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Organizational Cultural - Doc

   

Added on  2021-01-01

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Organizational Cultural

Table of ContentsINTRODUCTION...........................................................................................................................1MAIN BODY...................................................................................................................................11. Evaluation Of The Suggestions On The Basis Of Hofstede's Cultural Dimensions...............12. Agree And Disagree................................................................................................................23. Suggestions.............................................................................................................................3CONCLUSION................................................................................................................................3REFERENCES ...............................................................................................................................4

INTRODUCTIONOrganizational Culture is the values, perceptions, beliefs and ways of communications ofemployees which seen in his/her behaviour towards organization. Organizational culture iscrucial 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 culturecan not be separate from each other. These two terms are interdependent and interrelated to eachothers (Driskill, 2018). Report will highlight the evaluation and justification of Hofstedeorganizational cultural dimensions. Also, this report will tell about the suggestions, companyshould adopt. MAIN BODY1. Evaluation Of The Suggestions On The Basis Of Hofstede's Cultural DimensionsIn this article, Hofstede profound 4 dimensions of organizational cultures. These 4 dimensionsare as follows - 1.Individualism V/S Collectivism – Individualism culture is highly focused on I.On theother side, Collectivism culture is highly oriented on WE. In individualism culture,employees are self oriented and in collectivism culture, employees are team oriented. Iforganization follows individualism culture, employees will be expert in his work whichlead his development. If organization follows collectivism culture, every employees willwork together. This lead to strong team spirit.2.Power Distance – It refers to power distribution which tell the extent to which power aredistributed to the employees. This bring inequality in the organization. In Low powerdistance, organization focus on decentralisation of power and authority. This will leademployee to focus on another important work which needs his/her attention. In Highpower distance, organization focus on centralisation of power and authority. Also, thereis 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 acceptthe changes. High uncertainty avoidance tendency tells that employees are comfortablewith the changes. They are risk taker, innovator and more confident. Low uncertaintyavoidance 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

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