Study Skills for Higher Education

This essay examines Hofstede's Cultural Dimensions theory, evaluating its suggestions for improving organizational culture. It analyzes the theory's five dimensions and discusses the strengths and weaknesses of its recommendations. The essay also provides additional suggestions for enhancing organizational culture.

study skills for higher
education

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Evaluating the suggestions made in the articles of Hofstede Cultural dimensions. ..............3
2. Agreement and disagreement related to the suggestions in articles of Hofstede Cultural
dimensions. .................................................................................................................................4
3. Other recommendations .........................................................................................................5
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Organisational culture can be referred to as underling the values, behaviour and
assumptions which are shared by people at workplace that form unique environment within an
organisation. It is the culture which provides direction to different business activities. Culture is
the important factor which has great influence on business.
The report have focus on identifying the different dimension of culture in context of
Hofstede cultural dimension theory. Study will include few suggestions which can be utilised for
bringing improvement in organisational culture.
MAIN BODY
1. Evaluating the suggestions made in the articles of Hofstede Cultural dimensions.
Hofstede cultural theory is recognized to be as framework specially designed for cross
cultural communication. It is the hypothesis which emphasizes on defining the way social culture
influences the behavior of employees. According to the Hofstede cultural theory there are five
dimensions of culture these are power distance, individual verses collectivism, Masculinity
verses femininity, low and high uncertainty avoidance, short as well as long term orientation
(Hallikainen and Laukkanen, 2018.).
Individual and collectivism in Hofstede cultural theory focuses on the extend up to
which people in the society form groups. The collectivism dimension in Hofstede cultural theory
is based on the assumption that people in the society is form the strong relationship with each
other. Individualist dimension in Hofstede cultural theory states that it is the self- interest and
achievement which influences the behavior of an individual. According to the Hofstede cultural
theory United state has an Individual Culture. But as per the view of Kumar and Sharma, 2018,
UN has collectivism culture as people in the society are integrated in the group. According to
the Hofstede cultural theory Mexico has collectivism. The Hofstede cultural theory suggests that
an organization can achieve goals by promoting team work.
Power distance dimension in Hofstede cultural dimension can be defined as the measure
of equality which is existed and accepted. It is the dimension which suggest that inequality is
endorsed by followers. But according to the author Lee, Howe and Kreiser, 2019 inequality in
the society are endorsed by leader. According to the Hofstede cultural theory United states has
few elements of lower as well as higher power distance culture. But as per suggestion in
Hofstede cultural dimension the culture of US is need to low power distance culture.

Uncertainty dimension in the Hofstede cultural theory defines extend up to which social
people feel anxiety when they have to face uncertain situations. Long and short term dimension
in Hofstede cultural theory relates the past action with the present and past. According to the
Uncertainty dimension in the Hofstede cultural theory It is the Britain which avoids risk taking.
But according to the Hofstede cultural dimension theory , it is very important for Britain to take
high risk, as this will help nation in fostering growth.
Indulgence verses restraint in the Hofstede cultural dimension theory defines extend up to
which independence which societal norms provides to an individual with the freedom to fulfil
their desire (Kumar and Sharma, 2018). Masculinity as well as femininity dimension in Hofstede
cultural dimension indicates the distribution of duties among the gender. This theory suggested
that management in an organisation is required to involve woman in decision making process
and also in board.
2. Agreement and disagreement related to the suggestions in articles of Hofstede Cultural
dimensions.
I am partially agreed with the suggestion given in the articles of Hofstede Cultural
dimensions. I agree with the statements representing the collectivism and low risk taking.
I perceive that culture convergence is the phenomenon which have serious consequences on
society. I believe that the different dimensions in the Hofstede Cultural theory encourages the
cultural differences. In addition to this, other reason for strong disagreement with the suggestions
given in the articles of Hofstede Cultural dimensions is that insufficient aspect are taken into
considerations. I perceive that two or three dimensions does not provide sufficient information
related to the cultural differences. In context of masculinity and femininity, I am completely
disagreed with the statement, as I believe that female style practiced by both men and woman
can be helpful in solving the different issues faced by business. In context of high power
distance, I am again completely disagreement with the statement. I believe that reducing the
psychological, communication and behavioral distances between politicians as well as local
people, managers as well as employees can be helpful in minimizing the power distance in
United states.

3. Other recommendations
In context of organization, sustainability of business is completed dependent on the
characteristics, personality and core competencies of both men as well as well as women. It has
been recommended that management in an enterprise should equally distribute roles as well as
responsibility among both men and women, as this strategy will help them in driving business
towards success. The other suggestion to the companies is that they should provide proper
training to both men and women. It has been recommended to both organizations and nation to
implement innovation strategy and they are required to take high risk, as this will help them in
generating n effective outcome. Other suggestion provided to business entities that they need to
concentrate on diversity of employees, as this strategy will provide firm an ease in dealing with
the customers belonging to different countries. In addition to this, management in companies are
required to communicate their clear expectation s to employees related to their behavior at
workplace (Kuo and Tsai, 2019.). Other recommendation to firms is that they should employ
social media and management in enterprise need to allow social sharing as this tactic will help
them in enhancing organizational culture.
CONCLUSION
It has been concluded from the assignment that culture prevailing in the nation as well as
an organization have great effect on the behavior of people. From the above report it has been
summarized that collectivism is the best cultural dimension which can help an enterprise or
nation in accomplishment of desired targets. It has been concluded from the report that risk
taking and innovation both is necessary for fostering the development of business as well as
nation.

REFERENCES
Books and Journals:
Hallikainen, H. and Laukkanen, T., 2018. National culture and consumer trust in e-
commerce. International Journal of Information Management, 38(1), pp.97-106.
Daniel, A. and Franco, S., 2018. AN ACADEMIC MENTOR/PROTÉGÉ CROSS CULTURAL
THEORY AND PRACTICE. Mentoring at Minority Serving Institutions (MSIs): Theory,
Design, Practice, and Impact, p.261.
Peterson, M.F. and Barreto, T.S., 2018. Interpreting societal culture value dimensions. Journal of
International Business Studies, 49(9), pp.1190-1207.
Lee, Y., Howe, M. and Kreiser, P.M., 2019. Organisational culture and entrepreneurial
orientation: An orthogonal perspective of individualism and collectivism. International
Small Business Journal, 37(2), pp.125-152.
Kumar, N. and Sharma, D.D., 2018. The role of organisational culture in the internationalisation
of new ventures. International Marketing Review, 35(5), pp.806-832.
Kuo, T. and Tsai, G.Y., 2019. The effects of employee perceived organisational culture on
performance: the moderating effects of management maturity. Total Quality Management
& Business Excellence, 30(3-4), pp.267-283.