Evaluating Hofstede's Cultural Dimensions in Higher Education Context

This essay provides a comprehensive analysis of Hofstede's cultural dimensions, including Power Distance, Individualism vs. Collectivism, Uncertainty Avoidance, and Masculinity vs. Femininity. The author critically evaluates the framework, agreeing with some dimensions (collectivism and masculinity) while disagreeing with others (individualism, power distance, and uncertainty avoidance). The essay highlights the impact of these dimensions on organizational behavior, suggesting that organizations should prioritize collectivism over individualism and adapt to the dynamic nature of the business environment. The conclusion emphasizes the importance of cultural understanding for effective cross-cultural communication and its benefits for organizations in a global context. The essay also includes references to relevant academic sources.

Skills for higher
education

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1..............................................................................................................................................3
2. ............................................................................................................................................4
3. ............................................................................................................................................5
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................6
.........................................................................................................................................................6

INTRODUCTION
Hofstede's cultural dimension is the framework which utilise for understanding
differences within culture across nations and to discern the ways which organisation is done
within various culture (Bak and Jordan, 2017). In simple term, it is an framework use for
distinguish between different national culture, dimensions of culture and their effect on business
setting. Respective framework have its some categories which are Power distance index,
Uncertainty avoidance index, Collectivism vs. individualism, Femininity vs. Masculinity. The
same assignment will going to critically evaluate the suggestion made in the article of Hofstede's
cultural dimension. In the end justification will be given related to agree and disagree of
dimensions along with their suggestion for future improvement.
MAIN BODY
1.
Hofstede's Cultural Dimension framework was developed in 1980 through Dutch
management researcher Geert Hofstede. Main motive behind bringing this model is to
identifying the dimensions in that cultures vary. Along with this, it is use for understanding the
differences in culture within nations as well as to distinguish the way which business is done
across various cultures. In simple term, respective model is utilise for distinguish within various
national cultures, dimensions of culture along with their impact on business setting. There are
some dimensions that identified by Hofstede which define culture :- Power Distance Index – Hofstede's cultural theory dimension power distance index
include the extent to that inequality and power will be tolerated. Apart from this, in
power distance dimension power and inequality are seen on the basis of followers. In
other words it can be said that, dimension measures inequality within staff members in
respect of power that exist and recognized by personnel with or without power. Individualism vs. Collectivism – This is an dimension of Hofstede's culture theory
which is related to self-oriented members of a culture (Kalfa and Taksa, 2015). Here,
individualism is directly related to achievement of specific person or interest of self.
Within an organisation individualism leads to an particular employ and their satisfaction.
On the other hand, collectivism is related to overall working of an organisation instead of
individual. Thus, an organisation have to focus on collectivism rather than individual

because overall goals and objectives will be achieved by the working of entire staff
members instead of an employ. Uncertainty Avoidance Index – This is an dimension which relate the level of
uncertainty and unclarity tolerance level (Songkram and et.al., 2015). Apart from this,
uncertainty avoidance dimension reckon that how unclear circumstances as well as
unannounced events will be handled. Hofstede's Culture dimension has scored high rate
on the avoidance of uncertainty dimension due to various association that are successful
by implementing several culture.
 Femininity vs. Masculinity - Respective dimension is related to that, how much society
sticks with values or traditional male as well as feminine roles and duty. Moreover,
respective dimension involve preference of society for accomplishment, attitude in
relation to sexuality equality, behaviour and so on. Along with this, Masculinity have few
characteristics such as assertive, wealth building, concentrated on material
accomplishment, distinct gender roles and so on. Whereas, femininity have fluid gender
roles, concerned with quality of life as well as nurturing.
2.
In the given article four dimension of Hofstede's Culture theory are discuss. Out of these
four I am not agree with everyone there are some dimensions by which I am not agree such as
individualism, power distance and uncertainty avoidance. On the other hand agree with,
collectivism and masculinity.
 Individualism is not suitable for organisation because it gives negative impact on the
working of organisation and it is not possible to achieve goals and objectives with
particular person. This, is the reason I am not agree with individualism. On the other
hand, I am agree with collectivism because it pay attention towards each and every
employee.
 Power distance is not suitable and I am not agree with it because while working in
organisation it is important to give opportunity to every staff members. Apart from this
uncertainty show not be avoid always because it may give wide negative impact on the
working of company.

 I am agree with masculinity because in corporate world it is not possible to distant
individual on gender basis as well as equal opportunities must be given to everyone.
3.
There are few suggestions which I have and I like to give these for an organisation in
relation of Hofstede's cultural dimension theory. Because it will assist them in doing their day to
day activities in effective manner. Detail discussion of suggestion are as follows :-
 Individualism is related to motivating particular staff member and also result in
enhancing self interest (Tran, 2015). But in relation to an organisation it is not beneficial
because goals and objectives of entire organisation cannot be achieved with the assistance
of particular person their will be requirement of group or team. Thus, organisation have
to implement collectivism in their working.
 Uncertainty avoidance simply means response of society towards unclarity. Thus, in
relation of this for an organisation it has been suggested that company should not follow
such dimensions because business environment is dynamic in nature and several situation
may be rise. So that, there are several situation that cannot be avoided in business while
doing their daily basis activities.
Above mention are the suggestion that an company have to apply in their working for
accomplishing their predetermined goals as well as objectives in better manner (van Eeghen and
et.al., 2019). Apart from this suggested practices will result in healthy or good working
environment for staff member's.
CONCLUSION
After going through the above report it has been summarised that, culture of an
association is totally based on behaviour, norms as well as values. Along with this, every
personnel have their big hand in building healthy environment in the company. Moreover,
Hofstede's Cultural Dimension model is beneficial for organisation because it help in cross
cultural communication which result in gaining several advantages for organisation at worldwide
level.

REFRENCES
Books and Journal
Bak, O. and Jordan, C., 2017. Linking industry and higher education: assessing the skills
requirements. Logistics and Transport Focus, pp.55-56.
Kalfa, S. and Taksa, L., 2015. Cultural capital in business higher education: reconsidering the
graduate attributes movement and the focus on employability. Studies in Higher
Education. 40(4). pp.580-595.
Songkram, N. and et.al., 2015. E-learning system to enhance cognitive skills for learners in
higher education. Procedia-Social and Behavioral Sciences. 174. pp.667-673.
Tran, T.T., 2015. Is graduate employability the ‘whole-of-higher-education-issue’?. Journal of
Education and Work. 28(3). pp.207-227.
van Eeghen, C. and et.al., 2019. An Interprofessional Education Pilot Program on Screening,
Brief Intervention, and Referral to Treatment (SBIRT) Improves Student Knowledge,
Skills, and Attitudes. International Journal of Higher Education. 8(1). pp.119-132.