Study Skills for Higher Education

This essay critically analyzes Hofstede's Cultural Dimensions theory, examining its strengths and weaknesses in the context of higher education. It explores the impact of cultural differences on learning and suggests practical applications for educators and students.

Study Skills for Higher Education.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension....3
2. Which do you agree with and which do you disagree with? Justify your Position................4
3. Are there any suggestion would you like to make? ...............................................................4
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................6

INTRODUCTION
Culture is one of the important aspect in development of organisation and it can be
understood with help of hofstede culture typology that focus on cross cultural dimension. It
focus on influence on society by their values and potential behaviour by members and it give
important knowledge and information to behave in proper manner in different cultural activities.
In model of hofstede the six dimensions consist that proved very fruitful in understanding
behaviour of an individual at different circumstances. In that six dimensions consist of power
distance index, restraints/ indulgence and uncertainty avoidance index that give important
recommendations for resolve various issues and recommendations for further improvement.
MAIN BODY
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension.
Hofstede culture theory of dimension is very important factor in determination of factors
or attributes by collecting knowledge and important insights in cross culture that arise in
different circumstances. This is one of the important model that helpful in behaving by an
member in particular circumstances by accessing each and every factor. Hofstede based on four
important factors that impacts on business and their procedures in positive manner. In their four
dimensions includes individualism, power distance, uncertainty avoidance and masculinity or
femininity (Beugelsdijk, Maseland and Van Hoorn, 2015. ). These are very important for
understanding the cultural impact on individual and organisation to reap benefits out of them.
Individualism/ collectivism: this factor of cultural dimension elaborates about significance of
an individual that are self oriented in behaviour and nature. Individualism plays major role in

grab attention and work in self interest of an individual. It emphasis on performance and
activities of an individual and hence they focus on activities of group and their performance to
reach at motivation level.
Power distance: it is one of very important factor on at which limit inequality and un equal
power of distribution should be eliminated and controlled. In that organisation observe the
inequality and power of their followers in great extent (Lee, Trimi and Kim, 2013..).
Uncertainty avoidance: in that aspect organisation should observe about at which extent an
organisation can uncertainty or ambiguity should be tolerated. It deals with the manner in which
an organisation can deal with adverse situations or circumstances. In that score of culture should
be high to get success by using different culture and situations.
Masculinity/ femininity: it is related with the values and ethics which are important for an
organisation for both male and female. It shows the taste and preferences of the consumer and
achievements and roles and responsibility by giving sexual equality and different behaviour in
different circumstances (Matusitz and Musambira, 2013.). Masculinity have some traits and
behaviour in which assertive, building wealth and achievements etc.. femininity focus on roles
and responsibility in context of gender to provide them potential life and nourishment.
2. Which do you agree with and which do you disagree with? Justify your Position.
This model of culture give important knowledge and information for behaving in
different situations and their respective dimensions. I agree with that philosophy of avoid the
uncertainty and reason is difficulty in follow different culture simultaneously. In that aspect
services should be provide according to the different culture and their traits (Mazanec and et.al.,
2015). With I am disagree with individualism in which organisation only think for group of
people but organisation have to think about each and every employees and regarding their self
interest. Hence to gain organisational goals and objectives with the help of observing traits and
behaviour important insights should be gained.
3. Are there any suggestion would you like to make?
In an organisation to gain desirable goals and objectives, firm have to mould their
behaviour according to the situations or circumstances. Before implementing these concepts of
culture organisation have to understand different dimensions of the theory so that they can easily
enlarge business opportunities (Shao and et.al., 2013). In these factors includes individualism,

uncertainty avoidance, power distance and masculinity. To enhance conditions and improve
productivity in organisation have to adopt some changes that are as follows:
the different factors of hofstede model emphasis on work and value of an individual and their
interest and for their achievements. Individual not able to achieve their goals and objectives to
resolve that concern organisation have to adopt the collectivism theory that helps in bring
harmony in work and activities. In uncertainty avoidance indicates about the feedback or
reactions of society for the ambiguity. These factors gives insights about that firm not have to
follow these dimensions in organisation so that they can reach at desirable outcomes or results.
Lot of concerns or issues arise in organisation that are not avoid by the employees. In that case
organisation have to adopt the power distance to avoiding ambiguity in organisation by
distributing roles and responsibility in equal manner in organisation. It is the responsibility of
management to take care about self interest of the employees so that they can give their best in
organisational growth and enhancement (Fallows and Steven, 2013.). These issues or concerns
by find out the solutions of problem in unique way by finding out the skills and talent that
inherent in employees and that become power of an organisation. Some concerns or situations
arise in organisation due to the gender discrimination in organisation that lower down the
motivation level of employees in that case organisation have to give equal rights and duties to
their employees so that they can give their best in organisational growth and enhancement.
Hence all cultural attributes are very important for organisational growth and enhancement.
CONCLUSION
From the above report it has been concluded that culture is an important aspect that helps
to employees in behaving in an appropriate way in different circumstances or situations. To
reach at desirable outcomes organisation have to adopt rational cultural behaviour in which every
one can give their best in organisation perspective by giving them roles and responsibility in
proper way.

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.
Fallows, S. and Steven, C., 2013. Integrating key skills in higher education: Employability,
transferable skills and learning for life. Routledge.