gert@gertdriesen.com
Cultural Clash
Being a student from TIAS Business School Master of Real Estate, and being a bit of a control freak not understanding why things did not work out for me as I thought, on my UK real estate journey. I decided to delve into the cultural differences in doing business in the UK for my thesis topic. I share the results of my research on this website.
Cultural Differences Between England and the Netherlands
Understanding cultural differences is essential for successful collaboration, particularly in an international context. While England and the Netherlands may seem similar at first glance, their cultural differences can significantly impact communication, teamwork, and decision-making.
Miscommunication between the British and the Dutch often stems from cultural differences in directness. The Dutch are known for their straightforward and blunt communication, while the British tend to be more indirect and polite, even when expressing criticism. What a Dutch person sees as honesty, a Brit might perceive as rude, while a Brit saying something is “interesting” might be misunderstood by a Dutch person, not realizing it actually means, “This is not a good idea.”
Miscommunication between the British and the Dutch often stems from cultural differences in directness. The Dutch are known for their straightforward and blunt communication, while the British tend to be more indirect and polite, even when expressing criticism. What a Dutch person sees as honesty, a Brit might perceive as rude, while a Brit saying something is “interesting” might be misunderstood by a Dutch person, not realizing it actually means, “This is not a good idea.”
Cultures in Organizations
Two key cultural factors shape how organizations work: power distance (who has the power to decide?) and uncertainty avoidance (how strictly do we follow rules?).
- Power Distance – This measures how much people accept hierarchy and authority. The Netherlands (38) and the UK (35) have similar views, meaning both cultures prefer a more equal work environment with shared decision-making.
- Uncertainty Avoidance – This reflects how much people need clear rules and structure. The Netherlands scores higher (53) than the UK (35), meaning Dutch organizations tend to rely more on guidelines, while the British are slightly more open to taking risks.
Other cultural factors influence how people behave in organizations:
Individualism (NL 80, UK 89) – Both cultures value independence, personal goals, and self-reliance, with the British being slightly more individualistic.
Masculinity vs. Femininity (NL 14, UK 66) – This dimension affects workplace values and priorities. The UK has a much higher masculinity score, meaning British workplaces tend to focus on competition, ambition, achievement, and financial success. Employees are expected to work hard, set ambitious goals, and be results-driven.
In contrast, the Netherlands scores much lower, meaning Dutch workplaces lean toward femininity, which emphasizes collaboration, work-life balance, quality of life, and employee well-being. Dutch organizations value teamwork over individual competition, and success is often measured by job satisfaction rather than financial rewards.