Human resources assignment essay: Cultural dimensions and frameworks of Hofstede model
Added on 2021-01-01
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY ..................................................................................................................................1Critically evaluate the article on Hofstede's Cultural Dimensions .............................................1Justification regarding the agreement-disagreement ..................................................................2Suggestions .................................................................................................................................3CONCLUSION................................................................................................................................3REFERENCES ...............................................................................................................................4
INTRODUCTIONHofstede's cultural dimensions is the determinant to understand the cross-culturalinteractive framework at the societal levels. It has four dimensions and is based on culturaldifferences of individuals. This assignment is based on the importance of understanding thecultural dimensions proposed by Hofstede's on the international business.MAIN BODY Critically evaluate the article on Hofstede's Cultural Dimensions This article is based on understanding the implications of the cultural elements such asbeliefs, rituals, symbols, values and thought processes at the organizational levels. Thisframework was proposed by Geert Hofstede to gain insights about the major four dimensionssuch as collectivism versus individualism, uncertainty avoidance, power distance and femininityversus masculinity. These dimensions are independent but are inter linked with each other whichhas an imperative role in achieving the goals and objectives. Additionally, there are severalcountries which follow different aspects in each dimension. For instance, United States adopt theindividualistic culture and has made this country as the undisputed power nation of the world.Along with, this country adopted both forms of power distance. When low power distanceoccurs, it infers towards the participative form of management and the subordinates-seniors aretreated on equal forms (Cateora, Gilly and Graham, 2011). However, when it is high, it meansadoption of a hierarchical system at the professional set-ups.On the other hand, few illustrations have shown that these dimensions do not contributepositively. For instance, Arab countries which have higher value of power distance and hugegaps between the masculinity versus femininity dimension. It is evident that organizations mustcollaborate to bridge the cross cultural gaps but this is hampered due to traditional values andreligious beliefs; these are individual centric and could not be enforced to follow. Thus, there is aneed to understand that individualistic dimension plays important part while implementing thechanges and the overall dynamics of the business environment. Along with this, the uncertaintyavoidance is another key dimension that tend to evaluate the degree of ambiguity and uncertaintyattached with the allotted tasks or projects. Canada is risk taking country, either in terms ofrefugee situation or giving visas to other citizens. Whereas the Great Britain has low value of thisdimension due to their historical records and the tendency to avoid any uncertainties which1
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