Hofstede’s Cultural Dimensions: A Critical Evaluation

Desklib provides past papers and solved assignments for students. This essay critically evaluates Hofstede’s cultural dimensions.

Assignment 1

Contents
Essay................................................................................................................................................2
Question 1: Critically evaluate the suggestions made in the article on Hofstede’s cultural
dimensions.......................................................................................................................................2
Question 2: Which do you agree with and which do you disagree with? Justify your position......4
Question 3: Are there any suggestions would you like to make?....................................................6
References........................................................................................................................................7
1

Essay
Question 1: Critically evaluate the suggestions made in the article on
Hofstede’s cultural dimensions.
Based on the article, it can be evaluated that culture and its dimensions leave profound impact on
the environment of the business. Also there are different dimensions of Hofstede’s culture that
include individualism/ collectivism, power distance, uncertainty avoidance and masculinity/
femininity. Article mainly explains the first three dimensions giving the country examples.
Article has suggested that individualism follows the loosely knit framework where individuals in
the society need to take care of themselves and their family members. Collectivism in which
individual can expect their relatives in group to look after them in exchange for unquestioning
loyalty (Dartey-Baah, 2013). It suggests that USA follows the individualistic dimension and
Mexico follows the collectivistic dimension
Power distance is the dimension reveals about the power distribution within the society. This
create the issue how the society handles inequalities among people. US have both high and low
power distance as businesses are trying to keep subordinates and supervisors on equal terms. On
the other hand, Arab country has the highest power distance (Dickson et.al. 2012)
Article also evaluate that uncertainty avoidance is the degree to which members of the society
respond to uncertainty. Great Britain follows the culture of avoiding risk taking where employees
do not deviate to accept the standards (Taras et.al. 2012). On the other hand, Canada prefers
more risk taking and innovation.
Overall, Hofstede’s suggest that organisation that becomes global need to adjust according to
different environments. It can be evaluated that cultural values of different countries are different
because businesses develop their own values and have their own culture. Values are selected by
the leadership to make sure everyone understand. Moreover, culture comprises of the overall
values, norms and behaviour. In addition, there is overall interrelationship between the culture
and the individuals working in the organisation. Positivity among the employees in the form of
2

values and behaviour would lead to develop positive culture in the organisation. Moreover,
organisation needs to strictly communicate about the norms, policies and behaviour for
developing the positivity among the culture of the organisation.
3

Question 2: Which do you agree with and which do you disagree with? Justify
your position.
Article illustrates different dimensions and different cultures are being followed in different
countries. It can be assessed that different countries follow culture that relates the behaviour of
the people.
Agree Disagree
I agree that collectivistic culture is
appropriate as people of the country would
remain concerned about their relatives and
near ones.
Comparing individualism and collectivism, I
also disagree towards the culture of
individualism as people would be more
selfish and no such team and unity work can
be observed in organisation or within the
households.
From the concept of power distance, I agree
with the fact that people in the organisation
whether the subordinate or the supervisor
must be treated equally in terms of
opportunity. This would lead to develop
positivity among the culture. High power
distance would create more gaps among the
people and that would lead to affect the goals
of the organisation (Minkov and Hofstede,
2012).
I disagree with the suggestion about the high-
power distance as it widens the gap among
the society.
I also agree with the concept that hierarchical
order that is scientific must be accept by the
members in the society. I agree that power
might be different as it would lead to follow
proper culture and maintain positivity in the
workplace.
I agree with the culture followed in Canada Based on the understanding of the other
4

where people are the highest risk takers as it
would lead to bring innovation in the
business. This would enhance growth of
business and lead to more customer
satisfaction within the workplace.
dimension, I disagree with the fact that risk
taking is needed to be avoided. People that
would avoid the risk taking will not achieve
growth and success in the near future
(Minkov et.al. 2013). Organisation with the
culture of following rules and policies
generally feel pressurises and usually
dissatisfied with the job.
Overall, it is being effective that culture dimensions would shape the national culture that would
lead to shape the change in communication and improve the social media sharing and growing
culture of the workplace. However, national culture can be strengthening with the positive
thinking and behaviour of the people in the society.
5

Question 3: Are there any suggestions would you like to make?
Though Hofstede’s dimensions help to compare about the nations but it is necessary for some
countries to change the culture as it would bring development among the society. I would
suggest that nations must be compared but on the basis of other things. Organisations need to
bring positivity within the culture by empowering the satisfaction level of the employees. For
developing the positive culture, values, norms and behaviour must be followed to have the high
degree of specificity and clarity along with it having the desirable form of following policies and
procedures.
In addition, each of the citizens of the society must be well informed with the importance of
national culture. It is important for the marketing of organisations and effective understanding of
the consumer behaviour. However, culture is important because it defines the evolutionary
identity. With this, people can try to communicate about their culture that would build
comfortable and healthy relationships in the workplace (Taras et.al. 2012).
I would suggest for people to follow the collectivistic culture as thinking about our relatives will
strengthen the relationships. People that work together and think for each other would also result
in better outcomes at the workplace. Hofstede’s dimensions are the best example to study about
the effectiveness of the culture in the workplace. Also it is necessary for organisation to follow
the organisational values as they are identified with the mission statement and promotes healthy
relationships with the stakeholders (Krueger et.al. 2013). Moreover, such values must be highly
visible and demonstrated by the managers of the workplace. In addition, organisation must focus
on accelerating change in the culture as it changes the nature of culture and enhance more social
sharing.
6

References
Books and Journals
 Dartey-Baah, K., 2013. The cultural approach to the management of the international
human resource: An analysis of Hofstede's cultural dimensions. International Journal of
Business Administration, 4(2), p.39.
 Dickson, M.W., Castaño, N., Magomaeva, A. and Den Hartog, D.N., 2012.
Conceptualizing leadership across cultures. Journal of world business, 47(4), pp.483-492.
 Krueger, N., Liñán, F. and Nabi, G., 2013. Cultural values and entrepreneurship.
 Minkov, M. and Hofstede, G., 2012. Is national culture a meaningful concept? Cultural
values delineate homogeneous national clusters of in-country regions. Cross-Cultural
Research, 46(2), pp.133-159.
 Minkov, M., Blagoev, V. and Hofstede, G., 2013. The boundaries of culture: do questions
about societal norms reveal cultural differences?. Journal of Cross-Cultural
Psychology, 44(7), pp.1094-1106.
 Taras, V., Steel, P. and Kirkman, B.L., 2012. Improving national cultural indices using a
longitudinal meta-analysis of Hofstede's dimensions. Journal of World Business, 47(3),
pp.329-341.
7