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Hofstede's four cultural dimensions
Hofstede's cultural dimensions theory thesis
Introduction to Hofstede's cultural dimension
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Hofstede 's cultural dimensions’ theory is a framework for cross-cultural communication, developed by Geert Hofstede. It describes the effects of a society 's culture on the values of its members, and how these values relate to behavior, using a structure derived from factor analysis. [1] In 1965 Hofstede founded the personnel research department of IBM Europe (which he managed until 1971). Between 1967 and 1973, he executed a large survey study regarding national values differences across the worldwide subsidiaries of this multinational corporation: he compared the answers of 117,000 IBM matched employees’ samples on the same attitude survey in different countries. He first focused his research on the 40 largest countries, and then extended it to 50 countries and 3 regions, "at that time probably the largest matched-sample cross-national database available anywhere." [2] As you know we are in a competitive world, to be competitive in the global market business should give priority for diversity in demography and culture. Diversity in the work place a key for any business success. AS we have seen in the example IBM corporation a pioneer valuing and appreciating its diversity workforce. So company needs Femininity index. Masculinity vs. femininity (MAS): In this dimension, masculinity is defined as “a preference in society for achievement, heroism, assertiveness and material rewards for success.” Its counterpart represents “a preference for cooperation, modesty, caring for the weak and quality of life.” Women in the respective societies tend to display different values. In feminine societies, they share modest and caring views equally with men. In more masculine societies, women are more emphatic and competitive, but notably less emphatic than the men. In other words, they still recognize a gap between male and female values. This dimension is frequently viewed as taboo in highly masculine societies.
Geert Hofstede, Culture’s Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Second Edition, Thousand Oaks CA: Sage Publications, 2001
Geert Hofstede performed the most lauded research on The Dimensions of Culture theory. His findings and the model that he created were outlined in his 1980 book “Cultures Consequences.” The work was met with both acclaim and disregard from fellow academics. Hofstede’s work is generally quoted and cited without any hesitation even today and his model is still widely used the main guideline for dealing with human resources from a cultural perspective.
The first of the four dimension of Hofstede’s theory of national culture is power distance. Hofstede stated that, ‘the essential issue involved, to which different societies have found different solutions, is human inequality’ (1980; 92). An outstanding aspect of inequality is the amount of power each individual exercises or can apply over others with power being illustrated as the amount in which an individual is able to impact other individual’s thoughts and performance (Hofstede, 2015). Within societies, inequality in power is expected. This inequality in power is typically characterized in hierarchical employer-employee relationships. Power distance, is the degree that less powerful members of organizations inside a nation anticipate and
Berteaux, John, and Gerrald D. Doppelt, ed. Dimensions of Culture 1: Diversity. New York: McGraw-Hill Companies, 1998.
Having diversity in the workplace allows for greater growth within a company due to the different opinions and perspectives of people from all walks of life. To remain competitive, many companies are being advised to recruit, develop and retain men and women of all different backgrounds, ages and races (Cox and Blake, 1991). By doing this and also accommodating the needs of their demographically diverse workforce, companies will become much more appealing places to work therefore reducing turnover and absentee
Before I started reading on Geert Hofstede I found Kluckhohn and Strodtbecks value orientation questions to be quite interesting. Each question had three possible responses, in which I went over all of them and saw where I stood for each response. I thought their suggestion that all cultural groups answer these questions to more understand peoples cultural differences was an interesting way to go about doing this. To better understand my cultural differences and where I stood with these questions, I will quickly go over each one. The first question being “what is human nature?”, which I said a mixture of good and evil. The second question “what is the relationship between humans and nature?”, which I said human dominate. The third question
Businesses that promote diversity in today's global marketplace are better able to attract and retain the best talent. Employing a diverse workforce allows a company to utilize the potential within the job market to its fullest and contributes to overall economic growth and prosperity. Differences among co-workers should not divide a workplace. Rather, differences among co-workers should be used to foster creativity and innovation, thereby driving profitability and business success.
A diverse workforce more closely reflects the global marketplace that the organization competes in. With the growing number of Asian, Hispanic and other minority populations, it makes sense for companies to promote and strive for diversity in the workplace. By doing this, businesses create the very conditions needed to produce more creative outcomes to the problems and challenges they will be faced with.
Cultural Differences in Hofstede’s Six Dimensions According to Professor Geert Hofstede, dimensionalizing a culture requires a complex analysis of a multitude of categories including differing nations, regions, ethnic groups, religions, organizations, and genders. Hofstede defines culture as "the collective programming of the mind distinguishing the members of one group or category of people from another". Throughout his many years of contribution as a social scientist, he has conducted arguably the most comprehensive study of how values in the workplace are influenced by culture, leading to the establishment of the Six Dimensions of National Culture. From this research model, the dimensions of Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long Term Orientation, and Indulgence are defined according to their implication on individual countries, which when comparatively examined provide a broad understanding of cultural diversity as it relates to the workplace. Identification and Definition of the Six Dimensions In initially defining each of Hofstede's dimensions, a foundational understanding of the six categories is established, from which a greater understanding of different cultures can be built off of.
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
Basically, Hofstede’s cultural dimension is divided into five dimensions along which national culture could be described: power distance (PDI), individualism-collectivism (IDV), masculinity-femininity (MAS), uncertainty avoidance (UAI) and long-term orientation versus short-term normative orientation (LTO).
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
How do personal values shape culture, and how does culture affect our understanding and interpretation of seemingly ordinary things?
Hofstede, G . (1983). The cultural relativity of organizational practices & theories. Journal of International Business Studies ,14 (2), 75-89.
The importance of diversity in the workplace that it can aid in a competitive framework