Cultural Dimensions in Study Skills: A Report on Hofstede's Model

This report critically evaluates the application of Hofstede's cultural dimensions—power distance, individualism, collectivism, masculinity/femininity, and uncertainty avoidance—in the context of study skills and organizational behavior. The report examines how these cultural dimensions influence business environments, employee behaviors, and organizational structures. It justifies the relevance of collectivism, individualism, and gender dynamics, while disagreeing with the emphasis on uncertainty avoidance in today's innovative landscape. The author suggests organizations embrace risk, foster innovation, and promote gender equality. The report also emphasizes the need to understand and respect employee values for a positive work environment. Additionally, it recommends organizations research the country's business culture before implementing changes and adapting to a globalized environment.

Study skills

Table of Contents
INTRODUCTION...........................................................................................................................1
Critically evaluate the suggestions made in the article on Hofstewhich cultural dimensions....1
Justification.................................................................................................................................2
Suggestions.................................................................................................................................3
CONCLUSION ...............................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Culture is the big concern for the company to handle in the certain situation. Study skills
or study strategies are most effective and concerning values to bring new working opportunity
for an individual person and organisation. Study skills or knowledge is very useful at some level
of time to bring new opportunity or goals. Present study based on study skills where report
discussed about organisational behaviour and cultural issues that affect the business into directly
or indirectly manner.
Critically evaluate the suggestions made in the article on Hofstewhich cultural dimensions.
As per the article mentioned about the organizational behaviour that affect directly or
indirectly to the company environment with their uncertain changes and growth (Al Saifi, 2015).
Article is the main long lasting goals and making good outcomes from the betterment of study
and goals.
Hofstewhich model basically distinguishes cultures according to five dimensions which is
power distance, individualism, collectivism, masculinity/femininity, uncertainty avoidance and
long or short term orientation.
Power Distance
Power distance has been defined as the extent to which the less powerful members of
organizations and institution. For example : US business environment has adopted forms of
management (Beugelsdijk and Welzel, 2018). US management is the kind of participative
management under which both supervisors and subordinates are of equal terms. But on the same
side, Arab power distance is higher than compare to others. This cultures with high power
distance tend to be more hierarchy.
There are two types of power distance small power and large power distance. In small
power distance subordinates are expected to be consulted and with large power distance
subordinates expect to be told what to do. In small power distance, corruption are rare but in
large power distance corruption are frequent.
Uncertainty Avoidance
Uncertainty avoidance is not the same as risk avoidance because it deals with a society
tolerance for ambiguity. As per the article mentioned uncertainty avoidance define the society
perspective towards the uncertainty and ambiguity. Culture who sustained in the high uncertainty
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they easily avoid risk taking (Desmarchelier and Fang, 2016). Organisation who follows this
they should need to ensure that employees has to be followed the same and not deviated from
accepted standards.
In contrast, culture who surrounds with less uncertainty avoidance for an example:
Canada they believe on the innovation to achieve the set standards and objectives.
Individualism vs. Collectivism
It is fact that culture of a country affect the business culture directly or indirectly.
Individualism is the right of an individual which is also helps to make the good outcomes and
long lasting behavioural goals. On the other hand collectivism has always based on group and all
decision making approach is taken by the group members.
Masculinity-femininity
Masculinity and femininity is both different term which refers to the distribution of
values between the genders which is another fundamental issue for any society (Laforet, 2016).
Both females and males are having different values and goals towards the concept of thinking.
Justification
I agree on the collectivism and individualism factor because collectivism is more
beneficial for society and organisation to get the good outcomes and growth. In collectivism
harmony should always be maintained and effectively working. Collectivism is always work
with group on the same goal. In present business environment collaboration play a most crucial
role in order to achieve the best outcomes and business goals.
I also agreed on the dimension femininity and masculinity, in present days both females
and males are working in the same pace (Minkov, 2018). It is very necessary for the organisation
to have both male or females in the same ratio to build a positive culture. I also agreed on the
statement of Hofstewhich that organisation values are different from individual values. Besides,
for that it is must for leader to understand and maintained the gap between company or
employees and ensure their satisfaction.
I disagree on the dimensional factor which is uncertainty and avoidance. In present time
innovation and new development is very much required for both organisations and country to
developed in more rapid manner.
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Suggestions
As per the above discussion, organisation or country both needs to build up the new
changes towards the positive cultural behaviour. For organisations, it is very much necessary to
take risk and develop innovative product or services. On the same side, country also need to take
policies to diminish the differences in male or females in order to develop the new managerial
goals and objectives (Minkov and et.al., 2018). Besides, to build up the positive culture,
organisation also need to adopt some motivational theory and application to encourage
employees performance. In terms of business influences, before launching new services or
products company has to build up the new goals and objectives to make the new positive
environment.
Create a respectful workplace for all employees in order to provide rewards, appreciation
and award given ceremony.
Hofstewhich model of culture must be reinvented with new research and defining the
new cultural values and growth. Beside, it also recommended that organisation should need to
research the country business culture before taking any action plan or steps to make the goods
changes (Minkov and et.al., 2018). As per the Hofstewhich organisations who become a global
player need to adopt different environment and changes that affect business in both positive and
negative manner.
As per the statements, it has been defined that culture of employee are depends on their
values. For that, company needs to understand the vales of employees and give respect to them to
get the good working environment. It is very necessary for the organisation to make the long
lasting goals and take the best plan to handle the chances.
CONCLUSION
As per the above report it has been concluded that, organisation culture is made up from
individual values and company values which has been change in frequent manner. Present report
discussed the four dimensions of Hofstewhich mode. On which study justified agree or disagree
statement.
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REFERENCES
Books and Journals
Al Saifi, S. A., 2015. Positioning organisational culture in knowledge management
research. Journal of Knowledge Management. 19(2). pp.164-189.
Beugelsdijk, S. and Welzel, C., 2018. Dimensions and dynamics of national culture:
Synthesizing Hofstede with Inglehart. Journal of Cross-Cultural Psychology. 49(10).
pp.1469-1505.
Desmarchelier, B. and Fang, E.S., 2016. National culture and innovation diffusion. Exploratory
insights from agent-based modeling. Technological Forecasting and Social Change. 105.
pp.121-128.
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development. 23(2). pp.379-407.
Minkov, M., 2018. A revision of Hofstede’s model of national culture: old evidence and new
data from 56 countries. Cross Cultural & Strategic Management, 25(2), pp.231-256.
Minkov, M. and et.al., 2018. A reconsideration of Hofstede’s fifth dimension: new flexibility
versus monumentalism data from 54 countries. Cross-Cultural Research. 52(3). pp.309-
333.
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