Hofstede's Cultural Dimensions and Entrepreneurship
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The assignment provides a critical evaluation of Hofstede's cultural dimensions, concluding that low power distance and low uncertainty avoidance are more beneficial for business. It also recommends empowering employees, fostering open communication, and giving them autonomy to take decisions.
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Table of Contents INTRODUCTION...........................................................................................................................1 MAIN BODY.................................................................................................................................1 CONCLUSION................................................................................................................................3 REFERENCES................................................................................................................................4
INTRODUCTION Culture may be defined as a social behaviour or norms that are usually found in human society. Hofstede's cultural dimension is a framework that has been designed in order to foster cross-cultural communication. This essay will include critical evaluation of Hofstede cultural dimension as well as determining which dimension is the best on the basis of evaluation. Furthermore,suggestionwouldalsobegivenregardinghowtoimprovethese dimensions(Cacciotti and Hayton, 2017). MAIN BODY Culture may be defined as ideas, culture, norms and values of a particular group of people or society. The culture has various dimensions and these dimensions are discussed by the Hofstedes cultural dimension. These dimensions are individualism/collectivism, power distance, uncertainty avoidance and masculinity/femininity. Individualism/collectivism is that dimension of Hofstedes cultural dimension which is concerned with self orientation of members. Based on the degree of self orientation it is decided whether the culture follows individualism or collectivism such as if the people are highly concerned towards self interest and achievement then it is individualism cultural dimension. On the other hand, if the people of the society focus towards group harmony then it is collectivism. Similarly, like every coin has two sides, every dimension has its own negative and positive points. On critical evaluation of individualism and collectivism it is found that individualism helps in empowering people to live their life as per their desires which in turn lead to self satisfaction and happiness. On the other hand, individualism may lead to creation of the feelings such as loneliness and isolation. While collectivism may lead to bringing the people together ratherthatcompetingagainsteachother(Minkovandet.al.,2017).Ontheotherhand, collectivism reduces the individual autonomy of a person as well as it becomes difficult to hold one person accountable or responsible for the activities carried out by them in group. As per the critical evaluation, it could be agreed that individualism is better that collectivism because under this a person is able to achieve what he/she wants rather then depending on others as well as it contributes towards self satisfaction and maximising happiness because a person is able to achieve his/her self interest. 1
Power distance implies 'power inequality between the superiors and subordinates. Based on the degree of power distance it could be found that the formal system of the organisation is hierarchy or liberal. If the degree of power distance is high then the system is hierarchial and the power is distributed unequally. While on the other hand, when the power distance is low then the power is distributed equally and every one has liberty, autonomy and equality in decision making. On critical evaluation of power distance it was found that low power distance facilitates immediate decision making in case of emergency as all the employees are liberal and can take their own decisions while it may lead to inefficient decision making as well(Khlif, 2016). On the other hand, high power distance help in maintaining decorum at the workplace but it may even lead to delay in decision making at the time of decision making. As per the above discussion, it could be agreed that low power distance is better as it helps in distributing the power equally which motivated the employees to work better. Apart from this, it helps in creation of job satisfaction in the mind of employees as they feel valued because of being a part of decision-making process. Further, it helps in eliminating the delay in decision making as every member has equal power and authority in decision making process, especially is case of emergency. Uncertainty avoidance may be defined as the degree to which member of the society would respond towards the risk or uncertainty. High uncertainty avoidance means people of the society avoid taking risk(Minkov, 2018). While on the other hand, low uncertainty avoidance means people foster risk taking with an intension to succeed. On critical evaluation of uncertainty avoidance it was found that high uncertainty avoidance helps in eliminating vague situations while on the other hand it may even lead to foregoing an opportunity. Low uncertainty avoidance on the other sidehelps to foster an opportunity while it may even lead to misleading results if risk taken is not in the favour and may even lead to disruption of the current working as well. On the basis of the above discussion it could be agreed that low uncertainty avoidance is better as it brings in opportunity to grow and expand which is very essential in the long term. A company can grow if and only if it is ready to take risk otherwise it would only be able to sustain its operation but would not be able to grow and expand which is very essential to gain the competitive advantage. 2
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It has been recommended that in order to take the organisation to new heights it is very essential for the companies to take risk otherwise it wont be able to survive for long or maintain or grow its market share. Further it is recommended that in order to reduce the dower distance the company should empower the employees fully as well as foster open communication and give them an opportunity to participate in the decision making process. Not only this they should even be motivated to take risk which will in turn will lead to breaking the hierarchy and foster liberalstructure(VasileandNicolescu,2016).Moreover,ithasbeenrecommendedthat individual should be given full autonomy to fulfil their self interest and happiness. CONCLUSION From the above essay it has been summarised that there are 4 dimensions of hofstedes culture dimension and these are individualism/ feminism, power distance, uncertainty avoidance and masculinity/femininity. Further on the basis of critical evaluation of each dimension; it was found that individualism is better than collectivism while low power distance is better then high power distance. On the other hand, it was also found that low uncertainty avoidance is much better than high uncertainty avoidance. Moreover, suggestions were also given on the basis of the discussion such as employees should be empowered as well as motivated to take their own decisions. 3
REFERENCES Books and journal Cacciotti, G. and Hayton, J.C., 2017. National culture and entrepreneurship.The Wiley Handbook of Entrepreneurship.pp.401-422. Khlif,H.,2016.Hofstedeāsculturaldimensionsinaccountingresearch:a review.Meditari Accountancy Research.24(4). pp.545-573. Minkov, M. and et.al., 2017. A revision of Hofstedeās individualism-collectivism dimension:Anewnationalindexfroma56-countrystudy.CrossCultural&Strategic Management.24(3). pp.386-404. Minkov, M., 2018. A revision of Hofstedeās model of national culture: old evidence and new data from 56 countries.Cross Cultural & Strategic Management.25(2). pp.231-256. Vasile, A.C. and Nicolescu, L., 2016. Hofstedeās cultural dimensions and management in corporations.Cross-Cultural Management Journal.18(1). pp.35-46. 4