Importance of Hofstedes Cultural Dimension - Coursework Example

Essay Introduction This paper looks at presenting the Hofstede’s Cultural Dimension which has a role in identifying the culture which is present in the organization and highlights the manner in which the organization will act. The report will look at discussing the cultural framework with reference to Hofstede’s Cultural Dimension. This will be followed by an analysis of my own cultural scores and the cultural dimension which I denote. In addition to it the report will follow a recommendations regarding the different dimensions of Hofstede’s and the manner in which changes is required so that better performance can be achieved and the culture is easily accepted within the organization. Discussion of cultural frameworks The Hofstede’s Cultural Dimension identifies the cultural dimension which the organization has based on five dimensions. All the five dimensions are applicable to all organization and the model looks to examine whether the organization ranks high or low on the particular dimensions thereby helping to find out the culture which the organization has. The cultural dimensions which have been identified is as (Hofstede, 2013) Power Distance Individualism Masculinity Uncertainty Avoidance Long Term Orientation This model looks at determining the organizational trait which is present in the organization and the manner in which different dimensions helps or creates problem in carrying out the different organizational function. The process helps to identify the organizational culture which is present within the organization and provides an opportunity for the other players to determine the cultural strategy they need to adopt to ensure better integration of culture so that the different objectives can be achieved in the best possible manner (Tushman, Newman & Nadler, 2008). The working style and model which has been adopted by the organization will help to determine the working style and will help the others to understand the culture which has been highlighted within the employees. Since, the model looks to identify the five dimensions and helps to understand whether the scores which are achieved are high, low or average it provides an opportunity through which business can make changes in their strategy. This model also helps to make the required cultural changes and facilitate a process through which the working culture can be identified (Ross & Eeden, 2008). This will help to understand the working culture and if the working culture doesn’t matches with the organizational culture of another organization then changes have to be made so that better acceptability becomes possible and the process fetches maximum reward. My cultural background and discussion of my cultural scores The different cultural scores which I have received based on the five dimensions which are power distance, individualism, masculinity, uncertainty avoidance, and long term orientation are 34.7%， 38.7%， 44.9%， 36.7%， 42.9% respectively. The different scores helps to understand the manner in which different dimensions have been achieved and helps to identify the culture which I have. The details are as Power Distance: The scores suggest slight low power distance suggesting that the cultural trait which is denoted is one where the person is more democratic and accepts power which is distributed. The score suggest that I have a low power distance and is more consultative and look to arrive at solutions through discussions. Individualism: The score suggest a low score which states that I look at working for individual goals rather group goals. The culture represent that personal achievement is given a slight more preference and I am expected to stand up for mu family and choose own affiliation. The score also denotes extended family relations and loyalty. Masculinity: The score resembles an average score where preference towards masculinity is high. This will result in reflecting qualities like competitiveness, assertiveness, materialism, ambition and power. The culture also reflects that the different between gender roles are very dramatic which at times results in being taboo. Since, the result is more towards an average score so the risk with this regard reduces and resembles a mix of both culture which will ensure better reforms. Uncertainty Avoidance: The score states that the score is slightly on the lower side stating that I look towards minimizing uncertainty which thereby results in reducing anxiety. Steps are taken to reduce the risk arising from changes and if changes are taken appropriate steps are taken to ensure that the changes can be made and adjusted accordingly. The people in uncertainty avoidance feel secure in situation where the degree of uncertainty is low and is less tolerant towards changes Long Term Orientation: The score suggest an average score which states that the orientation is more towards short term and looks at achieving the short term goals in comparison to the long term goals. The preference is more towards pragmatic solutions and looking to achieve the goals over a short period of time. This will thereby help to foster a culture which looks at short term instead of long term. The different cultural score which I received thereby highlight the cultural dimension which I have. This will help to facilitate a process and understanding other culture will also help to ensure that the differences are removed. The process will help to bring the required changes in the manner different business decisions are taken and will also help to understand the manner in which I will be able to mix with people from other culture. This will thereby help to facilitate and develop a process which will be aimed towards maximizing the gains and reducing the cultural differences which is present among different cultures. Recommendations on cross-cultural management The process of dealing with people from different culture requires understanding the culture and removing the differences which is present among the culture. This can be achieved by properly analysing and understanding the cultural differences and dealing with those differences in a positive manner. This will help to foster a culture which will be aimed towards removing the differences and creating an environment where people are able to mix and work freely so that the different goals can be achieved in the best manner (Smith, Misumi, Tayeb, Paterson & Bond, 2009). This will help to ensure that the resources are used in the best possible manner and will reduce the gap which is present among the different culture. While dealing with a person who has a strong cultural background and is from Australia needs to identify the culture score which the person has based on different dimensions like power distance, individualism, masculinity, uncertainty avoidance, and long term orientation. This needs to be matched with the cultural score which China has based on the same dimensions i.e. power distance, individualism, masculinity, uncertainty avoidance, and long term orientation. After identifying the manner in which the different dimensions differ steps need to be taken to reduce the differences so that appropriate steps can be taken through which a better environment can be developed. The culture which people of Shanghai demonstrate is somewhat different and prefers to have people who are soft spoken. The people while looking to communicate also prefer towards being direct and dealing with the point on the matter. The people of Shanghai further prefer to solve problems by directly dealing with the issues and look at solving the mater on hand. The people are further direct to the point and don’t prefer to delay things. The culture thereby looks at being more practical and dealing with the actual situation in hand The process of dealing with cultural gap will require creating a hypothetical situation or undergoing the required training as an expatriate. This will help to fill the gap which is present and will provide an understanding of the cultural gap. The training provided as an expatriate will also be beneficial as it will help to create an environment where the gap can be indentified and understood. This will help to remove the differences and provide a framework where better cultural integration will take place. The situation also requires that no steps should be taken which goes against the culture of another country. This will require being careful and looking at the cultural aspect in a proper manner so that the steps which are taken which will help to remove the cultural gaps (Thompson & Luthans, 2010). This will also help to create a culture which looks at reducing the gap and bringing the different culture together and near to each other. Organizational culture further helps to distinguish each organization from other based on cultural differences which thereby helps the management to find out ways through which relationship can be established. This facilitates in the development of better relationship between colleagues, employees, customers, management and others (Ralston, Hallinger, Egri & Naothinsuhk, 2005). This thereby ensures that the organization is able to use the different resources positively and contribute towards the long term success of the organization. This thereby helps to ensure that a code of conduct is developed which will act as a guideline and ensure that the employees look to work under the rules which have been prescribed. Thus, dealing with the different areas and focusing on areas through which cultural gaps can be reduced will help to ensure better cultural integration and will reduce the cultural gap which is present. This will thereby foster a positive environment and will help to work in a better and coordinated manner. Conclusion The report thereby presents the Hofstede’s Cultural Dimensions and its applicability to organization. This is followed by an analysis of my own cultural scores and the cultural dimension which I denote. In addition to it the report follows a recommendations regarding the different dimensions of Hofstede’s and the manner in which changes is required so that better performance can be achieved and the culture is easily accepted within the organization. This will thereby help to reduce the cultural gap and foster a positive environment through which better business results are achieved Reference List Hofstede, G. (2013). Hofstede’s Cultural Dimension. Retrieved on September 10, 2014 from http://www.mindtools.com/pages/article/newLDR_66.htm Ralston, D., Hallinger, P., Egri, C. & Naothinsuhk, S. (2005). The effects of culture on work place strategy of upward influence. University of Bangkok, Elsevier Inc Ross, W. & Eeden, R. (2008). Relationship between motivation, job satisfaction and corporate culture. Journal of Industrial Psychology, 34 (1), 143-157 Smith, P. B., Misumi, J., Tayeb, M. H., Paterson, M., & Bond, M. H. (2009). On the generality of leadership style across cultures. Journal of Occupational Psychology, 30, 526-537. Thompson, K. R., & Luthans, F. (2010). Organizational culture: A behavioral perspective. In B. Schneider (Ed.), Organizational Climate and Culture (pp. 319-344). San Francisco: Jossey-Bass. Tushman, M. L., Newman, W. H., & Nadler, D. A. (2008). Executive leadership and organizational evolution: Managing incremental and discontinuous change. San Francisco, Jossey-Bass. Read More