Study Skills for Higher Education

This essay examines Hofstede's cultural dimensions and their impact on study skills in higher education. It evaluates the suggestions made, expressing agreement and disagreement with specific points. The essay concludes by offering additional recommendations for fostering a positive and effective learning environment.

Study Skill for Higher
Education

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
1. Evaluate the suggestions made on the Hofstede's culture dimensions....................................3
2. The suggestions from which the writer agree and disagree. Justify it....................................4
3. Are there any other suggestions you would like to make?......................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
The culture of an organisation includes values and behaviours that contribute to the
unique social environment of a company. This defines the way in which the staff members of an
organisation relate to each other, their work with other organisations. This culture describe the
way in which an employee interact with other employee (Assiter, 2017) . In the following report
all suggestions are related under the guidelines of Hofstede Culture model, and the self
evaluation and recommendations are also provided for the organisations.
Main Body
1. Evaluate the suggestions made on the Hofstede's culture dimensions.
From the above given article, organisational culture means all those beliefs, practices
ideologies which make an organisation different from each other. Culture of workplace decides
how an employee would behave with their colleagues as well as with other external parties.
Senior management of organisation made some rules and regulation which has to be followed
by the staff members of the company. In order to achieve organisational success management
team ensure that all the employees, workers should follow all the rules to sustain in an
organisation for longer duration. Geert Hofstede says that there are some factors which
influence the behaviour of employees as well as culture of the organisation. It is to suggest that
in power distance factor each employee should be given equal power and rights no matter what is
their post in organisation (Entwistle and Ramsden, 2015) . In Masculinity vs femininity it is

recommended that refers that sometimes male employees take decisions in aggression, so to
avoid conflicts among employees organisation start involving females in their decision making
process. Along with this, female staff of an organisation should not assigned work which
requires travelling and late night sittings. In the Individualism factor of Hofstede it is suggested
to the organisations that each individual have equal right to involve in decision making process.
Output of a company can be increased if each individual exchange their ideas, thoughts with
their colleagues to innovate something new. In this uncertainty avoidance index, behaviour of an
individual has been analysed in the situation of conflicts. Organisation prepare there employees
in such a way that they will adjust themselves in any situation whether it is comfortable or
uncomfortable for them. It is also suggested to the organisations who wants to expand their
business in different countries should be aware and have proper knowledge about customer's
trends, preferences, values and their customs. It is the duty of a manager that he should direct and
guide their employees about the culture of organisation (Jackson, 2015) . Proper training and
development sessions should be provided by the management team to develop sense of
responsibility, behaviour and attitude towards unusual situations so that company can grow and
develop at market place. Managers of organisation ensure that rules and regulations should be
effectively followed by them, which can further help them to increase company's goodwill, brand
image and customer loyalty. Along with this honesty of employee's towards organisation, also
affect the productivity and profitability of an organisation. As per the above assessment, these
are some suggestions given by Geert Hofstede, any organisation should follow.
2. The suggestions from which the writer agree and disagree. Justify it
By the above suggestions, I am agree with the recommendations that yes, it is important
to keep all the employees equally in the organisation. They all must be divided their task equally
and also they all must have the equal rights and benefits. By the equality, all employees can not
bale to differ themselves with other and work accordingly (Roth, Ogrin and Schmitz, 2016) . On
the another hand the other agreed suggestion of mine is that the masculinity sector is for the late
sittings and frequent travelling, but the females should not be assigned for these types of work,
because the males are aggressive and dominate their female counterpart, should follow various
policies, the female of an firm has the major role in making decision for an organisation has they
are very caring and soft-hearted. So roles and responsibilities in an organisation should be as per
the sex of the workers. Apart from this, the part which disagreed me is that the individual should

not rely on their team for their work, they should use their own thoughts and apply their ideas
with a new innovation. The team work is good but the ideas and thoughts which come from an
individual will always in positive outcomes. By this the workers can share a healthy and positive
relationship and also can take help of each other in the successful completion of their task.
3. Are there any other suggestions you would like to make?
There are some suggestion other than Hofstede's culture model, which an organisation
should implement to make an effective organisation culture in their firm, so that employees can
take interest to work and perform their task effectively and able to attain their business goals. I
have worked in different roles, but somewhere I m not satisfied in some things, so the
recommendations from my side is that an organisation should develop a culture of realization
and curiosity, that a firm will never know enough. The employees of the company should
develop themselves, and should share what they are learning, so by that other employees can also
get inspired and should be conscious for the future growth of an enterprise. Apart from this, in an
organisation, communication between employees or co-workers should be existent and the work
done by the staff members must be appreciated by their superiors so that the employees get
motivate towards their work and can able to accomplish their targets. On the other hand, the
another suggestion is that their should be collaboration among all the departments of an
organisation. The marketing department should interact and communicate with other department
such bas finance, Human resource as because to grow and expand the business, the team of the
firm should maintain this transparency and collaborative environment to achieve an
comprehensive and effective approach or goal.
CONCLUSION
From the above report, it has been concluded that the culture of an organisation develops
over a long period of time with the involvement of the employees of an organisation. So this is
conclude that by analysing the Hofstede's culture model and by describing many suggestions and
recommending by self evaluation, it is to end up by concluding that the organisation culture can
be very helpful for the managers and employees of a firm which seeks to encourage better
organisation culture and attain the desired goals by this.

REFERENCES
Books and Journals
Assiter, A., 2017. Transferable skills in higher education. Routledge.
Entwistle, N. and Ramsden, P., 2015. Understanding student learning (routledge revivals).
Routledge.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education.40(2). pp.350-367.
Roth, A., Ogrin, S. and Schmitz, B., 2016. Assessing self-regulated learning in higher education:
a systematic literature review of self-report instruments. Educational Assessment,
Evaluation and Accountability. 28(3). pp.225-250.