Organizational Culture and Hofstede's Dimensions

This assignment provides a comprehensive analysis of organizational culture, focusing on Hofstede's cultural dimensions. The study discusses the importance of organizational culture in achieving success and improving quality of work. It also highlights the significance of communication, collaboration, empowerment, and trust within an organization to create a comfortable environment and strong culture.

Individual essay

Table of Contents
INTRODUCTION...........................................................................................................................1
ASSESSMENT 1.............................................................................................................................2
1)The suggestion made in the article on hofstede's cultural dimensions....................................2
2)agree and disagree with the justification..................................................................................3
3) the suggestion which would like to make...............................................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Organisation culture can be explain in the terms as group, norms, beliefs, values, and
assumptions which is practised in the organisation. It brings a form of stability and controlling
within the company. When the objectives and roles are clearly understood than it creates stability
for the organisation. This report will study on the suggestion which is based on the hofstede's
culture dimensions. It also highlighted the points which are suitable for the organisation and
some suggestion and which improves the organisation culture and make it effective.
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ASSESSMENT 1
1)The suggestion made in the article on hofstede's cultural dimensions
Individualism vs collectivism:- According to this article the individualism/collectivism
dimension of the cultures are different and which refer to the members are self oriented in their
behaviour or not. The impact of the individualism in the organisation is that it only relates with
their own behaviour, their family and own choices, and only interact with their individual
groups(Abdullah. 2017). On the other hand collectivism refers to the different dimensions of
cultures such as the hard worker towards their work, it is goal collective and harmony of the
group. Collectivism also supports each others in any conflict situations of the organisation which
is tightly integrated with relationships. Both the individualism vs collectivism has different
dimensions in the company which from various cultures and different behaviours of their own
perspective.
Power distance:- The term power distance refers to the inequality in the power of the
organisation such as the difference between the superiors and subordinates. The inequality in the
power is received from the customers which are followed them from that it shows that the
hierarchy is not clearly established in the organisation. United state is one of the example which
refers to the elements of lower and higher both the distance cultures. According to the article
Over the years there are so many changes are conducting in the business environment such as it
adopted so many functions and forms of the management which is a positive impact for superiors
and subordinates in more equal levels and the positive impact of the power index is sometimes it
creates conflicts between employees in the organisation from placing them equal(Hofstede.
2017.).
Uncertainty avoidance:- According to the article its refers to the society which avoid the
uncertainty and violence of the which affect the culture of the organisation. Uncertainty
avoidance positive impact is that the employees not deviate from the standard of the work and
follows all the rules and not create ambiguity in the organisation and the negative impact of that
is employees are not innovative and avoiding risk rather than taking it. Canada is one of the
example which believe that risk taking is important and innovation is required for the
organisation.
Masculinity vs femininity:- Masculinity is a term which refers to the term achievement
through the test and preference of the society and the material which leads to the reward of the
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success. From the changes of preference of the society makes modesty, and the quality for the
life. On the other hand the femininity societies and organisation relates to the gender and equality
for men. It shares the modest and fill the gap of the male and female values. The positive impact
for the organisation if it gives equality to both the masculinity and femininity than it comes in a
way of success which gives better results and performance to the organisation. The negative
impact of the discrimination is that it creates conflicts in the organisation and create a high
masculine society(ODOR. 2018. ).
2)agree and disagree with the justification
I agree with the masculinity and femininity factor because nowadays females are also
competitive and assertive. When the equality is given to both the male and female than the
outcome of the organisation get success. It's a positive factor for the society and organisation
because the values of both the female and men are same than its easy top achieve success. From
the high masculine implies in the society and organisation than it implies the absence of the
femininity. These both are the separate dimension which shows the different competitive power
and both are useful for the organisation.
I disagree with the point uncertainty avoidance because its important for the organisation
and society to take the risk and make innovation in the organisation. From the different thoughts
and ideas employees do not deviate from their accepted standards. It affects the consumers of the
organisation. If the risk is not taken than its hard to achieve success.
3) the suggestion which would like to make
It can be recommended for the organisation that the masculinity and femininity gives
motivation to the employees that because it increases the interest rate of the employees. If
organisation provide the equality to the employees than it leads them to achieve success and get
better results to the organisation(Taylor. 2018.).
Quality of work improved:-
From the strong culture of the organisation the quality of work is improved in so many
ways such as the needs of the employees like monitoring, controlling are taken effort gives best
results to the organisation. The quality of wok improved means less monitoring by the superiors
and team leaders and employees work on the higher level for the company.
Communication:-
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Its important to have an effective communication in the organisation which make better
inter personnel relationship with employees. From communication its easy to solve conflicts and
share the information related to the organisation.
Collaboration:-
Its important to have comfortable culture for collaborative working. Its important to have
collaboration between employees because from strong collaboration it improves the culture,
relationship and teamwork of the employees which motivates the individual for working and it
improves the revenue of the company(Triandis. 2018).
Empower and trust:-
For making a comfortable environment and culture of the organisation its important to
have empowered and trust for the team members to make and take right decision. From trust and
faith on the organisation its easy to take risk and complete the task. Its givers success and make
them feel that employees are integral part of the organisation.
CONCLUSION
The above study summarised that the culture of the organisation gives a stability to the
employees and from employees its easy to achieve success when leading and controlling by the
mentors. From the changing dimensions of the culture it takes a hofstede's culture model which
conclude the article. It concludes agree and disagree points of view of the organisation. This
article shows the justification to improve the culture of the organisation.
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REFERENCES
Abdullah, A.B.M. 2017. Cultural Context. In Managing the Psychological Contract (pp. 23-41).
Palgrave Macmillan, Cham.
Hofstede, G. 2017. Why is culture so important?.
ODOR, H.O. 2018. Organisational Culture and Dynamics. Global Journal of Management and
Business Research.
Taylor, G. 2018. Workplace culture. Australian Nursing and Midwifery Journal. 26(2). pp.23-
23.
Triandis, H.C. 2018. Individualism and collectivism. Routledge.
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