Hofstede's Dimensions: Analyzing a Cross-Cultural Case Study

This case study analyzes the situation of Tom Forest, an executive of an English electronic company, during a meeting with a Japanese electronic firm, highlighting where Tom went wrong in his interactions. It explores how the company can better understand cross-cultural problems using Hofstede's cultural dimensions theory, including power distance, individualism, masculinity, uncertainty avoidance, long-term orientation, and indulgence. The analysis provides advice and recommendations to Tom and his company to resolve cross-cultural issues, emphasizing the importance of understanding communication styles, cultural values, and avoiding frustration. The study concludes with actionable recommendations, such as using Hofstede's theory, practicing active listening, and adopting open communication strategies to foster better international business relations. Desklib offers similar case studies and solved assignments for students.

CASE STUDY

ABSTRACT
The report has been analysed the case study one i.e., Tom Forest which is an executive of
English electronic company. The report has been stated the situation where Tom gone worng at
the time of meeting with member and president of Japanese electronic firm. Further, the report
has been also stated the ways through which they can better understand cross culture problem
using the Hofstede cultural dimension theory. Lastly, proper advise and recommendation has
been given to Tom and its company so that they can resolve this cross-culture problem.

Table of Contents.
ABSTRACT.....................................................................................................................................2
INTRODUCTION...........................................................................................................................4
CASE STUDY — 1.........................................................................................................................4
Where did Tom go wrong?..........................................................................................................4
Ways through which company can better understand cross culture problem..............................5
Supporting above discussion using Hofstede Inter-culture theory..............................................5
Advise to Tom..............................................................................................................................6
CONCLUSION................................................................................................................................7
RECOMMENDATION...................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Inter-culture means the interaction and communication between one or more people of
different culture and religion. This report is based on case study 1 Tom Forest an executive of
English electronic company that want to start a joint venture with a Japanese electronic firm. On
the basis of case study, the report will discuss where the Tom go wrong. The report will also
cover the ways which help the company to better understand the cross-culture problem. Further,
in order to support the discussion, the report will use inter-cultural theories. Lastly, the advice
and recommendation will also be given to Tom so that they can deal with inter-cultural problem.
CASE STUDY — 1
Where did Tom go wrong?
After understanding and analysing the whole case study, it was found out that Tom has
gone wrong in there behaviour at the workplace. It means the frustrated and argued behaviour of
Tom in the meeting was wrong which result into the termination of the negotiations made on the
Joint venture with Japanese firm. At the time when octogenarian past president are
communicating that some features of the plan of Tom are violating its transitional practices, then
in such situation, Tom should listen them carefully rather than giving argument in defence of
their own plan (Chated, Wisetsri and CHAROENSAK, 2020). In this situation, the past president
are communicating their own thoughts loudly without addressing another member present in the
meeting. Also, Hayakawa new president of Japanese firm did not say a single word to defend its
plan which they have develop with the Tom from past few weeks.
After seeing this, Tom get frustrated and started argued with the other member and past
president in order to defend it plans. This is the only situation, where Tom go wrong. It might be
because, the culture of UK and Japan is quite different and people living in this two countries do
not want to compromise with their own tradition. Cross-culture conflict is basically the part of
international business and in order to deal with it, the people should work patiently & calmly.
While, Tom fails to do so which is his biggest mistake in the meeting. Rather than arguing, Tom
can further negotiate or adjust in some of their plan features which are violating Japanese
electronic firm traditions (Chen, Ho and Ahmed, 2020).

Ways through which company can better understand cross culture problem
The different ways with the help of which company such as English electronic firm and
Japanese electronic firm can understand this cross culture problem are as follows:
Understand the communication styles of different cultures: Firstly, the company
dealing with international company should understand that people from different culture
communicates differently. For example, Tom should understand that Japanese people are subtler
which means high-context culture. The meaning of Japanese people statements are different from
what they stated (Xiao and et.al., 2021). So, by clearly communicating after understanding this
difference help the company can temper its communication style as per country culture.
Understanding difference in cultural values: Further, the company should also need to
understand that every country have their own tradition and cultural value with which they can't
compromise. For example, Japanese people value its tradition and culture more, and they can't
compromise with their traditions at all. So, here Tom can understand their emotional and cultural
values in order to further adjust their plan rather than just starting arguing with them.
Develop effective communication style: In order to understand and deal with the cross-
culture problem, the company should develop an effective communication style within their
organization (Kumar, Giridhar and Sadarangani, 2019). For example, English electronic
company have to implement multi-culture communication style within its firm so that each
employee understand other culture values. The impact of which Tom rather than arguing with the
past president can understand its issues.
Avoid becoming frustrated: This last and most significant way with the help of which
the company can better understand cross-culture problem is by avoiding frustration. It means, in
the present case study, Tom rather than showing frustration towards the behaviour of different
culture people can communicate effectively. This is the best way for avoiding dealing with cross-
culture problems.
Supporting above discussion using Hofstede Inter-culture theory
In order to support the discussion on how the company can understand cross-culture
problem, the Hofstede inter-culture theory is best. This theory is best to understand the difference
in culture across countries or cross-culture problem and identify the ways through which
business is done across different countries.

The six dimension of Hofstede Cultural Dimension Theory are as follows:
 Power Distance: The power distance score of Japan is 54 which means the people of
Japan culture respects rank and authority or encourages hierarchy. That's why Hayakwan
does not defend the plan of Tom in front of octogenarian past president. Thus, before
come to any decision, English electronic company and Tom should understand Japan
hierarchical society.
 Individualism vs Collectivism: The individualism score of Japan is 46 which means
Japan is more collectivism society. It means the people of Japan put more focus on group
goals achievement and well-being of the group. While on the other hand, the
individualism score of UK is 89 which means people of UK put more focus on personal
goal achievement. This is another cross culture problem between Japan and UK
(Beugelsdijk and Welzel, 2018).
 Masculinity vs Femininity: The masculinity score of Japan is 95 while the masculinity
score of UK is 66. This means that the people of Japan is concentrated on wealth building
while the people of UK concentrated on improving quality of life. So, it is important for
the English electronic company and Tom to provide high salary to its Japanese employee.
 Uncertainty avoidance: The uncertainty avoidance score of Japan is 92 while UK is
only 35. This means that people of Japan can't tolerate uncertainty and ambiguity while
people of UK can tolerate uncertainty because they are risk taker. Thus, English
electronic company should understand this cross-culture problem.
 Long-term Orientation: The long-term orientation score of Japan is 88 while the score
of UK is 51 (Favaretto, Musse and Costa, 2019). This means people of Japan is focus on
long-term success and people of UK focus on near future and short-term success. This is
also a cross culture problem which have to be understood by company.
 Indulgence: The indulgence score of Japan is 42 while UK is 69 which means that
people of Japan regulates itself as per social norms and people of UK enjoy there life as
per own norms in order to have fun. This is also a cross-culture problem.
Advise to Tom
 Firstly, it is advised to Tom that they should learn about the Japan cultural values and
then adopt the open communication style in order to express own thoughts and

understand other countries people thought. It is because, the people of Japan does not
mean what they say. It is also advisable to Tom that they should recognize and
investigate about the cultural difference arises at the time of using body language and
emotions (Kang and Kwon, 2018).
 Further, it is also advisable to Tom that they should maintain etiquette, patience and react
respectfully with the other culture individuals rather than argued them if they really wants
to continue negotiation of Joint venture with Japanese electronic firm (Kang and Kwon,
2018).
 Practising active listening is also advisable to Tom in order to deal with the cross-culture
problem he faces in meeting with Japanese people. It means Tom should listen first what
octogenarian past president wants to communicate with him rather than started arguing
with them to defend own plan.
 Lastly, it is advisable to Tom that they should work in a group rather than individual in
order to work jointly with Japanese electronic firm (Beugelsdijk and Welzel, 2018). It is
because people of Japan work in group and there main aspect is achievement of group
goals.
CONCLUSION
After summing up the above information, it is concluded that Tom goes wrong at the time
when they start arguing with the members in a meeting in order to defend its plan. The report has
also concluded the way that can used to understand cross-culture problem using Hofstede theory.
Lastly, the report has advised some steps and strategies to Tom so that they can deal with cross-
culture problem.
RECOMMENDATION
 It is recommended to the company and its employees that they should use Hofstede
cultural dimension theory to understand and investigate on cultural difference of different
culture.
 Further, it is also recommended to the company that they should avoid frustration and
practice active listening in order to deal with the cross-culture problem that Tom has
faced in the Japan (Kumar, Giridhar and Sadarangani, 2019).

 In addition, it is also recommendable to English electronic company and Tom that they
should adopt open communication strategy to understand what other culture people wants
to communicate with them.

REFERENCES
Books and journals
Chated, M., Wisetsri, W. and CHAROENSAK, P., 2020. Cross Cultural and Diversity
Management in Globalization. Nimitmai Review Journal. 3(1). pp.1-7.
Chen, S., Ho, W. K. Y. and Ahmed, M. D., 2020. Physical activity and its relationship with life
satisfaction among middle school students: A cross-culture study. Sustainability. 12(17).
p.6932.
Xiao, B. and et.al., 2021. Exploring the relations between parenting practices, child shyness, and
internalizing problems in Chinese culture. Journal of Family Psychology.
Kumar, S., Giridhar, V. and Sadarangani, P., 2019. A cross-national study of environmental
performance and culture: Implications of the findings and strategies. Global Business
Review. 20(4). pp.1051-1068.
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.
Favaretto, R. M., Musse, S. R. and Costa, A. B., 2019. Detecting Hofstede cultural dimensions.
In Emotion, personality and cultural aspects in crowds (pp. 93-103). Springer, Cham.
Kang, M. Y. and Kwon, J. W., 2018. Hofstede cultural dimension measuring through world
values surveys. Asia-Pacific Journal of Business. 9(2). pp.137-152.
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