Applying Hofstede's Cultural Dimensions in Organizations

This assignment explores the application of Hofstede's cultural dimensions in organizations. It discusses the importance of cultural values, norms, and behaviors in building a healthy culture within an organization. The text also examines the advantages of applying Hofstede's dimensions in cross-cultural communication and business practices at the international level.

Study Skills

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension....1
2. Which do you agree with and which do you disagree with? Justify your Position................2
3. Are there any suggestion would you like to make? ...............................................................2
CONCLUSION................................................................................................................................3
REFRENCES...................................................................................................................................4
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INTRODUCTION
Hofstede cultural dimensions is refers as a structure for cross cultural communication.
This explains the affects of societies culture on values of their member and how that values
affiliated to behaviour, applying a framework which derived from analysis of factor
(Beugelsdijk, Maseland and Van Hoorn,2015). In this there are six dimensions that are power
distance index, individualism/ collectivism, long term/ short term orientation, Uncertainty
Avoidance, Indulgence/ Restraints and so on through which the culture can be compared. The
purpose of this report is to evaluate the suggestions on Hofstede's cultural dimensions.
Justification regarding agree and disagree dimensions as well as suggestions for further
improvements.
MAIN BODY
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension
Hofstede's cultural dimensions theory is the framework for cross-cultural communication
as well it is designed by Geert Hofstede. Respective model describe the impact of society on the
value of its members and how these values ralate with behaviour by utilising a structure derived
from factor analysis. Hofstede has identified four cultural dimension which may have profound
impact on the business environment (Lee, Trimi and Kim,2013). These are
individualism/collectivism, power distance, uncertainty avoidance and masculinity/femininity.
After going through the article of Hofstede's Cultural Dimension some suggestion are made
explanation of these are as follows :- Individualism/collectivism – This dimension of culture is related to the self-oriented
members of a culture are in their behaviour. Individualism play major role on
achievement of individual as well as self-interest. Whereas, in collectivism major focus I
on the overall performance of the organisation. Thus, instead of focusing on individual
company have to pay attention towards group. So numerous employees will get
motivated in comparison of individual. Power distance - It is the dimension which consider the extent to that inequality as well
as power are tolerated. Although, in power distance dimension power and inequality are
viewed from the respect of followers.
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 Uncertainty avoidance – It is consider the extent to that uncertainty as well as ambiguity
are tolerated. Moreover, respective dimension consider how unknown situation and
unexpected events are dealt with (Matusitz and Musambira, 2013). Culture score high
rate on uncertainty avoidance dimension because there are several such organisation
which is successful when they are using different culture.
 Masculinity/femininity – It is related to that, how much society sticks with and values,
traditional male and female roles. Moreover, it considers the preference of society for
achievement, attitude towards sexuality equality, behaviour and so on. Masculinity have
some characteristics such as assertive, distinct gender roles, wealth building and
concentrated on material achievement. Whereas, femininity have fluid gender roles,
concerned with life quality and nurturing.
2. Which do you agree with and which do you disagree with? Justify your Position
I am agree with the uncertainty avoidance because for an organisation it become difficult
to follow culture of every nation. Because of that they are supplying products and services in
some nation without implementing their culture or religion. Apart from this, I am not agree with
Individualism because organisation have to focus on each and every employ instead of
individual. So that, goals and objective of organisation can be achieve in effective manner.
3. Are there any suggestion would you like to make?
In order to run business successfully, it is significant to implement culture in
organisation. In this scenario, culture has been explained with help of Hofstede model which has
four dimensions that can impact environment of business (Mazanec and et.al., 2015). It includes
individualism/collectivism, uncertainty avoidance, power distance and masculine/femininity. In
order to improve it, some suggestion has been given to administration which are given below:
The individualism focus on increasing high value on individual interest and achievement.
The individualism does not helps in achieving goals and objectives of business. Here, it is
suggested to organisation to implement collectivism as it works towards group harmony and
collective goals. Uncertainty avoidance means response of society towards ambiguity. It is
suggested to organisation not to follow such dimensions in organisation as employees working in
firm need to perform work according to situation arise. There are many situations which cannot
be avoided in business while performing activities. As Power distance means inequality of power
among subordinates and superiors. It is recommended to organisation to focus on participative
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management so that each and every employees working in organisation get an opportunity to
participate in business activities. This helps in providing solution to difficult and complex task
with innovative and unique ideas and building confident of staff. If power distance is followed
then subordinates cannot get chance to show their talent, skills and knowledge in organisation.
There are some concern which do partiality on basis of gender. This is suggestion to organisation
to provide opportunity to male and female both so that they can improve themselves for better
work performance and enhance their skills and knowledge. Both has equal rights and
opportunities to work in enterprise and get same pay scale on basis of their skills not on basis of
gender (Shao and et.al., 2013). Thus, if all above suggestion provided are applied in organisation
then business can perform better for goal achievement and sustain in market.
CONCLUSION
From the above discussion it has been identified that, cultural of organisation is based on
norms, values and behaviour. Each and every staff member play important role in building
healthy culture within the organisation. Apart from this, Hofstede's Cultural Dimension is the
model which play important role in cross cultural commination and important for applying
within company. So that several advantages can be gained while doing business at international
level.
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REFRENCES
Books and Journal
Beugelsdijk, S., Maseland, R. and Van Hoorn, A., 2015. Are Scores on H ofstede's Dimensions
of National Culture Stable over Time? A Cohort Analysis. Global Strategy Journal.
5(3). pp.223-240.
Lee, S. G., Trimi, S. and Kim, C., 2013. The impact of cultural differences on technology
adoption. Journal of world business. 48(1). pp.20-29.
Matusitz, J. and Musambira, G., 2013. Power distance, uncertainty avoidance, and technology:
analyzing Hofstede's dimensions and human development indicators. Journal of
Technology in Human Services. 31(1). pp.42-60.
Mazanec, J. A. and et.al., 2015. Homogeneity versus heterogeneity of cultural values: An item-
response theoretical approach applying Hofstede's cultural dimensions in a single
nation. Tourism Management. 48. pp.299-304.
Shao, R. and et.al., 2013. Employee justice across cultures: A meta-analytic review. Journal of
Management. 39(1). pp.263-301.
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