谈到经济学研究的自由阿姆斯特丹大学和后来获得了博士学位他经历了文化差异的第一手在家，他长大的地方说法语和荷兰语，后来在工作中与壳牌在九个国家，他在那里工作了7年的人力资源总监。这时，他写了《多元文化公司》（1993），其中他解释了他的理论。据他说，国际公司倾向于标准化其管理职能，因为全球化，并将这种思维方式强加给它们的子公司。多元文化公司公司的问题是因为他们不关心员工的文化差异，某些管理方式不适合某些文化，他把文化定义为“人类解决问题的方式”。以吉尔特·霍夫斯塔德为例，修改他的理论，他发明了Charles Hampden Turner文化差异的7个维度：普遍主义/特殊主义、个人主义、社群主义、情感/中性，具体/弥漫，成就/归属，顺序/同步，内部/外部控制。这是文化差异影响管理趋势的7个标准。美国堪萨斯论文代写:多元文化公司 他展示了如何管理异构环境中的复杂性，这对当今的国际管理者和企业领导者来说是一个重大挑战，也是长期成功的关键组成部分。他解释了如何调和文化差异，从而产生竞争优势。
Trompenaars studied Economics at the Free University of Amsterdam and later earned a Ph.D. He experienced cultural differences first-hand at home, where he grew up speaking both French and Dutch, and then later at work with Shell in nine countries, where he worked for 7 years as the director of the Human resources. At this moment, he wrote The Multi-cultural company (1993) in which he explains his theories. According to him, international companies tend to standardize their management functioning because of globalisation, and impose this way of thinking to their subsidiaries. Problems in companies appear as they don't take care about the cultural differences of employees and certain ways of managing are not appropriate to certain cultures.He defines culture as "the way a human group solve its problems". Taking the example of Geert Hofstede and modifying his theories, he invented with Charles Hampden-Turner the 7 dimensions of cultural differentiations: universalism/particularism, individualism/communitarianism, affective/neutral, specific/diffuse, achievement/ascription, sequential/synchronic, internal/external control. These are the 7 criteria of cultural differentiation which have an impact on the management trends. He shows how to manage complexity in a heterogeneous environment, which is a major challenge for today's international managers and corporate leaders as well as a critical component of long term success. He explains how to reconcile cultural differences, which will lead to competitive advantage.