Table of Contents INTRODUCTION...........................................................................................................................1 MAIN BODY...................................................................................................................................1 1. Evaluation Of The Suggestions On The Basis Of Hofstede's Cultural Dimensions...............1 2. Agree And Disagree................................................................................................................2 3. Suggestions.............................................................................................................................3 CONCLUSION................................................................................................................................3 REFERENCES...............................................................................................................................4
INTRODUCTION Organizational Culture is the values, perceptions, beliefs and ways of communications of employees which seen in his/her behaviour towards organization. Organizational culture is crucial part of the company. It plays an important part in the growth of organization. Also, employees' natures and attitudes affect the organizational culture. Organization and its culture can not be separate from each other. These two terms are interdependent and interrelated to each others (Driskill, 2018). Report will highlight the evaluation and justification of Hofstede organizational cultural dimensions. Also, this report will tell about the suggestions, company should adopt. MAIN BODY 1. Evaluation Of The Suggestions On The Basis Of Hofstede's Cultural Dimensions In this article, Hofstede profound 4 dimensions of organizational cultures. These 4 dimensions are as follows - 1.Individualism V/S Collectivism– Individualism culture is highly focused onI.On the other side, Collectivism culture is highly oriented onWE. In individualism culture, employees are self oriented and in collectivism culture, employees are team oriented. If organization follows individualism culture, employees will be expert in his work which lead his development. If organization follows collectivism culture, every employees will work together. This lead to strong team spirit. 2.Power Distance– It refers to power distribution which tell the extent to which power are distributed to the employees. This bring inequality in the organization. In Low power distance, organization focus on decentralisation of power and authority. This will lead employee to focus on another important work which needs his/her attention. In High power distance, organization focus on centralisation of power and authority. Also, there is always conflict between manager and employees (Hofstede Cultural Dimensions,2013 – 2019). 3.Uncertainty Avoidance– It refers to the extent to which employees are ready to accept the changes. High uncertainty avoidance tendency tells that employees are comfortable with the changes. They are risk taker, innovator and more confident. Low uncertainty avoidance tendency tells that employees are not happy and comfortable with the changes. They generally go against to these changes. Thus, they are less confidence. 1
4.Masculinity V/S Femininity– These 2 terms are used in the context of work orientation. Masculinity is basically task-orientation approach in which manager need to focus on the task that need to be completed in order to achieve a particular objective. Femininity is basically person orientation approach in which manager focused on building relationship with employees in order to motivate the employees for the task completion (Hofstede and Peterson, 2016). 2. Agree And Disagree I agree withPower Distancedimension and disagree withUncertainty Avoidanceand Masculinity V/S Femininity. In my opinion, Power Distance dimension should be involve in every organizational culture. Because, there should be someone who can guide and show path to the employees. If there would be no power in the organization, every one will do work according to themselves, which will create a lot of confusions, conflicts and distraction from the objectives in the organization. Also, power distance clarify about the roles, responsibilities and duties of the job and positions. This also give clear indication about the communication flows of employees regarding reporting and information. This will lead organization to work in that way without any confusions. I think, Uncertainty Avoidance and Masculinity V/S Femininity dimensions should be ignored by Organization in regard to cultures. If organization motivates employees to do something new or think something new, employees will definitely do this. If employees are not ready to accept the change so tell them about the importance and benefits of accepting the changes (Strati, 2017). Also, organization, leaders, mangers and supervisors should be innovators and new thinkers. This will lead employees to do the same. If organization, leaders, mangers and supervisors are not like this, then how will they motivate the employees to do same. In my perception, Every managers have to be task oriented and person oriented both. Because without task oriented, he/she could not do his task in the way to achieve his/her goals and gets distract from it. Without person oriented, he/she will not be able to build relationships with his/her employees or sub-ordinates which lead to creation of conflict between them. Thus, manager should adopt both approach in order to achieve his/her objectives in better way with the help of his employees. This will lead to creation of friendly organizational culture and building of strong team spirit (Abdullah, 2017). 2
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3. Suggestions IwouldliketosuggestthecompaniestoadoptCOLLECTIVISMapproachof organizational culture. Because, in this approach, employees, team leaders, managers and supervisors have to take everyone together. They have to think about everyone's benefits. They have to work together to achieve the organizational goals. They have to focus on whole team rather than an individual. In this approach, employees also think of whole group. This lead them to focus on co-ordination between every departments, every managers, every employees and every stakeholders. This lead to good communication flow between them. There would be no conflict creation. Employees will be happy and focus on their work concentrate. This will lead the work to be accomplish fast. This will give recognition and rewarded to whole team. Also, employees get equal opportunities, equal rights and responsibilities. This will lead to no conflicts and no competition between them. This will give organization a greater synergies as everyone work together and put their efforts together to achieve common goals. This will lead to organizational growth and development as well as individual growth and development. This all lead to create friendly and good organizational culture which lead to successful organization and successful employees, managers, supervisors, leaders and CEO. This will enhance the goodwill of the company. CONCLUSION From the above study, it has been summarized that Every organization is different. Their employees'natures,attitudes,perceptionsandbeliefsarealsodifferent,whichlead organizational culture to be different from another organizational cultures. Also, organizational culture are effected by the individuals, teams, powers and authorities, genders and degree of acceptance of changes in the organization. This report also give brief details about that how Collectivism approach helps organization to grow. But no one approach is perfect. Thus, organization should adopt the combination of all the approach. 3
REFERENCES Book and Journal Abdullah, A.B.M., 2017. Cultural Context. InManaging the Psychological Contract.(pp. 23- 41). Palgrave Macmillan, Cham. Driskill, G.W., 2018.Organizational culture in action: A cultural analysis workbook. Routledge. Hofstede, G. and Peterson, M.F., 2016. The nationality of theories. Strati, A., 2017. Aesthetic understanding of organizational life. InThe Aesthetic Turn in Management.(pp. 3-16). Routledge. Online HofstedeCulturalDimensions.2013–2019.[ONLINE].Availablethrough: <https://www.toolshero.com/communication-skills/hofstede-cultural-dimensions/> 4