In-Class Case Study: Intercultural Communication and Hofstede's Model

This case study report delves into the concept of intercultural communication, emphasizing the interactions among individuals from diverse cultural backgrounds. It defines intercultural communication as the exchange of verbal and nonverbal cues between people of varied cultural origins. The report highlights the importance of understanding cultural nuances to improve communication effectiveness. It explores three levels of culture: artifacts, espoused values, and shared assumptions, along with three intercultural behaviors impacting the workplace: accommodation of beliefs, acceptance and respect, and gender equality. The report further discusses the challenges that political and cultural beliefs pose in a diversified workplace. The report then analyzes Hofstede's cultural dimensions, including individualism (IDV), power distance (PDI), uncertainty avoidance (UAI), and masculinity (MAS), and their relevance in the workplace. The research contributes to the understanding of cultural diversity. The report references two peer-reviewed articles to support the analysis.

Running head: INTERCULTURAL COMMUNICATION
Intercultural Communication
Name of the Student
Name of the University
Author Note

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Table of Contents
Case Study..................................................................................................................................2
References..................................................................................................................................4

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Case Study
Intercultural communication is referred to verbal as well as nonverbal occurrence of
interaction among the people belong from various types of backgrounds of culture. In simple
words, inter represents a prefix which indicates towards between and the term culture
indicates towards medium or means. In other words, intercultural communication could be
described as the occurrences of communication between various cultures.
Its aim is to increment the understanding of a phenomena of communication which
gets culturally mediated. The culture mainly concentrates on the identification of several
behaviors of communication of any particular culture. The term culture basically focuses on
the identification of universalities or certain kinds of commonalities across various cultures.
Three levels of culture comprises of assumptions, values and last but not the least
forms the artifacts. Artifacts forms the undisguised as well as several kinds of elements which
in turn are obvious for the organization. The artifacts could easily be observed but at times it
becomes very difficult to understand those particular artefacts. This particular scenario takes
place when the culture analysis never travels much deeper.
On the other hand, espoused values are indicated to be a bunch of declared norms and
values which affects the method of representing and interacting with the organization.Next is
shared assumptions which form the bedrock of the culture of the organization. They are
behaviors and beliefs that are embedded in a deep manner and that is why they go unnoticed
sometimes.
Three intercultural behaviors that might become the reason for affecting the work
place comprises of accommodation of beliefs, acceptance and respect along with gender
equality. Both political along with cultural belied could possess challenges in a diversified

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workplace. Individual beliefs should not be imposed on others for the prevention of disputes
and spats. An essential role is played by respect which binds the diversified workplace
together and maintains good relationship among the employees. Conflicts might take place
due to negotiation in the acceptance of diverse beliefs and culture among the employees. Last
is gender equality where men are more preferred over women. The discrimination of gender
needs to be prevented along with maintenance of equality regarding salary, opportunities and
hiring.
Four dimensions on which Hofstede identified the differences of culture comprises of
individualism or IDV, power distance or PDI, uncertainty avoidance index or UAI along with
MAS or masculinity (Hofstede 2015). The differences of the culture were identified by him
on these four important dimensions which is in context of the workplace.
The research held by Hofstede made a contribution towards the understanding of the
diversity of culture in the workplace as individualism according to him is that cultures are
structured in a loose manner to tight integration (Ybema and Nyíri 2015). Masculinity
indicates towards the method by which the dominant values of culture are nurturing or
assertive. Power distance indicates towards the distribution of influences inside the culture.
Lastly, index of uncertainty avoidance focuses on the tolerance of accepting several kinds of
risks along with the ambiguity of the culture.

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References
Hofstede, G., 2015. CHAPTER ONE NATIONAL DIFFERENCES IN COMMUNICATION
STYLES GEERT HOFSTEDE. Culture's Software: Communication Styles, p.1.
Ybema, S. and Nyíri, P., 2015. The Hofstede factor: the consequences of Culture’s
consequences. Routledge.