Hofstede's Cultural Dimension Essay

This essay critically analyzes Hofstede's Cultural Dimensions theory, examining its suggestions for understanding cross-cultural behavior. It discusses the strengths and weaknesses of the theory, particularly focusing on individualism vs. collectivism and uncertainty avoidance. The essay also proposes recommendations for improving the application of Hofstede's model in organizational settings.

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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension....3
2. Which do you agree with and which do you disagree with? Justify your Position................4
3. Are there any suggestion would you like to make? ...............................................................4
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................6

INTRODUCTION
Hofstede work cultural dimension refers to the theory or practice which is based on cross-
cultural dimension of human behaviour. This denotes about the influence of societies and their
values and behaviour on its members and these theories give appropriate teaching to behave in
better manner and according to the circumstances. In hofstede model there are six dimensions in
which power distance index, individualism, long term and short term orientation, uncertainty
avoidance index, restraints/ indulgence from which different culture and their dimensions should
be compared. This report is based on factors that helps in evaluation on various cultural
dimension and agreed and disagreed dimensions and recommendations for further
improvements.
MAIN BODY
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension.
Hofstede's culture dimension theory is one of the most important factor or theory which
gives important insights and knowledge regarding cross cultural dimension which depends on
different circumstances. This model helpful in give knowledge regarding the behaviour in
organisation by an member and these behaviour helps in utilising an structured by factor
analysis. Hofstede defined the four factors of cultural dimension that give profound impact on
business and their environment (Beugelsdijk, Maseland and Van Hoorn, 2015..). It gives four
important culture dimensions in which individualism, power distance, uncertainty avoidance and
masculinity or femininity. After deep observation of the article necessary explanation that are as
follows:
 Individualism/ collectivism: this factor of cultural dimension theory denote about the
importance of people who are self oriented in nature and behaviour. Individualism plays
major role in achieving self interest of an individual. In collectivism they focus on overall
performance of an organisation. Hence they emphasis on performance of an group rather
than an individual and they get motivation (Lee, Trimi and Kim, 2013).
 Power distance: it is one of the another important dimension that shows at which extent
inequality and unequal power distribution should be tolerated. In context of organisation
they observe power and inequality as an respect of followers.

 Uncertainty avoidance: it described about at which extent in organisation ambiguity as
well as uncertainty should be tolerated. It also give dimension about that how to dealt
with adverse situations and uncontrolled situations. Score of culture should be high in
that aspect because that is helps in get success when deals in different culture.
 Masculinity/ femininity: it is concerned with the how much important for the organisation
of their values and for traditional roles for male and females. It also consider about taste
and preferences of society, achievements and behaviour in sexual equality and their
attitude in different situations. Masculinity have some characteristics such as assertive,
wealth building and material achievements etc.. on other hand femininity emphasis on
gender roles and responsibility that are concerned with quality of life and nourishment.
2. Which do you agree with and which do you disagree with? Justify your Position.
Hofstede model of cultural dimension give important insights and information regarding
the different culture and their dimension. I agree with the concept of uncertainty avoidance
because there are difficulty to follow different culture simultaneously. The reason is they
provides goods and services according to the implementing according to different culture. On
other hand I am disagree with the individualism the reason that organisation have to focus on
each and every employee instead of group. So to achieve organisational goals and objectives
should be achieve in effective manner (Matusitz, and Musambira, 2013.).
3. Are there any suggestion would you like to make?
To attain desirable goals and objectives for that organisation have to implement different
culture and their theories so that they can successfully implement it. In case of, culture and their
implementation rules should be explained with help of four dimensions of culture that influences
environment. In four factors includes such as individualism, uncertainty avoidance, power
distance and masculinity. To improve business and their environment organisation have to adopt
some changes that are as follows:
the factor of hofstede model focus on enhancing value in perspective of individual for interest
and achievements (Mazanec and et.al., 2015). Individualism not enables in achieve goals with
objectives. For that problem organisation have to adopt collectivism that work towards brings
harmony in organisational work and activities. Uncertainty avoidance refers to reactions of
society towards ambiguity. It is elaborate that organisation not to obey these factors or
dimensions in organisation and employees have to perform well in adverse situations to get

desirable outcomes. A lot of problems that arise in organisation that are unavoidable in nature.
According to hofstede model power distance means unequality in power in their subordinates
and superiors. It is obligatory to emphasis on management that is participative that helps in
organisation to achieve desirable goals and objectives by bring harmonious results. It is able to
solve out solutions of difficult problems by using innovative and unique solution of the problems
(Shao and et.al., 2013). In case employees follow the power distance policy they loose the
opportunity to show case their inner talent, skills and endeavour to work with efficiency. There
are some concerns that arise in organisation due to gender inequality in that situation
organisation have to give equal opportunities to both male and female and that give motivation to
work with full efficiency. Both male and female have equal opportunity to work with full
efficiency by giving their best in context of skills and talents and they also can give their
suggestions to bring harmony in organisation.
CONCLUSION
From the above report it has been concluded that culture is an important factor for
organisational growth and enhancement. To gain high level of productivity organisation have to
give rational culture so that they can behave accordingly in organisational growth. In addition to
Hofstede culture dimension plays important role and responsibility to give theory about how to
behave in different situations. Hence various advantages to gain market share at international
level.

REFRENCES
Books and Journal
Beugelsdijk, S., Maseland, R. and Van Hoorn, A., 2015. Are Scores on H ofstede's Dimensions
of National Culture Stable over Time? A Cohort Analysis. Global Strategy Journal.
5(3). pp.223-240.
Lee, S. G., Trimi, S. and Kim, C., 2013. The impact of cultural differences on technology
adoption. Journal of world business. 48(1). pp.20-29.
Matusitz, J. and Musambira, G., 2013. Power distance, uncertainty avoidance, and technology:
analyzing Hofstede's dimensions and human development indicators. Journal of
Technology in Human Services. 31(1). pp.42-60.
Mazanec, J. A. and et.al., 2015. Homogeneity versus heterogeneity of cultural values: An item-
response theoretical approach applying Hofstede's cultural dimensions in a single
nation. Tourism Management. 48. pp.299-304.
Shao, R. and et.al., 2013. Employee justice across cultures: A meta-analytic review. Journal of
Management. 39(1). pp.263-301.