently president of the Brussels Diplomatic School (ULB/CERIS).
Intercultural intelligence, or ICI, is a term that is used for the capability to function effectively in culturally diverse settings and consists of different dimensions which are correlated to effectiveness in global environment. Intercultural intelligence differs from cultural intelligence in that it is based from the belief in interculturalism while CQ is based from the belief in multiculturalism. The term was first used in 2006 in response to the qualities observed in international executives that enabled them to succeed globally.
Virtual exchange is an instructional approach or practice for language learning. It broadly refers to the "notion of 'connecting' language learners in pedagogically structured interaction and collaboration" through computer-mediated communication for the purpose of improving their language skills, intercultural communicative competence, and digital literacies. Although it proliferated with the advance of the internet and web 2.0 technologies in the 1990s, its roots can be traced to learning networks pioneered by Célestin Freinet in 1920s and, according to Dooly, even earlier in Jardine's work with collaborative writing at the University of Glasglow at the end of the 17th to the early 18th century.
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