Organizational Culture and Employee Motivation

This assignment examines the crucial relationship between organizational culture and employee motivation, aiming to understand how a company's values and practices influence employee engagement and loyalty. The analysis utilizes Hofstede's cultural dimensions model to identify how different national cultures shape workplace expectations and behaviors. The goal is to demonstrate how organizations can leverage cultural understanding to create a positive work environment that motivates employees.

Individual Essay

Table of Contents
INTRODUCTION...........................................................................................................................1
Main body........................................................................................................................................1
1. Evaluation of the suggestion which are made in the assignment of Hofstede model.............1
2. Justification in terms of Agreement and disagreement...........................................................2
3. Suggestions.............................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Organisational culture provides the way in which employees try to interact with each other and
the healthy organisational culture plays an important role in encouraging employees to
stay motivated and loyal towards the management. The organisational culture represent
certain predefined policies and methods which guides the employees and give them a
sense of direction at work place(Byrne, Dwyer and Doyle, 2019). The essay present the
Hofstede model which defines the various ideologies beliefs and practices of the
organisation which makes organisation different from others. This essay evaluates the
various suggestions which are made in the article of Hofstede's cultural dimensions.
Main body
1. Evaluation of the suggestion which are made in the assignment of Hofstede model
Organizational culture plays an important role in improving the over all productivity of the firm
thorough various element of the culture such as values, rituals, symbols, beliefs and
thought process. The culture dimensions of the Hofstede model has great impact on the
environment of the business. It includes individualism or collectivism, power distance,
uncertainty avoidance and masculinity. The first cultural dimensions is collectivism, in
this individual who have common interest comes together and work as part of the team.
In this organization believe that the output of the firm is more when individual exchange
their idea and discuss things with themselves to come out with the innovative ideas. It is
important dimensions of the Hofstede model which helps in increasing the productivity
of the organization. Individualism also plays a significant role where organization
follow a culture where individual not believe on working as a single unit and also prefer
work individually(Kristjánsdóttir and et.al., 2017). The power distance culture
dimensions also an important tool because it shows that power was distributed equally
among all the employees irrespective of their designation which produce equal benefits
and rights to every individuals which encourage employees interest towards the
attainment of the organizational goals. This dimensions create the healthy environment
in which each and every employee is accountable for his own performance, there is not
any special person is appointed to take the charge of employees and this procedure
boost the morale and motivation of the employee which ultimately results in the high
profitability of the enterprise. The masculinity cultural dimension element of the
1

Hofstede model defines the effect of differences in male and female and female values
on the culture of the organization. This dimension defines that male employees would
be more aggressive as compared to the female employees. In this organization never
assign the type of work for which female employees requires to sitting late nights which
increases the interest of female workers towards the attainment of the organizational
goal(Favaretto and et.al., 2017,). It has also some criticism because in this female
employees follow different policies as compared to the male employees which creates
conflicts among the male employees and management and results in the decreasing the
productivity of the enterprise. Uncertainty avoidance element of the Hofstede model is
an important part of the every organizational unit because in this employer try hard to
avoid uncomfortable situation and also prepare employees to adjust well in all the
conditions which encourage them to give their best possible efforts towards the
achievement of the desired result of the business firm.
2. Justification in terms of Agree and disagree
Hofstede model defines the Uncertainty elements, we are agreed with this element because it
avoids the comfortable situations and takes more risk taking situations for gaining high
competitive advantages and organization with risk taking situation results in the high
success of the firm because if company avoids the risk taking situation they can achieve
only the limited number of the productivity or they can earn limited profit which are
needed to company for surviving in the market place(Favaretto and et.al., 2017). We are
also agreed with the collectivism cultural dimensions of the Hofstede model because in
these employees of the firm work in the single unit with same interest towards the
achievement of the common goal in the enterprises which results in effective
performance of the over all organization and it also maintains the healthy working
environment at the work by establishing better relationship between all members of the
team.
We are disagreed with the masculinity cultural dimension determinants of the Hofstede
model because it defines the different policies for male and female employees which
differentiate each other in terms of working policies and type of work. It creates the
conflicts in the organization because by using Hofstede model company evaluate male
employees as aggressive as compared to female employees and provide them hard work
2

which decrease the interest of the employees and results in the less productivity of the
firm.
3. Suggestions
As per my point of view in the individualism cultural dimension of the Hofstede model,
organization should evaluate the capability of the individual before providing individual
task to employees in terms to completing the task. Organizational culture can be
effectively maintained by maintain balance between the muscular cultural dimension
determinants of the Hofstede model through distributing the authority to employees that
is essential to perform the task effectively in the business firm(Whelan, 2016). In the
power distance cultural dimension there should be an equality in power of superior and
subordinates which encourage them towards the efficient attainment of the
organizational goals. Hofstede model should follow the strategy of handy cultural model
which defines that work should be distributed according the skill, knowledge and
capability of the employees for achieving the desired level of result.
CONCLUSION
Organizational culture plays an important role in creating a brand image of the company
because the work culture gives an identity to the organization. A healthy organizational
culture helps in encouraging the employees interest to sty motivated and loyal towards
the management and building a good relationship among the employees of the
enterprise. Through Hofstede model of cultural dimension organization identifies that
cultural values of the employees on different countries. Every organization develops
their own values and culture which may different from the global and national culture
environment.
3

REFERENCES
Byrne, J., Dwyer, T. and Doyle, D., 2019. Understanding the layers of a market-oriented
organisational culture. The Irish Journal of Management. 37(1). pp.16-30.
Favaretto, R.M. And et.al., 2017, October. Using big five personality model to detect cultural
aspects in crowds. In 2017 30th SIBGRAPI Conference on Graphics, Patterns and
Images (SIBGRAPI). (pp. 223-229). IEEE.
Kristjánsdóttir, H. and et.al., 2017. Hofstede national culture and international trade. Applied
Economics. 49(57). pp.5792-5801.
Saur-Amaral, I., Soares, R.R. and Proença, J.F., 2018. Business model innovation: towards a
conceptual framework. Tourism & Management Studies. 14(1). pp.80-93.
Whelan, C., 2016. Organisational culture and cultural change: A network perspective. Australian
& New Zealand journal of criminology. 49(4). pp.583-599.
Anitha, J., 2016. Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management. 9(1).
Al Saifi, S.A., 2015. Positioning organisational culture in knowledge management research.
Journal of Knowledge Management. 19(2). pp.164-189.
Krautz, C. and Hoffmann, S., 2017. The Tenure-Based Customer Retention Model: A Cross-
Cultural Validation. Journal of International Marketing. 25(3). pp.83-106.
Martinez-Fiestas, M and et.al.,, 2017. Analysis of perceived risk among construction workers: a
cross-cultural study and reflection on the Hofstede model. International journal of
occupational safety and ergonomics. 23(3). pp.307-317.
Favaretto, R.M and et.al.,2016, September. Using group behaviors to detect hofstede cultural
dimensions. In 2016 IEEE International Conference on Image Processing (ICIP) (pp.
2936-2940). IEEE.
4

La Rosa, M and et.al., 2015. Detecting approximate clones in business process model
repositories. Information Systems. 49. pp.102-125.
5