Analysis of Hofstede’s Cultural Dimensions in Business Environments

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HOFSTEDE’S CULTURAL DIMENSIONS
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Table of Contents
Introduction......................................................................................................................................3
1.Critically evaluate the suggestions made in the article on Hofstede’s cultural dimensions.........3
2.Which do you agree with and which do you disagree with? Justify your position......................3
3.Are there any other suggestions you would like to make?...........................................................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................6
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Introduction
This study is conjugated with the cultural dimensions of Hofstede in context to business
environment. Cultural values have been consistent in business and are influential in vigorous
terms. There were generally six cultural dimensions identified by Hofstede, which can
deliberately have a significant impact in context to the business environment. The dimensions are
power distance, individualism/collectivism, masculinity/feminity and uncertainty avoidance,
restraint/indulgence and short-term/long-term orientation. This particular study portrays
dimensions like individualism/collectivism, uncertainty avoidance and power distance.
1.Critically evaluate the suggestions made in the article on Hofstede’s cultural dimensions.
Hofstede identified four dimensions in context business environment that can levy a significant
impact in the business environment. The six dimensions identified by him are power distance,
individualism/collectivism, masculinity/feminity, uncertainty avoidance, restraint/indulgence and
short-term/long-term orientation. This particular easy talk about the three cultural dimensions
namely individualism/collectivism, uncertainty avoidance and power distance. In this context,
Hofstede suggested that individualistic cultures are significant as they hold a high value on
individual interest and self-awareness. It is mentioned in his essay that US is an example of
individualistic culture. However, collective cultures are more effective as they are continuously
working for collective goals. It is very important to understand that collective culture in an
organization can gather more benefits than individualistic cultures. In regard to power distance
he stated that US have taken new management terms where in the distance between the higher
authority and the subordinates have diminished to an extent. As commented by Hofstede (2015),
uncertainty avoidance is a dimension that is procured by many organizations but it is essential to
take risks to sustain a successful business. For example, Great Britain entails not to take risks
while on other hand Canada remains persistent on context to risk taking. Diversity is considered
very important in a business culture as it is helpful to deal with people of other nations. The
values of the organization are subjected important in this regard but it is needed to understand
that culture of an organization can be different than individual cultures. Business development is
only possible if the workers work together and be consistent to fulfill the goals and objectives of
the business.
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2.Which do you agree with and which do you disagree with? Justify your position.
I disagree with certain coveted things. I believe that collectiveness in an organization's culture is
essential. Collectivist can boost up the work environment and the goals of the business can be
achieved effectively. Individualistic cultures on the other hand relates to the self-interest befits.
Risk taking is another aspect which I think is highly important for a business to flourish.
Measuring uncertainty avoidance index is subjected important as it the one that checks weather
the organization can deal with in known situations and ambiguity. Risk taking can be successful
at times and can help in the growth of a business or an organization (Karolyi, 2016).
I agree to certain aspects like diversity which is considered essential to make a business grow in
global terms. Adjusting to different environments will entail successful results to a
business culture. I agree to the fact that organizational values can be different then individual
values and are majorly supported by the management team and effective leadership. It is also
true that organization culture is based. In context to values, behavior and norms. I agree that
norms are more clear than values and requires procedures and policies. It is also true that
changes are needed to be adhered in terms of social media as connecting to social media can
cater the business in effective terms. It can also be significant to change the culture and impact
the organizations and individuals. National culture is important in context to marketing of the
organizations and to understand the behaviour of the consumers (Hofstede, 2015). I agree with
the fact that adoption of participative management had led business organizations of the US to
counter for equal distribution between the subordinates and the higher authorities.
3.Are there any other suggestions you would like to make?
There are few suggestions that I will like to make in this regard. The essay wrought out about
four dimensions of Hofstede's organizational culture. There were other dimensions that were not
entailed in this study like the long term orientation/short term orientation. To sustain a business
effectively I think that having long term and short term goals are important. Persistence and
perseverance are essential in an organization and these can entail that in effective terms. Short
term orientation is subjected important as it will reflect the growth of the organization and
project quick results.
I consider that risks in business are mandatory and the organizations need to take risks so that
they can entail successful. If the tolerance for uncertainty remains low than growth rate can be
subjected to decline. Scope for growth and development can also become rigid if business risks
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are not taken account. However, personal goals are important but I think and consider that
effectivity can be achieved if there are groups working in for collective goals. As commented by
McLuhan (2015), collective goals are more effective in context to organizations. Goals are
adhered more important in collective environment than individual environment. Power distance
index is very important in a business culture. High power distance can be often harmful in a
business culture as power differences are adhered. The level of bureaucracy becomes higher
(Smith, 2016).
Conclusion
The culture of the organization is an important part in context to the running of a successful
venture. The above study wrought out the cultural dimensions of Hofstede that impact the
business in profound terms. It evaluated suggestions in regard to Hofstede’s cultural dimensions
and catered to some of the justifications. The aforesaid study mentions that organizational culture
is important and collectivism can be held better to entail a successful organization. It also talks
about risk taking, business norms and policies as they needed to sustain an effective
organizational culture. The above discussion entailed with several benefits and advantages that
were wrought out in context to the essay.
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References
Hofstede, G.J., 2015. Culture’s causes: The next challenge. Cross Cultural Management, 22(4),
pp.545-569.
Karolyi, G.A., 2016. The gravity of culture for finance. Journal of Corporate Finance, 41,
pp.610-625.
McLuhan, M., 2015. Culture is our business. Wipf and Stock Publishers.
Smith, P.H., 2016. The business of alchemy: Science and culture in the Holy Roman Empire.
Princeton University Press.
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