Organisational Culture: Hofstede's Dimensions Analysis and Suggestions

This report provides an in-depth analysis of organisational culture, focusing on the application of Hofstede's cultural dimensions. It begins with an introduction to organisational culture, defining its impact on employee behaviour and organisational stability. The report then delves into Hofstede's dimensions, including individualism vs. collectivism, power distance, uncertainty avoidance, and masculinity vs. femininity, evaluating their positive and negative impacts within an organisational context. The author, taking on the role of a manager, expresses agreement and disagreement with certain dimensions, justifying their viewpoint. Finally, the report concludes with practical suggestions for improving organisational culture, such as effective communication, recognizing and rewarding values, and team building. These suggestions aim to create a more positive and productive work environment, fostering better interpersonal relationships and achieving organisational goals.

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Table of Contents
INTRODUCTION...........................................................................................................................1
ASSESMENT1................................................................................................................................2
1)Some suggestion made in the article on hofstede's cultural dimensions.................................2
2)Agree and disagree point of view for justification..................................................................3
3)Suggestion which have to make...............................................................................................3
CONCLUSION................................................................................................................................4

INTRODUCTION
Organisational culture is system which shared the beliefs, values and assumptions of the
behaviour in the organisation. Organisation culture and beliefs makes a way to affect the people
and group which interact with each other. It brings a form of controlling and stability in the
organisation. This report will study that all the suggestion in the article is based on the hofstede's
culture dimensions. It highlighted some points which are fit and suitable for the organisation and
there are some suggestions which shows how to increase and motivate the behaviour of the
organisation.
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ASSESMENT1
1)Some suggestion made in the article on hofstede's cultural dimensions
Individualism vs collectivism:- According to the hofstede's culture dimensions it can be defined
as the preference of the social framework in which the individuals are accepted to only take care
of themselves and their families. Collectivism refers to the framework of the society and it
belongs to the group which take care of them in the exchange of loyalty. The positive impact of
the both the individualism and collectivism represent the society where individuals can expect t
from relatives and particular group of member's which look after them in the exchange of
unquestioning loyalty. Negative impact of this culture dimensions is it create negative image of
the reflection of the person which is harmful in the organisation and society(Elsmore. 2017.).
Power distance:- The dimension of power distance express the way of degree where all the
power is equally distributed in the organisation. The fundamental problem is differentiation
between the superiors and subordinates. The positive impact of the power distance is the
organisation adopted so many functions and conduct changes in the environment of the business
which gives motivation and equality to the employees and on the other hand the negative impact
of the power distance it increases the demand of the employees and make a mind set of injustice
which create conflicts in the organisation.
Uncertainty avoidance:- According to the hofstede's culture dimensions of the is a type of
organisation culture dimensions which is unpredictable and unknown conditions which is created
in the society. When the individuals participates has to behave in certain situation which is
comfortable for them. When the employees of the organisation is not deviate from the work of
standards and all the rules and regulations are followed by them that time it creates tolerance
with variety of options and it's a positive impact for organisation. Negative impact for the
organisation is it creates strict and formal culture rules which is avoided and create conflicts in
the organisation.
Masculinity vs femininity:- In this article according to the hofstede's culture dimensions the
masculinity dimension to represent the preference and taste in the society for the achievement,
assertiveness and reward materials for success(Helmreich. and Merritt. 2017.). There are so many
positive impact of the masculinity and femininity for the organisation is if organisation gives
equality to both than it increase the success rate and gives better performance to organisation.
The negative impact for the organisation according to this article is it create so many issues when
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the equality is not given to both the female and male than so many crises is created which affect
the image of the organisation.
2)Agree and disagree point of view for justification.
As a manager I agree on the power distance culture dimension that its important to have power
distance between employees because from maintaining the distance between superiors and
subordinates it gives a power to the person that handle the conflicts and solve the problems of the
employees and from agreed point of view its important to have an understanding between
employees and take every decision as granted.
As a manger I disagree on the masculinity and femininity dimensions because its important to
equality in the work culture it makes them competitive and increase the morale of the other
employees and fill the gape between employees. It gives positive impact in the organisation
because giving equality makes them competitive and it gives the best result to the organisation
and improve the performance of the both male and female(Abdullah. 2017).
3)Suggestion which have to make.
There are some suggestion which have to make for improving the dimensions and culture
of the organisation.
Effective communication:- Its important to have an effective communication in the organisation
because from communication its make good interpersonal relations from which its easy to solve
the conflicts and share the information regarding the work. If the communication is effective
than its easy to work in a team and achieve the goals and objectives. It improves the culture and
dimensions of the organisation and make it effective. It improves the behaviour and nature of the
organisation.
Recognize and Reward values:- From recognizing and giving them reward is a type of benefit
for the employees. Rewards can be given in so many ways such as the mix of pay, bonus, extra
pay, fringe benefits etc. organisation culture and values gives rewards to employees for attract
them and retain employees for doing work. It influences the performance and behaviour of the
employees which motivates them for work.
Team building:- It is a process of turning the individuals in a group for contributing in a project
or task to achieve the goals. For making a positive environment in the team its important to
organised the people and cooperate to meet the needs of the customers. Team building is a way
or collecting people and give them task to achieve the goal together. It creates a positive culture
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of the organisation. From building a team its important to have a contribution and share the
information in team which improves the communication and create a trust between
them(Elsmore. 2017.).
CONCLUSION
The above study summarised that the culture and behaviour of the organisation gives a stability
in the organisation for the employees and its easy for employees to achieve success when it
comes to the employees to completing the task. It concludes some points which are agreed and
disagreed about the culture dimension in the organisation. It shows some suggestion to improve
the quality of the organisation.
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REFERENCES
Elsmore, P. 2017. Organisational Culture: Organisational Change?: Organisational Change?. Routledge.
Helmreich, R.L. and Merritt, A.C. 2017. Culture at work in aviation and medicine: National, organizational
and professional influences. Routledge.
Abdullah, A.B.M. 2017. Cultural Context. In Managing the Psychological Contract (pp. 23-41). Palgrave
Macmillan, Cham.
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