Organisational Culture and Hofstede's Cultural Dimension Theory

This assignment explores the concept of organisational culture and its significance in achieving predetermined goals and objectives. It also delves into Hofstede's cultural dimension theory, which is a model used for conducting cross-cultural communication within organisations. The document provides suggestions for organisations to implement in their working environments to create a healthy and friendly work environment. It concludes by highlighting the importance of organisational culture and Hofstede's dimensions in business environments.

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

INTRODUCTION
Hofstede's cultural dimension theory is an framework introduced for cross-cultural
communication by Greet Hofstede. Respective theory explain the impact of society's culture on
the value of its members (Beugelsdijk, Maseland and Van Hoorn,2015). Along with the, values
related to behaviour by utilising structure derived from factor analysis. It have six categories i.e.,
Power distance index, Collectivism vs. individualism, Uncertainty avoidance index, Femininity
vs. Masculinity, Short term vs. Long term Orientation and Restraint vs. Indulgence. This
assignment is going to critically evaluate the suggestion made within the article of Hofstede's
cultural dimension. Moreover, Justification regarding agree and disagree dimensions as well as
suggestions for further improvements will going to be done.
MAIN BODY
1. Critically evaluate the suggestions made in the article on Hofstede's cultural dimension
Hofstede's Cultural dimension is cross-cultural communication which introduced by
Geert Hofstede. This theory explain the effect of society on value of its members along with
relation of values by behaviour through utilising structure derived from factor analysis.
Respective author have six cultural dimensions out of which four have profound impact on
business environment. These four are individualism vs. collectivism, power distance, uncertainty
avoidance and masculinity vs. femininity. After going through the given article of Hofstede's
Cultural Dimension some suggestion on the basis of it are made description of these are as
follows :- Individualism vs. collectivism – This dimension of Hofstede's culture theory leads to the
self-oriented members of a culture are in their behaviour. Individualism directly reflect
achievement of particular person or self-interest. In relation of an organisation it is related
to particular employ. Whereas, within collectivism focus is on the entire working of
organisation instead of individual (Lee, Trimi and Kim,2013). Thus, organisation culture
must be collectivism in which working of each and every members must be paid attention
instead of particular person. So that, numerous personnel will get motivated in
comparison of individual.
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 Power distance – In the power distance dimension of Hofstede's culture theory involve
the extent to which inequality as well as power are tolerated. Moreover, in respective
dimension power as well as inequality are viewed from the respect of followers. In
simple terms, dimension is related to measuring of inequality which exist and accepted by
employees with or without power. Uncertainty avoidance – It is consider the level at which uncertainty as well as ambiguity
will be tolerated. Moreover, uncertainty avoidance dimension reckon that how unknown
situation or unannounced events are dealt with (Matusitz and Musambira, 2013). Culture
theory score high rate on uncertainty avoidance dimension because there are various
companies that are successful when they are using several culture.
 Masculinity vs. femininity – This dimension is related to that, how much society sticks
with values as well as traditional male and female roles or responsibilities. Moreover,
respective dimension involve preference of society for accomplishment, attitude in
relation to sexuality equality, behaviour and so on. Along with this, Masculinity have few
characteristics like assertive, distinct gender roles, wealth building as well as
concentrated on material accomplishment. On the other hand, femininity have fluid
gender roles, concerned with quality of life and nurturing.
2. Which do you agree with and which do you disagree with? Justify your position
As per the given article there are four dimension of Hofstede's culture theory out of these
I am agree with some as well as disagree also from some dimensions. Thus, I am agree through
uncertainty avoidance because it is not possible for every association to follow culture of every
country in which they are working. Due to which, organisation is supplying products or services
in few nation without following their culture.
Apart from this, I am not agree with with individualism because it is not possible to do
work within organisation through particular employ. Without proper team goals and objectives
cannot be achieved. Along with this, I am also not agree by power distance because according to
it an individual who don't have power cannot say anything. But while working in company every
staff member have right to share their views or opinions.
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3. Are there any suggestion would you like to make?
There are some suggestion for organisation in relation of Hofstede's cultural dimension
theory which help association in enhancing their day to day activity (Mazanec and et.al., 2015).
Suggestion are as follows :-
 Individualism help in motivating individual staff members as well as also increase self
interest. But company should not involve this culture in their working because with the
assistance of particular person it is not possible to achieve goals and objective of entire
organisation. Thus, company have to apply collectivism in their working.
 Uncertainty avoidance simply means response of society towards ambiguity. It has been
suggested to association that they should not have to follow such dimensions because
several situation rise in business environment and employees have to do work as per the
requirement. There are various circumstances which cannot be avoided in business while
doing day to day activities.
These are the suggestion which organisation have to implement in their working so that,
they can achieve predetermined goals as well as objectives in effective manner (Shao and et.al.,
2013). Although, it result in creating healthy working environment in the organisation.
CONCLUSION
From the above discussion it has been concluded that, Organisation culture is totally
based on values, norms as well as behaviour. Moreover, within company each and every staff
member play crucial role in building health as well as friendly working environment. Apart from
this, Hofstede's Cultural Dimension is the model that in conducting cross culture communication
within organisation. So that, organisation can gain various advantages while doing business at
global level.
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REFRENCES
Books and Journals
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.
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