upon cultural similarities due to shared geography and climate conditions, which all influence perceptions and behavior: Anglo Cultures England, Australia, South Africa (white sample), Canada, New Zealand, Ireland, United States Arab Cultures Algeria, Qatar, Morocco, Egypt, Kuwait, Libya, Tunisia, Lebanon, Syria, Yemen, Jordan, Iraq, UAE, Bahrain, Saudi Arabia, Oman Confucian Asia Taiwan, Singapore, Hong Kong, South Korea, China, Japan, Vietnam Eastern Europe Hungary, Bulgaria, Romania, Czech Republic, Slovakia, Poland, Lithuania, Latvia, Estonia, Serbia, Greece, Slovenia, Albania, Russia Germanic Europe Dutch-speaking (Netherlands, Belgium and Dutch-speaking France) German-speaking (Austria, German-speaking Switzerland, Germany, South Tyrol, Liechtenstein) Latin America Costa Rica, Venezuela, Ecuador, Mexico, El Salvador, Colombia, Guatemala, Bolivia, Brazil, Argentina Latin Europe Italy, Portugal, Spain, France, Switzerland (French and Italian speaking) Nordic Europe Finland, Sweden, Denmark, Norway Southern Asia India, Pakistan, Bangladesh, Indonesia, Malaysia, Thailand, Iran, Philippines, Turkey Sub-Sahara Africa Namibia, Zambia, Zimbabwe, South Africa (Black Sample), Nigeria GLOBE cultural competencies The nine GLOBE cultural competencies are: Performance orientation - refers to the extent to which an organization or society encourages and rewards group members for performance improvement and excellence. Assertiveness orientation - is the degree to which individuals in organizations or societies are assertive, confrontational, and aggressive in social relationships. Future orientation - is the degree to which individuals in organizations or societies engage in future-oriented behaviours such as planning, investing in the future, and delaying gratification. Humane orientation - is the degree to which individuals in organizations or societies encourage and reward individuals for being fair, altruistic, friendly, generous, caring, and kind to others. Bureaucratic collectivism I: Institutional collectivism - reflects the degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action. Collectivism II: In-group collectivism - reflects the degree to which individuals express pride, loyalty and cohesiveness in their organizations or families. Gender egalitarianism - is the extent to which an organization or a society minimizes gender role differences and gender discrimination. Power distance - is defined as the degree to which members of an organization or society expect and agree that power should be unequally shared. Uncertainty avoidance - is defined as the extent to which members of an organization or society strive to avoid uncertainty by reliance on social norms, rituals, and bureaucratic practices to alleviate the unpredictability of future events. After an extensive review of the research, the GLOBE strategically grouped over 21 primary leadership dimensions into six encompassing