Hofstede's Cultural Dimensions: A Brief Summary

This assignment provides a comprehensive overview of Hofstede's cultural dimensions, which include four key factors: individualism vs collectivism, power distance index, masculinity vs femininity, and uncertainty avoidance index. The report briefly summarizes the cultural dimensions proposed by Professor Geert Hofstede and explains how these dimensions affect morale and sensitivity in different cultures. It also provides justifications regarding the benefits and disadvantages of specific dimensions and suggests changes that organizations should make to improve their working environments.

INDIVIDUAL ESSAY

Table of Contents
INDIVIDUAL ESSAY....................................................................................................................1
INTRODUCTION...........................................................................................................................1
Hofstede Cultural Dimensions.........................................................................................................1
Justification For The Suggestions...............................................................................................2
Suggestions For Improvements...................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Culture is one of the most critical concepts as it is essential for shaping social relationships,
preserving social state, determining how we make feel of the world and our region in it, and in
shaping our regular actions and studies in society(Khlif.2016). This report will highlight the
cultural dimensions based on Hofstede cultural modal which will include four cultural factors
that will define the values which influences the culture. On the flip side, the project will also
frame the justifications regarding these dimensions and eventually the report will give
suggestions regarding one of these dimensions the organization should make modifications in.
Hofstede Cultural Dimensions
Professor Geert Hofstede performed the study of values in the place of job that are influenced by
different culture(Bakir,and et.al.2015). He proposes culture as “the collective planning of the
mind identifying the members of one organization or class of human beings from others”.The
Hofstede framework of subculture consists of six dimensions which constitute independent
possibilities for one scenario over some other that distinguish countries (as opposed to people)
from every different country. The model consists of following factors:
 Individualism Versus Collectivism: The excessive side of this dimension, referred to as
Individualism, which means loosely-knit social structure wherein individuals are
predicted to take care of best themselves and their immediately families. On the flip side,
Collectivism, represents a tightly-knit framework in society wherein people can
anticipate their relatives or members of a selected group to look after them in return of
unquestioning loyalty(Hofstede Cultural Dimensions.2018). Thus, companies follow
society with a low score i.e. greater collectivism that will create big amount of loyalty
and respect for members within a positive community and it will put emphasis on
developing competencies and becoming an expertise in particular domain.
 Power Distance Index (PDI):This factor describes the society in which less powerful
people accept and expect that power will be distributed unequally. This dimension deals
with essential difficulty that how a society will manage inequalities among human
beings(Favaretto and et.al.2016). The organization follows this practice as difference in
decision making power helps the employees of organization to take decision by their own
capability and resolve the issues on their own.
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 Uncertainty Avoidance Index: The Uncertainty Avoidance expresses the level at which
the participants of a society feel discomfited with uncertainty and ambiguity. High
scoring international locations avoid unsure situations via proper management system.
They are seeking a collective reality to which they connect expectations with a positive
degree of safety. Low scoring nations experience new events and thus the People will
adopt casual attitude towards the uncertainties. The organization adopts this factor as
through proper control and guidelines the company can avoid the uncertain situation
where personnel feel anxiety about the ambivalent situations.
 Masculinity Versus Femininity (MAS):The Masculinity aspect of this measurement
represents a desire in society for fulfillment, heroism, positiveness, and captivating
rewards for success. Thus, in masculinity the society is more competitive. On the flip
side, Femininity, stands for a choice for cooperation, decency, being concerned for the
susceptible and high-quality of life. Thus, in femininity society is more consensus-
directed(Beugelsdijk and Welzel.2018).
In the commercial enterprise context Masculinity as opposed to Femininity is also related
to as “tough as opposed to gentle” cultures. Thus, the organizations should adopt this culture
where potential men employees will be strong and at same time can be sensitive as well.
Similarly, potential women personnel can be decent and assertive as the same time.
Justification For The Suggestions
Collectivism focuses more on harmony than honesty, thus, it is beneficial for the organization as
it develops large amount of respect and loyalty among personnel towards each other as they
work together for the accomplishment of goals of company and in return employees get
fascinating rewards which keep them motivated.
Simultaneously, Masculinity/Femininity complies with values and traditional male and
woman roles. Thus, it helps the men employees of organization to put emphasis on overall
performance and achievement while it helps the women employees to put emphasis on decency,
sensitivity and the best of lifestyles(Venaik and Brewer.2016). In high scores men are masculine
and women are feminine and in Low scoring Women employees also work in male-ruled
professions, there may be plenty cooperation and guys are allowed to be sensitive and type. In
addition, effective and successful women personnel are famous and respected.
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However, organization should not approach individualism as through this dimension
personnel will focus on their own benefits and won't be working towards the achievement of
organizational objectives. Thus, due to individualism company may suffer huge loss as the
employees will become selfish and put efforts for the accomplishment of their own desires and
will work towards their own development rather than the development of the company.
Suggestions For Improvements
Organizations should not follow Power Distance Inequality because the difference in decision-
making power demoralise personnel and they won't be working towards the accomplishment of
organization goals(Beugelsdijk and Welzel.2018). However, the company should follow equality
approach where each and every employee get equal opportunity to make decisions and give their
opinions and ideas regarding the objectives of company and thus, the employees will remain
motivated to put their efforts for the development of company.
CONCLUSION
The assignment briefly summarizes about cultural dimensions proposed by Professor Geert
Hofstede who have suggested four cultural factors namely: Individualism Vs Collectivism,
Power Distance Index, Masculinity vs Femininity and Uncertainty Avoidance Index. These
dimensions have described the various cultures followed by people and how they have affected
their morale and sensitivity of people. Further, the report have also framed the justifications
regarding the benefits and disadvantage of particular dimensions and eventually the project have
commented on the suggestions regarding the changes that organization should make in specific
dimensions that is affecting the personnel and working of the organization.
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REFERENCES
Books and Journals
Khlif, H., 2016. Hofstede’s cultural dimensions in accounting research: a review. Meditari
Accountancy Research.24(4).pp.545-573.
Bakir, A.and et.al., 2015. A preliminary investigation of the reliability and validity of Hofstede’s
cross cultural dimensions. In Proceedings of the 2000 Academy of Marketing Science (AMS)
Annual Conference (pp. 226-232). Springer, Cham.
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.
Beugelsdijk, S. and Welzel, C., 2018. Dimensions and dynamics of national culture:
Synthesizing Hofstede with Inglehart. Journal of Cross-Cultural Psychology.49(10). pp.1469-
1505.
Venaik, S. and Brewer, P., 2016. National culture dimensions: The perpetuation of cultural
ignorance. Management learning.47(5).pp.563-589.
Online
Hofstede Cultural Dimensions. 2018.[Online].Available
through:<https://www.toolshero.com/communication-skills/hofstede-cultural-dimensions/>
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