Dimensions of national culture - Essay Example

Music, theatre, fine arts, language and literature are developed in order to add some color and entertainment in everyday living, as well as improve on communication. Sports and educational syllabuses are also developed for entertainment and improvement of skills. All these facets of life among others keep on changing from one form the other thus enriching culture (Marcus, 1995). All of these developments are recorded for future references in different symbols including writing, drawings, cave paintings or passed from one person to another orally.

As this culture is passed on it is modified through innovation, borrowing from others. Elements like language therefore constantly improve and diversify as time goes by (Cohen, 1985). This paper sets out to analyze the development of national culture and to explain why people within a certain nationality or region typically develop traits that are unique to themselves. The paper looks at how different cultural backgrounds affect persons working within an organization. It also explains the effects impede or support the realizations of the objectives of the said organization.

Elements of Organizational Culture Every nation is renowned for certain things. For instance the vast majority of people of Britain enjoy association football [also known as soccer] whose rules were founded in that country in 1863; very much. This is different when compared to Americans who prefer their own version of football which is closer to the Rugby that is also loved a lot in Britain (Maccambridge, 2004). This same case applies to organizations. According to Hofstede(1980), national culture directly influences organizational culture.

Organizations exist within countries and are therefore influenced by the prevailing culture within them. In his study of national cultural influences he identified four dimensions of culture. These he classified as power distance, uncertainty avoidance, collectivism vs individualism and masculinity vs femininity (Hofstede, 1980). The first dimension, power distance, refers to the difference of power allowed by the society between the highest and lowest echelons of power. A high power difference score means that there is a great difference between the power wielded and the privileges enjoyed by people high ranking individuals and their lower ranking counterparts within the organization (Schein, 2005).

A low score on the other hand means that everybody in the organization enjoys almost equal rights to anybody else (Schein, 2005). The measure of power distance in different nationalities revealed that countries such as Australia, Austria, Denmark and Israel had some of the lowest power distance levels while sub-Saharan African and Malaysia among others had the highest (Hofstede, 1980). The second one uncertainty avoidance refers to extent of anxiety about the unknown in a society. In cultures where there is strong uncertainty avoidance, people prefer operating with explicit rules and laws that govern labor and social relations.

Employees in this system tend to keep the same job for long since they feel less uncertain about the future and feel strongly that the rules guarantee their rights. The societies with weak