Report: Analysis of Hofstede's Cultural Dimensions and Their Impacts

This report provides a critical evaluation of Hofstede's cultural dimensions and their impact on organizational culture. It begins with an introduction to organizational culture and the significance of Hofstede's dimensions. The report then analyzes the dimensions of individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity, discussing their positive and negative impacts on organizations. It includes a justification for agreeing or disagreeing with certain aspects of the dimensions, specifically focusing on individualism/collectivism and uncertainty avoidance. The report suggests building relationships with employees through various programs and empowering employees to take decisions. The conclusion summarizes the importance of organizational culture and the role of Hofstede's dimensions in achieving organizational goals, supported by references to relevant books, journals, and online resources.

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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PROJECT 1.....................................................................................................................................1
1. Critically evaluate the suggestions made in the article on Hofstede's cultural dimensions.....1
2. Justification for agreed and disagreed point............................................................................2
3. Suggestions..............................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Organisation culture, a system of shared values and beliefs that develop organisations
social and psychological environment. In simple words, a way of interaction and guidance that
enhance the understanding in an organisations members.
Present study will include the critical evaluation of Hofstede's cultural dimensions. It will
also include the opinions in form of agree and disagree on Hofstede's cultural dimensions. Last it
will define suggestions about Hofstede's cultural dimension.
PROJECT 1
1. Critically evaluate the suggestions made in the article on Hofstede's cultural dimensions
As in above article mentioned, individual culture increases the values of individual
achievement and self interest. It impacts negatively on organisation because in this culture
individual only think about their personal benefit. Individual does not care about organisations
objective. On the other hand, collective culture enhances the group harmony and working on
collective goals. It impacts positively on the organisation because people in a group thinks about
how to achieve collective goals. They do not think about their personal interest that helps in
achieving organisations objective(The 6 model of national culture,2019).
As per the article, higher power enhances the levels of hierarchy and creates high
distance between employee and employer. It impacts negatively on the organisation because the
employer have higher power. They can direct and control over the employee and sometimes
employer misuses their power and they can be strict to employee related to their work that
demotivates employee. It reduces organisation performance. Low power involves employees in
decision making process and creates good relation between employee and employer. It impacts
positively on organisation because employees are participative in decision making and they feels
that they are important for an organisation. Low power helps to identify employees problems
related to their work and workplace etc. it helps to enhance the performance of the organisation
and achieve goals(Laforet, 2016).
As mentioned in above article, high on the uncertainty avoidance includes more rules and
can not take risk-taking decision in the organisation. It impacts negatively on the organisation
because the employer ensures that employees do not deviate from the standards and do not
provide flexibility to their employees and don't take quick decision that takes too much time to
achieving organisation objectives. Less uncertainty avoidance includes implementing innovative
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ideas and taking risks in an organisation. It impacts positively on the organisation because it
takes quick decision and they believe in high risk taking and innovative ideas are helpful in
achieving successful outcomes.
As in above article mentioned, masculinity is created differences between male and
female values. For men, performance and success is important. For women, sensitivity and
quality of life is important. It impacts negatively on organisation because it do not give equal
importance to female rather than male. Femininity includes woman also work equal to man and
they can choose man dominant profession. It impacts positively on organisation because they
give equal importance to the female and male. The male and female is performed equal role in
the organisation that impact positively on the organisation performance.
From the above discussion, I have analysed positive and negative impacts of the dimension in the
organisation (Zhu, 2015).
2. Justification for agreed and disagreed point
From the above analysis, I am agreeing with individualism/ collectivism dimension
because both are increased the performance level of the employees. Individualism is increased
individual performance by giving high values on individual achievement. In individualism,
individual is only think about their self-interest but if individual perform their job very well for
their self-interest that indirectly contribute in enhancing organisations performance. On the other
hand, collectivism is increased group performance by giving high values on collective goals.
Both dimensions are enhanced organisations overall performance and achieve their targets.
From the above analysis, I am disagree with uncertainty avoidance dimension because
high and low both uncertainty avoidance are decreased the performance of the organisation. High
on uncertainty avoidance is implement rigidity and more rules on employees and employees are
bound to enhance their performance to meet organisation standards that demotivate and
pressurise to employee and effect organisations performance(Elsmore,2017). Low on uncertainty
avoidance is implemented risk-taking decision and appreciate new ideas in an organisation but
sometimes it impacts negatively on the organisation means if risk-taking decision is failed to
achieve organisation goals and better outcomes than it creates heavy loss to the organisation. To
implements new idea is also created the situation of the loss if the idea does not work in
achieving organisations goals(Corfield and Paton, 2016).
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3. Suggestions
Build relationship with employees:- it is a very important to improving an organisational
culture because employees are an important part of the organisation and without the employees,
organisation cannot be run and achieve their goals. For the build the relation, organisation can
conduct various programs such as parties, get-together, management games and any other
informal program that programs increases communication between employee and employer and
build their relationship and also motivates employees that enhance the organisations productivity
and helps in achieving their goals (Zhu, 2015).
Empowerment: - it is also play a important role to improve organisation culture. In
empowerment, the employer gives some power to employee to take decision about their work
and includes employees in decision making of the organisation. It enhances the understanding of
the employees towards the organisation and also motivates that improve the productivity of the
organisation. It impacts positively on organisation because employees are participative in
decision making and they feels that they are important for an organisation. Empowerment helps
to identify employees problems related to their work and workplace etc. it helps to enhance the
performance of the organisation and achieve goals.
CONCLUSION
From the above study it can be concluded that organisation culture is very essential to
achieve the goals. Present report has explained the positive and negative impact of Hofstede's
cultural dimension on organisations performance. It is described the agree and disagree
dimensions according to the researcher. With the help of researcher's opinion, organisation
culture can be improved and achieve their goals.
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REFERENCES
Books and journals
Corfield, A. and Paton, R., 2016. Investigating knowledge management: can KM really change
organisational culture?. Journal of Knowledge Management.20(1). pp.88-103.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development.23(2).pp.379-407.
Zhu, C., 2015. Organisational culture and technology-enhanced innovation in higher
education. Technology, Pedagogy and Education.24(1).pp.65-79.
Online
The 6 model of national culture.2019[online]. Available through
<https://geerthofstede.com/culture-geert-hofstede-gert-jan-hofstede/6d-model-of-
national-culture/>
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