Study Skills for Higher Education

This essay examines Hofstede's Cultural Dimensions theory and its impact on business and higher education. It analyzes the four key factors and discusses their relevance in shaping individual behavior and organizational culture. The essay also presents arguments for and against the adoption of specific cultural dimensions in organizations, highlighting the importance of fostering a culture that promotes collaboration, risk-taking, and innovation.

Study skills for higher
education

INTRODUCTION
Culture emphasises on social behaviour or norms that prevails within the organisation
and assist the employees to behave according to the rules, regulations and norms of the company
(Beugelsdijk, Maseland and Van Hoorn, 2015). With the help of Hofstede cultural dimension it
analyses the impact of culture on business environment as well as shapes the behaviour of
various individuals in different countries.
MAIN BODY
1. Critically evaluate the suggestions made in the article on Hofstede's Cultural Dimension.
Hofstede's Cultural Dimension is a basic framework which consist of 4 factors such as
individualism/ collectivism, power distance, uncertainty avoidance and masculinity/femininity
which specifies how these factors have existence in different countries and shapes the behaviour
of the individual. These factors greatly assist to identify the cultural impact on the behaviour of
the individual in various countries. These are described as follows-
Individualism/Collectivism- In this cultural factor it specifies that Individualistic culture greatly
places value on the individual goals and values self interest. On the other hand Collectivist
culture focuses towards working collaboratively and group harmony so as to achieve the goals in
a collective manner. Therefore collectivism culture which is followed in Mexico should be
adopted in various countries so that employees work more productively.
Power Distance- It refers to unequal distribution of power between the superiors and
subordinates at the work place. Therefore US country enjoys participative management and is
necessary for every organisation to adopt to reduce work place conflicts and creates group
harmony.
Uncertainty Avoidance- It refers to how members in the society responds to an uncertainty. As
in the society or the organisation there various individuals which prefers risk taking and some
tens to avoid risk taking such as Britishers (Lee, Trimi and Kim, 2013). Therefore this assist
McDonald and KFC to greatly expand their business by taking risk and achieve success and
growth of companies.
Masculinity/Femininity- This cultural dimension states that masculinity stands for the society in
which men's are assertive and tough and Femininity comprises of women which are modest and
concerned with their quality of life. High masculinity among individuals are ego oriented and
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focuses on economic growth and are of high priority in society whereas Femininity focuses on
relationship oriented as well as quality of life are important for them.
Therefore these are specific cultural dimensions of Hofstede which shapes of behaviour
of the individuals within the society and the organisation and allows organisation to change their
cultural dimension, leading to growth of their business (Matusitz and Musambira, 2013).
2. Which do you agree with and which do you disagree with? Justify your Position.
Hofstede model of cultural dimension provides insights about understanding of different
cultural behaviour in different situations. Among all the cultural dimensions individuals should
focuses on uncertainty avoidance and involves risk and become innovative in nature so as to
work effectively towards attaining the organisational goals effectively. When individuals in the
society tends to takes risk, it comes up with new ideas and practices and assist the growth of the
society and organisation. This will be the most effective cultural norms prevailing within the
organisation but on the other hand individualism cultural factor should be not be adopted within
the organisation as this factors makes the individual realise their individual goals and focuses on
self interest. This type of culture prevailing within the society doesn't allow the employees to
work collectively and this leads to work force conflicts. Instead of individualism culture,
collectivism culture should be prevailed within the organisation so that employees achieves the
organisational goals in a effective and a collective manner. Hence these cultural factors should
be adopted by the organisation so that employees work more productively towards maximising
the profitability of the organisation (Mazanec and et.al., 2015).
3. Are there any suggestion would you like to make?
Hofstede cultural dimension theory provides a clear knowledge of of different cultural
factors which should be implemented in the organisation towards achieving the goals and
objectives efficiently. Effective application of culture within the organisation helps them to adapt
business opportunities and reduce employee turnover and therefore creates group harmony at the
work place. As High Power culture signifies that power is distributed unequally among the
superiors and subordinates, this type of culture existing in the organisation should be removed
ans participative management should be emphasized so that employees are involved in decision
making process so that all the employees feel valuable that their idea are converted into action.
This benefited the organisation to reduce employee turnover and creates harmonious
environment at the work place(Fallows and Steven, 2013). Apart from this as the organisation
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consist of males and females, there should be no dominance among them as well as equal work
and task should be given to both so that employees work towards attaining the goals and
objectives in a effective manner. Moreover in order to survive in this competitive business
environment it is necessary for organisation to avoid uncertainty avoidance culture within the
organisation and employees should be risk taking and innovative in nature so as to face any
business challenge and handle the situation effectively (Shaand et. al., 2013). This type of culture
prevailing assist the employees within the organisation to handle any complex situation and
attains goals and objectives of the organisation. Individualism culture should not be given
importance and employees should be tend to work collectively in a group harmony. This reduce
work place conflicts and employee turnover. Therefore all the cultural factors have significant
value and assist towards the growth of organisation.
CONCLUSION
From the above report it has been concluded that there is greater importance of culture
which assist the employees to work within the organisation accordingly. Organisation should
adopt effective culture according to the situation of the organisation so that employees work
effectively towards the growth of the organisation and society.
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REFFERENCES
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.
Fallows, S. and Steven, C., 2013. Integrating key skills in higher education: Employability,
transferable skills and learning for life. Routledge.
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