Analysis of Hofstede's Cultural Dimensions in Higher Education

This report delves into Hofstede's Cultural Dimensions theory, examining its relevance in higher education and global business. It critically evaluates the core dimensions: power distance, individualism/collectivism, and uncertainty avoidance, providing insights into their impact on organizational behavior and cross-cultural interactions. The report explores the author's agreement and disagreement with the theory, justifying their stance, and suggesting areas for improvement, such as incorporating technological advancements and globalization effects. The analysis highlights the significance of understanding cultural nuances for effective management and international business practices. The report concludes by emphasizing the importance of the theory for analyzing and interpreting the culture of society or organization.

STUDY SKILLS FOR
HIGHER EDUCATION

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Critically evaluating the suggestions made in the article on Hofstede’s Cultural Dimensions...1
Which do you agree with and which do you disagree with? Justify your position.....................2
Are there any other suggestions you would like to make?..........................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Study skills for higher education provide guidelines and directions to student for managing
time and also developing various learning strategies. Different cultures are getting interconnected
because the business organizations are operating in global markets. The present report is based
on the Hofstede’s Cultural dimensions theory that describes about various culture practices
adopted in businesses around the world. The theory describes that there are four types of culture
being followed in different countries and businesses, such as individualism/ collectivism, power
distance, uncertainty avoidance and masculinity/ femininity.
MAIN BODY
Critically evaluating the suggestions made in the article on Hofstede’s Cultural Dimensions
Hofstede’s Cultural Dimension theory states that there are different cultures being
followed in the business organizations around the world (Tjosvold, 2017). Understanding and
analysing these cultural aspects provides directions and guidance regarding behaviour and
feelings of human and organization. There are certain elements of culture such as rituals, values,
beliefs, symbols and thought process. The cultural dimensions leads to bring profound influence
and impacts on the business and business environment (Minkov, 2018).
The power distance cultural dimension refers to the degree to which person with less
power and status within society and organization accept or expect that power is unequally
distributed. Power distance generally stands for inequality and high power distance score states
that society or organisation accepts inequality and follows hierarchical power distribution. The
negative impact is that there is a large gap in authority and respect and also there are more
complex hierarchies in centralised organisation (Hofstede, Hofstede and Minkov, 2015). Arab
countries also scores high for power distance cultural dimension as it is a king ruled country. The
low power distance score refers that power is widely dispersed and organisation distributes
power and status equally and do not accept inequality situations. The positive impact of low
power distance is that employees feel satisfied and they also involve in decision making and
other business activities and operations.
The individualism and collectivism cultural dimension refers that extent to which people or
society is inclined for remaining in groups (Hofstede, 2017). This cultural dimension is related to
individual importance versus group interests. The individualism dimension can be defined as
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people prefer for loosely-knit social or organisational framework and they also expect for taking
care of themselves only. The collectivism dimension represents that people prefer a tightly-knit
framework social or organisational framework in which they expect to look after their family,
relatives or other members as well. The USA is referred as the country with individualistic
cultural dimension. The positive impact of high individualism score is that people expect for
getting rewards for their hard work and enjoy challenging tasks. Negative impact of
individualism is that person with individualism factor does not mix with work and social life.
High collectivism is that people put emphasis on co-ordination and maintain harmony within
group and this is considered as the positive impact of high collectivism score. There are many
benefits and positive impacts of high collectivism such as they work for intrinsic rewards and
wisdom is considered as most important factor (Hofstede, 2009).
The uncertainty avoidance refers to the degree to which people or organisation avoid and
feel uncomfortable with ambiguity and uncertainty and this dimension leads to bring great
impacts on the business environment. Canada is the country with less uncertainty avoidance
culture and believes that it risk taking and ambiguity leads to bring innovation. The negative
impact of low uncertainty avoidance is that employees may feel insecure and dissatisfied and
they have less sense for urgency. But it may also lead to bring openness for change and people
are more inclined for open-ended learning (Helmreich and Merritt, 2017). High uncertainty
avoidance refers that society or organisation have tendency for avoiding risk and emergency
situations. Organisation with high uncertainty avoidance score makes requirement for consensus
and also follows various rules and regulations. The positive impact of high uncertainty avoidance
is that it makes employees feel satisfied, motivated and safe. But its negative impact can be that
the structure is rigid and follows long hierarchical structure that may make slow decision making
and other business processes.
Which do you agree with and which do you disagree with? Justify your position.
The Hofstede’s cultural dimension theory describes about different cultures and its impact
on the individual and business environment (Halkos and Petrou, 2018). There are four cultural
dimensions such as individualism/ collectivism, power distance, uncertainty avoidance and
masculinity/ femininity. These cultural dimensions describes about central tendency of
organisation or society.
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The collectivism cultural dimension describes that people are supposed for being loyal
and supportive to group and also defends interest of group members. I agree to collectivism
cultural dimension because people need to take responsibility for group members’ well-being
and defend their interest (Chui, Li and Saffar, 2018). I do not agree with individualism cultural
dimension because concentration on self interest does not lead to bring long term benefits and
advantages. Individualism dimension does not foster co-ordination and connectivity.
Are there any other suggestions you would like to make?
The Hofstede’s cultural dimension theory is based on the inconclusive research. The theory
is based on answers from a part of society or from one organisation that makes sample and
biased research. Therefore, the outcome and results of cultural dimension theory have low
accuracy level and also low validity.
The suggestions for Hofstede’s cultural dimension can be that it needs to include aspects of
technological advancements (Beugelsdijk and Welzel, 2018). The theory of cultural dimension
needs to also include effects of globalization of businesses. Adding technological and
globalization factor will enable theory for eliminating weakness associated with globalization
effects in research. The theory can focus on large sample size and also on different parts of world
for making the research more valid and accurate.
CONCLUSION
Hofstede’s cultural dimension can be used for analysing and interpreting the culture of
society or organisation. The cultural dimension theory act as a guide for understanding the
cultural differences between different organisations and countries. There are different cultural
dimensions such as individualism/ collectivism, power distance, uncertainty avoidance and
masculinity/ femininity. The different cultural dimension brings great influences and impacts on
the behaviour and feelings of individual and on the overall society and business organisation.
The theory needs to add various aspects to have more validity and accuracy.
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REFERENCES
Books and Journal
Beugelsdijk, S. and Welzel, C., 2018. Dimensions and dynamics of national culture:
Synthesizing Hofstede with Inglehart. Journal of Cross-Cultural Psychology. 49(10). pp.1469-
1505.
Chui, A. C., Li, X. and Saffar, W., 2018. National Culture and Corporate Debt Choice. Available
at SSRN 3241184.
Halkos, G. and Petrou, K. N., 2018. ‘Waste culture’assessment using Hofstede’s and Schwartz’s
cultural dimensions–an EU case study.
Helmreich, R. L. and Merritt, A. C., 2017. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.
Hofstede, G., 2009. Geert Hofstede cultural dimensions.
Hofstede, G., 2017. Why is culture so important?.
Hofstede, G., Hofstede, G. J. and Minkov, M., 2015. Cultures and organizations: pyramids,
machines, markets, and families: organizing across nations. Classics of Organization
Theory. 314(23). pp.701-704.
Minkov, M., 2018. A revision of Hofstede’s model of national culture: old evidence and new
data from 56 countries. Cross Cultural & Strategic Management. 25(2). pp.231-256.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
Online
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