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Hofstede’s dimensions of culture
Hofstede’s dimensions of culture
Hofstede’s dimensions of culture
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Introduction
In inquiring on theoretical framework to serve as the base for the research and analysis at the core of our dissertation it is crucial to comprehend the construction and the element directing the theory we are adopting for months to come. Stewart, Harte and Sambrook (2010, p223) have determined the relation that the theory plays with the evolution of the research process and its designer “In summary then the concept of theory is inextricably connected to notions of science that, in origin at least, refers to investigating the world according to a set of rules and principles.” Those rules and principles will be the guide and limitations to direct the inquisition once adopted and accepted by the authors and its advisors the dissertation will be bound to follow the direction set by the theoretical framework. We will establish the foundation of our paper and setting two main paradigms and further decide which one will be the more pertinent.
Theoretical framework
Easterby-Smith, Thorpe and Jackson (2012) have exposed the foremost epistemological methods centered on positivism and social constructivist, the latter component will be the approach retain to inspire our research. Form this model we must develop a theoretical framework in relation with the subject of our dissertation, we will investigate the influence of Hofstede’s cultural dimensions (Hofstede, 1980) on organizational learning inside SME in China. Learning is an individual and collective process that encompasses different realities, multiple experiences, and distinctive perspectives need to be assembled in a consolidation of quantitative and qualitative methods. This is in complete harmony with the constructivist position detailed by Easterby-Smith, Thorpe ...
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... the aspect of organizational learning. Being aware of the future weight of those elements we required the intervention and guidance of our peers and scholars to provide a much-needed opinion regarding the relevance of the concept and theoretical feature of our future study.
Conclusion
Philosophical paradigm are the soil in which the rest of the production of the dissertation will take roots, the second phase in the adoption of a theoretical framework to help design the methodology and methods that will serve as the skeleton determining the composition of the research. At this point we established a tentative approach to create a bilateral framework enclosing the two main aspects of our project, cultural dimensions and organizational learning. Hopefully some criticisms and suggestions will materialize assisting us to preserve a final version of those components.
These disiplies are important in establishing a learning organization because in a growing environment, it is important to provide “creative thought process” feel. Concepts, ideas, and solutions should be discussed and available to everyone. Learning organizations set us free. Employees are allowed to express their ideas and challenges which contribute to a more efficient work environment. A learning work environment that incorporates these 5 disciplines can create the desired results where people and the organization will be equally
In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization," which he defines as "an organization that is continually expanding its capacity to create its future." A learning organization excels at both adaptive learning and generative learning.
This essay gives a basic idea of what organizational culture is, and emphasis on the controversial issues of managing organizational cultures. As there are various definitions for organizational culture, and none of them are universally agreed. Therefore, for an easier understanding by readers, the definition of organizational culture given in this essay focusing on levels of culture, and will be discussed t together with Schein's(1983) framework. Before talking about managing organizational cultures, the types will be introduced first. Because, there are some descriptions about managing different types of organizational cultures, in the following content.
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
The learning organization is the opposite of the traditional organization. It believes that there is always a better way to do things, it listens to those who work within the company, utilizes a systems approach, is orientated towards people and ideas, prevents problems, quality and customer-service is essential, and accountability to the team is essential (Anderson, 2003). The lear...
The study of any particular science involves embracing particular and specific ontology, epistemology and methodologies that are different from each other. Ontology is the concept that defines and explains the essential types of truth (Blaikie 2009). Every field of science constitutes its own ontology and in most cases two types of ontology exists: formal ontology and domain ontology (Blaikie 2009). Formal ontology type of research always postulates something general related to reality while on the other hand domain ontology postulate something specific with regard to different types of truths (Blaikie 2009). On its part epistemology constitute a science concept that defines how human and the general population of the world know and reason the particular truth. The two concepts are differentiated by particular assumptions that are associated with each of them. For instance assumptions associated with ontology include: shallow realist, conceptual realist, cautious realist, depth realist and idealist (Blaikie 2009). On the other hand assumptions related to epistemology include: empiricism, rationalism, falsificationism, neo-realism and constructionism (Blaikie 2009). Therefore the purpose of this essay will be to define objectivism and inteprativism as related to ontology, define positivism and interpretavism as related to epistemology, explain how ontology and epistemology are linked and how they influence each other, before lastly looking at how important ontology and epistemology are.
In this part, the author's philosophical assumptions latent beneath the methodology and method. This ...
Culture is the characteristics and knowledge of a particular group of people, defined by everything from language, religion, cuisine, social habits, music and arts (Zimmermann, 2015). In this report, aspects of Hofstede’s dimensions and Handy’s model are used to study one of the most important organizations in Oman, which is Petroleum Development Oman (PDO). The cultural dimension theory of Geert Hofstede describes the effects of an organization culture on the values of its members, and how these values relate to behavior, using a framework derived from factor analysis. Charles Handy is a leading authority on organizational culture where he defined four different types of culture in his model (Power, Role, Task and Person culture).
It is a “pattern of beliefs, values and learned ways of coping with experience” (Brown 1994) that manifests itself into three layers: artefacts at the shallowest, values and beliefs in the middle and basic assumptions at the deepest. It is inseparable from the organisation that cannot be easily manipulated as it is fundamentally non-unitary and emergent. Finally, organisational culture is important as it is one of the main determinants as to whether a firm can enjoy superior financial and a comparative advantage over firms of differing cultures.
According to Schein, “culture can be defined as a pattern of basic assumptions that are discovered by a given group, learns to cope with its problems of external adaptation and internal integrations, worked well to be considered valid” (21). This definition explains that culture is created when a group comes together and solves problems that might arise in a business setting. He also talks about the different levels of culture as well. The levels of organizational culture are observable artifacts, values, and basic underlying assumptions. Schein concludes with saying that organizational culture is a complex phenomenon and there needs to be a different and more reliable way of measuring organizational culture as compared to using the basic definition of
Organization is a group of people working together to achieve common goals. While doing so organizational learning takes place. Organizational learning is the process of collective education in an organization that has the capacity to impact an organization’s operations, performance and outcomes. It occurs in all organizations and it reflects how individuals, teams and organization learn and transform. Organizational learning demands individual learning and it also helps employees become more creative think critically. If an organization wants to be successful and stay competitive, organizational learning is one of the best ways to do it by bringing some changes to leadership style, culture, communication systems, and technology and organizational learning can become an integral part of any company. “Organizational learning is one of the vital sources in order to achieve competitive advantage in strategic management.” (Allameh & Moghaddami, 2010)
Organisation must be aware that learning is necessary before they can develop into a Learning Organisation. This may seem to be a strange statement but this learning must take place at all levels; not just the management level. Once the company has expected the need for change, it is then responsible for crating the appropriate environment for this change to occur in.
If a company try to enter in a foreign market, what can not be avoided is the culture differences. According to Greet Hofstede 's Cultural Dimensions, there are five dimensions of culture, which are power/distance(PD), individualism(IDV), masculinity(MAS), uncertainty/avoidance index(UAI), long term orientation(LTO). PD is the extent to which the members of organizations have less power who accept and expect that the unequal power. It suggests that a level
Before a resolution or explanation of a concrete problem, a research problem has to be established. Certainly, unraveling and explaining the problem of the research does not necessarily resolve or answer the problem. A research problem does not necessarily change something in the real world once the problem is solved; instead, resolving the research problem permits the researcher to discover more ab...
Positivism is working with an observable reality. Research can produce laws. Results can be generalised, similar to those produced by natural scientists.