Report on Evaluating and Analyzing Hofstede's Culture Dimensions

This report examines Hofstede's cultural dimensions, focusing on power distance, masculinity vs. femininity, individualism, and uncertainty avoidance. The report evaluates suggestions made on these dimensions, highlighting areas of agreement and disagreement, and providing justifications for the writer's perspective. The analysis includes recommendations for organizations to foster a positive and effective workplace culture, emphasizing the importance of equal power distribution, considering gender dynamics, assigning work based on individual capabilities, and managing conflict effectively. The report concludes with additional suggestions, such as valuing employee input and fostering open communication to enhance organizational culture and achieve goals. The report is a study skill for higher education.

Study Skills for Higher
Education

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
1. Evaluate the suggestions made on the Hofstede's culture dimensions....................................3
2. The suggestions from which the writer agree and disagree. Justify it....................................4
3. Are there any other suggestions you would like to make ?.....................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
The culture of an organisation refers as the values, group norms, belief and the
assumptions which are experienced in a company. The culture brings control and stability in the
organisation (Assiter, 2017) . As with the culture, the firm become more stable and the aims and
objectives can be understood clearly. In the present report, Hofstede Culture model has been
explained by giving suggestions on its four culture dimensions and the self recommendation part
is also included in the following project report.
Main Body
1. Evaluate the suggestions made on the Hofstede's culture dimensions.
From the above article, it can be said that an organisation have different people with
various background culture. Organisational culture refers to the practices, beliefs and ideologies
which is generally followed by every company. This makes any company differentiates from
other organisations. Behaviour or attitude of a person towards its colleagues and with external
parties decided by the culture of workplace. Management team of the organisation should ensure
that rules and regulations prepared by them should be effectively followed by employees, as a
result this will further help company to increase their brand image, goodwill and customer
loyalty. According to Geert Hofstede there are four factors that influence the culture of an
organisation. For the successful achievement of organisational goal and objectives it is suggested
to the management team that they should ensure equal power is distributed by the managers

among different employees. Along with this juniors or lower level managers should be assigned
their work according to their basic knowledge, skills and capabilities (Entwistle and Ramsden,
2015) . Equal rights and power should be given to each and every employer which increases their
performance level. In Masculinity vs. Femininity it is recommended by the scholar to the
management team of the organisation to adopt different policies and rules keeping in mind about
their female employees. Reason behind this is that there are some companies where male
employees dominate their female colleagues. Sometimes male employees take decisions in anger
which is not fruitful for the company. So to avoid such situations where conflicts or dispute
arises in the organisation, managers start involving female employees in their decision making
process. Under the third model of Hofstede which is individuals, it is suggested that each
individual should assign their work according to their capabilities. One of the important
characteristics is that each and every employer is working to get an reward with the organisation.
Output and performance of a company can only be increased by giving them freedom to speak
with their colleagues. New and innovative ideas can be exchanged between employees if they
have freedom to express. Last model is uncertainty avoidance index, in this model it is said that
at the time of conflicts managers analyse attitude and behaviour of an employees. It is suggested
by the scholar that there is a culture where each and every individuals know how to respond at
the time of disputes (Jackson, 2015) . It is the duty of a manager to prepare their employees how
to react and deal in such situations. Along with this it is also suggested that who wants to expand
their business in different location should have proper knowledge about their local employees
background. Proper training and development sessions should be given to their employees. As
per all these suggestions, it has been examine that organisation culture is very crucial for the
employers of a company.
2. The suggestions from which the writer agree and disagree. Justify it
As many suggestions are recommended in the above section related with the four
dimension of Hofstede's Culture model, it has been analysed that this model had given the basic
understanding and knowledge to the peoples about the culture differences. The writer is agree
with the statement of power equality as the feeling of unity and integrity is the main reason for
creating the culture in an organisation, the employers should be given the equal rights and not
according to their gender or religion. On the other hand, the writer is disagree with the statement
of individuality, this is correct that the task which are assign to them should be according to their

ability but an individual can be better worker if they work in a team. As because, teamwork
satisfy the strategic goal of an organisation (Roth, Ogrin and Schmitz, 2016) . Also in the other
way, the team works to define the culture of organisation to accomplish the success and goals.
3. Are there any other suggestions you would like to make ?
In context with Hofstede's culture model, many suggestions are recommended to the
organisation, but in regard with an individual, some more suggestions are to be recommended
such as by taking the experience of lots of job, there are still some recommendations which to be
followed by an organisation in context with an individual. The company should listen to the
voice of their employees and let their point of view to be heard, along with this the
communication between employees should be effective, the workers should communicate with
the mission and vision of organisation. At last, the employees should be appreciated and
rewarded for their working performance and the actions which best represent the culture of an
organisation.
CONCLUSION
From the above mentioned report, it has been concluded that the culture of an
organisation is important as this defines the way in which the employees interact with each other.
As the Hofstede's culture model is explained above in the report, the suggestions are given to the
organisations to have the better culture in the company. At the end, it will be wind up by giving
more suggestions which will be helpful for the employees to work in that culture in which they
can adjust and can able to accomplish their aims and objectives.

REFERENCES
Books and Journals
Assiter, A., 2017. Transferable skills in higher education. Routledge.
Entwistle, N. and Ramsden, P., 2015. Understanding student learning (routledge revivals).
Routledge.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education.40(2). pp.350-367.
Roth, A., Ogrin, S. and Schmitz, B., 2016. Assessing self-regulated learning in higher education:
a systematic literature review of self-report instruments. Educational Assessment,
Evaluation and Accountability. 28(3). pp.225-250.