Geert Hofstede Culture Dimensions and Time Management

This assignment explores the significance of Geert Hofstede's culture dimensions in a workplace setting, specifically focusing on power distance as a suitable method for effective international management. The analysis also delves into the importance of time management, highlighting its benefits such as better quality work, improved productivity, and enhanced employee satisfaction. A conclusion is drawn from the information provided, emphasizing the relevance of Hofstede's cultural dimensions in facilitating successful global business practices.

Project

Table of Contents
INTRODUCTION ..........................................................................................................................1
ESSAY ............................................................................................................................................1
ASSESSMENT CRITERIA: ..........................................................................................................4
CONCLUSION ...............................................................................................................................4
REFERENCES ...............................................................................................................................5
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INTRODUCTION
Culture is the knowledge and characteristics of a specific group of persons, encompassing
religion, language, social habits, cuisine, music and arts. This essay is based on Geert Hofstede
culture dimensions and its impact on business environment of United Kingdom. This essay
include certain questions about critical evaluation of Hofstede's culture dimensions and its
significance for company at global level expansion.
ESSAY
Culture is important part for every organisation because it defines five elements including
values, symbols, rituals, symbols and thought processes (Brewer and Venaik, 2012). All these
are highly effects on business environment of an enterprise. Cultural belongs to the significant
aspects of every nations or even the workplace. This has led business workplace to work defined
norms or regulations which are mainly linked with defined goals & targets. Along with this, role
of organisational value has become important to enrich the cultural of a business organisation to
work along with defined goals and objectives. Culture has been termed as zone of real world
which has led various important zone to influence different people of different culture or belongs
to the business environment.
Influences of culture has huge effect on change of the people thought process as well as
their pattern of how to react or persist on different situation or the scenario of the world. In the
organisational context, there are four different dimensions which are identified as in:
individualism/collectivism, power distance, uncertainty avoidance and masculinity. On one hand,
where individualism refereed to as type of culture's which actually refers how self-oriented
member's of a culture in their behaviour acts or behave (Minkov and Hofstede, 2012). In this
type of culture, peoples are self-controlled and have potential to handle pressure and power
distance is defined as power inequality among different person's or business organisations.
Mainly, given two types of cultural dimension are most commonly followed in every business
organisation or even in different countries also.
Critical evaluation is the verdict of any statement or idea whether true or not. This kind of
evaluation generally done on the basis of true research which has found to arrive at the most
valid conclusion. This actually shows at what extent person is agreed with the statement.
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Cultural dimension will be best explained by use of Hofstede cultural dimension. It is a
comprehensive study of how values into the workplace are impacted by different scenario of the
culture and its understanding for benefits or corporate entity. Culture can be religion, cast,
culture, habits etc., which is the major reason, why values differs here and its effect over the
organisational suitability. This theory has simply five different dimension such as: individualistic
vs collectivism, uncertainty avoidance, masculinity vs femininity and indulgence vs restraint.
United states is the example of individualistic culture, where person is empowered to take
his/her own decision making as well as take care of his own credentials (Minkov and Hofstede,
2014). Well-being is a matter of interest here. It has been noticed Mexico or other Asia countries
follow collectivism culture, where people use to work collectively or a defined group to
complete any defined task or work. USA have both lower and higher power distance and Arab
countries have less uncertainty avoidance. On other hand, Great Britain have high uncertainty
avoidance, which has led them to stay protective.
This article makes suggestion over the compensate use of values by the organisational
firm to accomplish their defined goals or targets (Wanjiku, 2014). Also, USA must follow the
collectivism type of culture in order to being working in collaboration or team spirit. Lastly,
workplace must be regulated by the defined values or norms of the respective culture.
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Illustration 1: Hofstede cultural dimension
Sources: Hofstede cultural dimension, 2018
I agree with suggestion made in the articles on Hofstede's culture dimensions because it
will help an organisation describing behaviour, norms and values. Along with this changes in
communication especially social sharing and social media is impact on both individual as well as
organisation also. It is a part of culture which will support an organisation to improve their
goodwill and brand awareness at international level.
According to the above mentioned information, it has been based on culture of
organisation and its effect on business environment (Holden and et. al., 2012). In order to make
better culture, company should make an effective and friendly environment by giving accurate
training to those workers who have lack of knowledge about behaviours, norms and values. I
also recommend to an organisation who have negative culture such as; company should remove
hierarchies, manage conflict immediately, offer flexibility, encourage team connection, empower
and trust on workers and have one unified culture. Therefore, all these are best way which help
an organisation to make their culture more effective and gain better results at global level.
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ASSESSMENT CRITERIA:
Time management is more essential in a workplace of an organisation by delivering work
on time, providing better quality of work, improving productivity and efficiency, enhancing
quality of life etc. All these are Main significance of time management that help an organisation
to make their culture more favourable and friendly (Importance of Time Management in the
Workplace, 2018.). It will help an organisation to improve their growth and success at global
level.
In the article Geert Hofstede culture dimensions has a best method or theory which
should be follow by each company to make their preferences at global level. This model has
different dimensions which will help an enterprise to deal effectively at international level. This
theory also support an organisation to retain employees for long time and accomplish goals and
objectives within predetermined time duration. This framework has different methods including
Power Distance, Individualism/Collectivism, Uncertainty Avoidance, Masculinity/ Feminity,
Long-term/Short-term Orientation, and Indulgence/Restraint.
Therefore, all these are best method but Power distance is more suitable because in which
management of an organisation place the subordinates and supervisors on more equal term.
CONCLUSION
From the above mentioned information, it has been concluded that Geert Hofstede culture
dimensions is useful theory used by each organisation by providing easy way of comparing as
well as contrasting various countries. This model also describe the relationship between these
behaviour and values, with the assist of structure supported on factor analysis.
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REFERENCES
Books and Journals
Brewer, P. and Venaik, S., 2012. On the misuse of national culture dimensions. International
Marketing Review. 29(6). pp.673-683.
Holden, L. and et. al., 2012. Validation of the research capacity and culture (RCC) tool:
measuring RCC at individual, team and organisation levels. Australian Journal of
Primary Health. 18(1). pp.62-67.
Minkov, M. and Hofstede, G., 2012. Hofstede’s fifth dimension: New evidence from the World
Values Survey. Journal of cross-cultural psychology. 43(1). pp.3-14.
Minkov, M. and Hofstede, G., 2014. A replication of Hofstede’s uncertainty avoidance
dimension across nationally representative samples from Europe. International Journal
of Cross Cultural Management. 14(2). pp.161-171.
Wanjiku, N. A., 2014. Effect of Organisation Culture on Employee Performance in Non
Govermental Organizations.
Online
Importance of Time Management in the Workplace. 2018. [Online]. Available Through:
<https://www.proofhub.com/articles/importance-of-time-management-in-the-
workplace>
The Importance of Hofstede’s Dimensions of Culture. 2019. [Online]. Available Through:
<https://sites.psu.edu/global/2015/04/25/the-importance-of-hofstedes-dimensions-of-
culture/>
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