Essay: Evaluating Suggestions in Hofstede's Cultural Dimensions

This essay critically evaluates the suggestions made by Hofstede's cultural dimensions, focusing on their implications for leadership and organizational culture. The essay begins with an introduction to the importance of culture in the workplace and individualism. It then analyzes Hofstede's dimensions, including masculinity vs. femininity, and long-term vs. short-term orientation, discussing the author's agreement and disagreement with the suggestions made. The essay emphasizes the importance of gender equality and the need for organizations to provide opportunities for both men and women. It also highlights the significance of training and shared understanding in the workplace. The essay suggests that organizations understand and manage the norms and values of people, and follow high uncertainty avoidance to promote risk-taking and innovation. The conclusion summarizes the impact of cultural dimensions on employee behavior and organizational performance. References include books and online resources related to cultural dimensions.

Essay

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Evaluating the suggestions in Hofstede's cultural dimensions................................................1
Agreement and disagreement......................................................................................................2
Suggestions.................................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Culture provides the positive impact upon an individual as well as upon the employees
such that it also provide the guidance and direction to the managers in order to think and behave
and in the same way the report is also describe the importance of culture in the workplace as well
as in individualism. Further this individual essay critically evaluate the suggestion made by the
article of Hofstede's and also justifies the statement on which I am agreed and disagreed.
1. Evaluating the suggestions in Hofstede's cultural dimensions
According to the Hofstede's cultural dimensions of Femininity and masculinity which
suggest that both man and woman should be treated equally (Hofstede's Cultural dimensions and
differences across cultures, 2019). As per the suggestion in the Hofstede's cultural dimensions of
Femininity and masculinity an organization need to employ diverse workforce, as this will help
business entity in dealing with the customer belonging to the different countries (Hofstede,
2015). An organization or nation need to provided both men and women with an opportunity to
work, as thus will help management in promoting the equality which is very much essential in
order to maintain peaceful environment.
As per the Hofstede's cultural dimensions of Long and short term orientation,
management in an organization is required to provide training to the employees. As this will aid
an enterprise in solving the business issues. It will also help management in developing the high
performing working culture in the organization which is very much essential in context of
gaining competitive advantage. An organization that is long term oriented can have high chances
of growth (Catora, Gilly and Graham., 2011). The Hofstede's cultural suggest that it is required
by management in an organization to support employees, as organizational value may not be
same as individual value. In addition to this, He also suggests that management in an enterprise
is required to take high initiatives for developing a shared understanding in context of expected
behaviour from employees. As per the Hofstede's cultural dimension theory manager or leaders
is required to clearly communication the expectation which they have from employees related to
behaviour at workplace.
However, it has been critically evaluated that many companies also focus on diversity of
an employee who are deal with the different customers and they further belong to variety of
cultures as well (Hofstede, 2010). In this situation, the company has to hired employees without
discrimination so that they will also handle customers who belong to different cultures. Beside
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this, the author also suggested that many companies follow positive working culture and they
also have the rules in their working area in order to make sure that their employees will not
deviate from their work or standards.
Agreement and disagreement
As being a manager, From the above made suggestions as per the article in the context of
organization (Abdullah, 2017). I am not agreed with the cultural dimension of Masculinity as it
create the culture in the organization that encourage men to rule women and should be dominate
in the society. From the Masculinity and Femininity dimension I am agreed with the Feminine
culture that encourages gender equality. Organization has both male and female employees that
are equally important for the success of the company. As per the enhancing world that give same
roles, responsibilities and freedom to the men and women. It is also involved a statement that
men are also involved in upbringing of children. The organization should adopt the feminine
culture in the company that treats every person equally.
The second evaluation is up on Long Vs Short term orientation. This is the only
dimension that have some elements in the both Long and short term orientation and elements
from both the dimensions are agreed as they can be beneficial for the company and some are
disagreed as they should be avoid by the industry (Hofstede, 2017). From the long term
orientations some elements are; need for accountability and self-discipline, planning for long
term success and goal and under short term orientation; people in the company can rewarded as
per their abilities, it enhances the abstract thinking and open discussion that is beneficial for the
organization.
Suggestions
The culture of an organization is based on the norms, values and behavior and
furthermore from the article it is suggested to the company to look up on more dimensions that
are introduced by Hofstede (Tjosvold, 2017). For a better cultural structure in the industry the
Power Distance Culture must understand by the company in order to avoid inequality. Power
distance dimension is beneficial for better empowerment of employees and overall organisational
health. This dimesion will enable the organisation to understand that what are the requirement or
need of the company. And according to the future benefit and systematic hierarichal structure
high power distance culture is more beneficial as it create a culture where employees respect
managers and managers expect obedience. Furthermore, it is esential for the organisation to
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understand the culture of the company first and need accordingly to manage the norms and
values of the people (Favaretto and et. al., 2016). For continous growth of the company, it is
suggested to thjem to follow High Uncertainty avoidance that admire and welcome risk-taking,
changes that allow employees to think out of the box and prepare them to take risk.
CONCLUSION
From the above report it has been summarized that the culture prevailing in the nation or
organization has direct as well as significant influence on people behaviour. It has been further
concluded from the report that Hofstede's culture dimension also affect the environment as well
as creates positive impact upon the performance of the employees as well. It has been evaluated
that some dimensions are beneficial for the culture of the organisation in certain country that can
be result in the success of the industry and some dimensions are not as per the requirement of the
achievement and fulfilment of the norms, values and beliefs of the people that are attached with
the organisation.
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REFERENCES
Books and Journals
Abdullah, A. B. M., 2017. Cultural Context. In Managing the Psychological Contract. (pp. 23-
41). Palgrave Macmillan, Cham.
Catora, P. R., M. C. Gilly, and J. L. Graham., 2011. International Marketing, 15th edition. New
York, NY: McGrawHill/Irwin.
Favaretto, R. M. And et. al., 2016, September. Using group behaviors to detect hofstede cultural
dimensions. In 2016 IEEE International Conference on Image Processing (ICIP). (pp.
2936-2940). IEEE.
Hofstede, G., 2010. Geert hofstede. National Cultural Dimensions.
Hofstede, G., 2015. Cultural dimensions. www. geert-hofstede. com, consulta. 13.
Hofstede, G., 2017. Why is culture so important?.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
Online
Hofstede's Cultural dimensions and differences across cultures. 2019. [Online]. Available
Through:<https://blog.oup.com/2017/03/hofstede-cultural-dimensions/>.
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