...Hofstede Model of Cultural Dimensions The main part of Prof. Geert Hofstede’s study or Model of Cultural Dimensions is “how values in the workplace are influenced by culture.” From 1967 to 1973 Prof. Hofstede collected and analyzed data base of employees value scores. Actually this data was collected by IBM from more than 70 countries. The total number of countries was divided into 3 parts to make the analysis easy. In first part they considered largest 40 countries to analyze data. Then he extended the analysis to remaining 40 countries and 3 regions. Based on IBM study replications and extensions, international population and cultural factors includes 74 countries for Prof. Geert Hofstede’s ranking scores from 2001. The four primary Dimensions of Hofstede’s Model to assist in differentiating cultures are: Power Distance – PDI, Individualism – IDV, Masculinity – MAS, and Uncertainty Avoidance – UAI Additional fifth Dimension developed after study with Chinese employees and managers and applied for 23 countries- Based on Confucian dynamism (Long-Term Orientation – LTO) The dimensions are related to the other country, cultural, and religious paradigms. About Hofstede (Small Biography) Name: Gerard Hendrik Hofstede Dutch organizational sociologist Studied: the interactions between national cultures and organizational cultures Date of Birth: 3 October 1928 Place of Birth: Haarlem Work: Author of several books including Culture’s Consequences and Cultures and Organizations...
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...Identify and describe the 5 dimensions of culture according to Hofstede. Individualism/collectivism - In individualistic societies, the stress is put on personal achievements and individual rights. Individuals have a high-degree of self-respect and focus on what is best for them (Blanchard & Thacker, 2010). People are expected to stand up for themselves and their immediate family, and to choose their own affiliations. In contrast, in collectivist societies, individuals act predominantly as members of a lifelong and cohesive group. The group comes first and the decision-making is usually a group effort. Uncertainty orientation is a society's tolerance for uncertainty and ambiguity. People in cultures with high uncertainty avoidance tend to be more emotional and try to minimize the occurrence of unknown and unusual circumstances. They tend to proceed with careful changes step by step planning and by implementing rules, laws and regulations. In contrast, low uncertainty avoidance cultures accept and feel comfortable in unstructured situations or changeable environments and try to have as few rules as possible. People in these cultures tend to be more pragmatic and are more tolerant of change (Blanchard & Thacker, 2010). Goal orientation motivates the person in the culture where aggressive behavior is focused on winning at all costs and passive goal behavior is focused on relationships (Blanchard & Thacker, 2010). The Power orientation is the degree with which people accept...
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...ANALYSIS OF THE CULTURE OF AN ORGANIZATION The Student’s Name The Name of the Class Professor The Name of the University The city and State where it is Located The Date Contents 1.0 Background to the Organization...........................................................................................4 2.0 Theoretical Framework.........................................................................................................5 3.0 Discussion of Central Topic..................................................................................................8 4.0 Conclusions and Recommendations.....................................................................................13 References..................................................................................................................................14 List of Figures Fig: 2.0 Diagrammatic representations of Hofstede’s cultural dimensions...............................7 AN ANALYSIS OF THE CULTURE OF AN ORGANIZATION 1.0 Background to the Organization Organization culture is a predominant aspect of an organization’s internal environment Azhar (2003). Culture, to some extent, influences performance and efficiency in an organization Rousseau (2000). Every organization has its unique culture that differs from that of other corporate Schein (2004). For purposes of this report I chose IKEA group, I will conduct an in-depth analysis of its culture using the appropriate...
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...Geert Hofstede said “culture is the collective programming of the mind which distinguishes the members of one group or category of people from another.” Culture is an important factor in Business, cultures will differ from one another and its hard to compare, this makes it difficult for managers of multinationals to be able to be knowledgeable about these cultures and how they can put this into practice when dealing with organisational structures and processes. From a young age a child will start to develop work related values, this can be picked up from their parents and each child’s values will depend upon their culture. From this the child will then grow up and enter the working world with their values still being used, this can cause clashes within business as different cultures will have different values. Originally working for IBM, Hofstede sent out a questionnaire to 117,000 people. The aim of the questionnaire was that they wanted to find out how to manage subsidiaries and how culture impacted this. IBM was aiming to find out if they had to be different. In Hofstedes original theory he developed four dimensions; Indivusalism/Collectivism, Masculinity, Power Distance and Uncertainty Avoidance. Individualism is the extent to which people define themselves as individuals or part of a larger group, which would normally come under as countries such as the United States. Individualism consisted of decision-making, reward systems, ethics and organisational concern....
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...Methodological Issues Subunit 1 Conceptual Issues in Psychology and Culture 12-1-2011 Article 8 Dimensionalizing Cultures: The Hofstede Model in Context Geert Hofstede Universities of Maastricht and Tilburg, The Netherlands, hofstede@bart.nl Recommended Citation Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture, Unit 2. Retrieved from http://scholarworks.gvsu.edu/orpc/vol2/iss1/8 This Online Readings in Psychology and Culture Article is brought to you for free and open access (provided uses are educational in nature)by IACCP and ScholarWorks@GVSU. Copyright © 2011 International Association for Cross-Cultural Psychology. All Rights Reserved. ISBN 978-0-9845627-0-1 Dimensionalizing Cultures: The Hofstede Model in Context Abstract This article describes briefly the Hofstede model of six dimensions of national cultures: Power Distance, Uncertainty Avoidance, Individualism/Collectivism, Masculinity/Femininity, Long/ Short Term Orientation, and Indulgence/Restraint. It shows the conceptual and research efforts that preceded it and led up to it, and once it had become a paradigm for comparing cultures, research efforts that followed and built on it. The article stresses that dimensions depend on the level of aggregation; it describes the six entirely different dimensions found in the Hofstede et al. (2010) research into organizational cultures. It warns against confusion with value differences at the individual...
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...INTERESTED IN IT My focus country this semester is Germany. The German culture I believe is responsible for their success even after being beaten and bankrupt in two world wars. I chose dimensions of culture to help me investigate the differences in culture between Germany and other European countries who are struggling. EXPLANATION OF THE KEY TERM According to Satterlee (2014, p. 43) “The dimensions of culture may be categorized as Communication, Religion, Ethics, Values and Attitudes, Manners, Customs, Social Structures and Organizations, and Education”. In the late 1960s and early 1970s an IBM sociologist named, Geert Hofstede, studying the diversity of his company, concluded that aside from individuals, a country can have a culture or personality that can be scored and compared with other countries. His theory of cultural dimensions includes only five categories: Power distance, Individualism, Masculinity, Uncertainty Avoidance and Long Term Orientation (Dimensions of national cultures, 2015). MAJOR ARTICLE SUMMARY The article I selected is from the December, 2011, issue of the journal Online Reading in Psychology and Culture: International association of Cross-Cultural Psychology. The article is titled, ‘Dimensionalizing Cultures: The Hofstede Model in Context’ by Geert Hofstede. The article begins with Mr. Hofstede describing his work at IBM. In the 1967 to 1973 time period, Mr. Hofstede was given access to a large database of 100,000 surveys from IBM and...
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...ANALYSIS OF THE CULTURE OF AN ORGANIZATION The Student’s Name The Name of the Class Professor The Name of the University The city and State where it is Located The Date Contents 1.0 Background to the Organization...........................................................................................4 2.0 Theoretical Framework.........................................................................................................5 3.0 Discussion of Central Topic..................................................................................................8 4.0 Conclusions and Recommendations.....................................................................................13 References..................................................................................................................................14 List of Figures Fig: 2.0 Diagrammatic representations of Hofstede’s cultural dimensions...............................7 AN ANALYSIS OF THE CULTURE OF AN ORGANIZATION 1.0 Background to the Organization Organization culture is a predominant aspect of an organization’s internal environment Azhar (2003). Culture, to some extent, influences performance and efficiency in an organization Rousseau (2000). Every organization has its unique culture that differs from that of other corporate Schein (2004). For purposes of this report I chose IKEA group, I will conduct an in-depth analysis of its culture using the appropriate...
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...Hofstede’s Cultural Dimensions US vs. India by Edward A. Molnar January 19, 2013 Abstract This article acknowledges the six dimensions of Hofstede’s theory of cultural dimensions, and defines five of them for a comparison between the United States and India. This article shows for the most part, the definitions of Hofstede’s cultural dimensions are correct, but the article did identify some ambiguities while making the comparisons. Finally, future areas of possible research were identified that would assist in the removal of the ambiguities. Hofstede’s Cultural Dimensions US vs. India Geert Hofstede’s theory of cultural dimensions was a result of an analysis of a world-wide survey of employee values by IBM in the 1960’s and 1970’s. This theory describes the effects of a society’s culture on the values of that culture’s members and how those values relate to behavior. This is accomplished by using a structure resulting from factor analysis (Hofstede, 2011). This theory has been used as an example for several fields, particularly in cross-cultural psychology (Hofstede, 2011). Geert Hofstede’s original cultural dimensions theory had four dimensions from which cultural values could be analyzed. These four dimensions were: (a) individualism versus collectivism (IDV); (b) uncertainty avoidance (UAI); (c) power distance (PDI); (d) masculinity versus femininity (MAS). While Hofstede was performing research in Hong Kong he added the fifth dimension, long-term orientation...
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...1799 1799 ‘How are the concepts of culture and leadership linked?’ Introduction: This literature review will make use of four pieces of academic work to discuss how the concept of culture can intrinsically affect leadership. The literature finds that the link between culture and leadership is an important, yet complicated relationship. I will begin by discussing and defining the central concepts of culture and leadership. I will then explain and analyse the significance of culture upon leadership. Finally I will review Hofstede’s cultural framework to assess its significance and relevance to the topic at hand. Culture: To begin, culture is a phenomenon that carries multiple definitions. A simplistic view sees it as “how things are done around here”(Ouchi and Johnson, 1978 p.293). Culture can also encompass the behaviours, attitudes, norms, morals and unconscious values instilled within a group of individuals (Schien, 1985). Hofstede himself defines culture as the “collective mental programming” (Hofstede, 1980 pp.43) of individuals bound by some form of common orientation or geographical boundary. Culture shapes everything within society, and as an extension, leadership. Leadership is another interlinked concept, commonly defined as a relationship by which followers are influenced, and inherent changes are made towards a collective purpose (Daft and Lane, 2005). Moreover leadership refers to the “core set of traits, behaviours, skills, or characteristics that...
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...Mexico: Cultural Analysis This paper is a cultural analysis of the Mexican culture through the lens of the 5-D Model developed by Professor Geert Hofstede. The five dimensions of the model include: Power Distance (PDI), Individualism versus Collectivism (IDV), Masculinity versus Femininity (MAS), Uncertainty Avoidance (UAI), and Long term versus short term orientation. In recent years a sixth dimension named Indulgence versus Restraint has been added. There are no rankings for this dimension as it has only been recently added and researched (Hofstede, 2012). This Model gives one an important tool for gaining insights into given cultures which can improve business opportunities and interactions (International business etiquette, manners and culture, 2012). Power Distance Index (PDI) is the degree to which the less powerful members of a society accept and expect that power is distributed unequally. The issue is how a society handles inequalities. Mexico, ranking 81on the PDI, is a hierarchical society. Regionally, Mexico ranks higher on PDI than the United States (rank 39) and Canada (rank 40), whose ranks indicate that their cultures strive to equalize the distribution of power and demand justification for inequalities of power. Globally, however, countries vary greatly in PDI, (average PDI rank of 60; Clearly Cultural, 2012). One must consider the PDI rank when doing business with a given country in a certain region. For example, Mexican businesses hoping to successfully...
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...2014 Cultural Dimensions of Geert Hofstede: Analysis of Colombia 10.06.2014 Soraya A. Suarez I. Register Number: 969800 Darmstädter Landstr. 64 60598 Frankfurt Tel: 0176- 708 59654 E-mail: sorayasuarez@gmail.com Cultural Dimensions of Geert Hofstede: Analysis of Colombia 2 Content 1. Introduction............................................2 2. Culture.................................................3 3. Colombia................................................5 4. Cultural Models and Cultural Dimensions.................9 4.1 Geert Hofstede's Cultural Dimensions.................9 4.1.1. Power Distance Index...........................10 4.1.2. Uncertainty Avoidance..........................12 4.1.3. Individualism vs. Collectivism.................13 4.1.4. Masculinity vs. Femininity.....................15 4.1.5. Long vs. Short-term Orientation................16 4.1.6. Indulgence vs. Restraint.......................17 5. Conclusion.............................................20 6. References.............................................21 Table of Figures Colombia Facts & Figures...................................6 Colombia Location, Flag and Coat of Arms...................8 Colombian Population According to Ethnocultural Identity..11 Colombian Culture through the 6-D Model...................13 Cultural Dimensions of Geert Hofstede: Analysis of Colombia 3 1. Introduction With the arise of globalization, the issues about cultural dimensions are of extremely...
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...EMPL 3270: NEGOTIATION – THEORY & PRACTICE RESEARCH ESSAY Q2: According to Fells (2012, p.207) “As a negotiation unfolds, it is easy to attribute any behaviour, particularly behaviour that is different to your own, to culture and so ignore the many similarities”. Consider this statement with reference to contemporary research on cross-cultural negotiation and use examples to illustrate your analysis Introduction: Former President and charismatic leader of the United States John F. Kennedy once stated that, “We cannot negotiate with people who say what's mine is mine and what's yours is negotiable” (Kennedy, 1961). This timeless quotation epitomizes and typifies in essence what can commonly be regarded as cooperative negotiation. Formally, the term negotiation is commonly defined as two or more parties or groups deliberating amongst each other endeavoring to achieve a decisive result, which is mutually beneficial for both entities. When considering the process of negotiation across contrasting geographic locations or countries, negotiators have to understand the repercussions which heterogeneous cultures have in the final outcome of a potential deliberation. Culture is defined as the ‘unwritten rules of society’ (Hofstede et al, 2010) and most typically refers to those characteristics or values, which are unconsciously embedded in a large group of citizens through the ongoing processes of tradition and various forms of education. Understanding the pertinence of cultural...
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...make informed decisions on the strategies to be undertaken (Verhoest et al., 2010). From the concept and impact of the difference in the cultural practices, then it is crucial for all managers to understand the cultural differences in the regions they conduct their management. In an aim to analyze the cultural frameworks, various cultural frameworks have been generated. The most preferred cultural framework for analysis is the Hofstede’s cultural framework (Dong et al., 2010). Discussion of cultural frameworks In this essay, one analyzes the nature and dimensions of the Hofstede’s cultural framework. It is a model that distinguishes cultures into five dimensions. The five dimensions include; the power distance, the collectivism versus individualism, femininity versus masculinity, the uncertainty avoidance and long versus short-term orientation. In the analysis of cultures, a scale is improvised in each dimension of the culture framework (Jackson et al., 2011). The...
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...Hofstede’s Cultural Dimensions: A Comparison of Greece and U.S. Human Resource Management Approaches By Kelly M. Mistretta MBOL2 MBA 533, Human Resource in Management Dr. James C. Dumville Saint Leo University – Center for Online Learning September 9, 2012 Name: Kelly Mistretta Title: Hofstede’s Cultural Dimensions: A Comparison of Greece and U.S. Human Resource Management Approaches Date: September 9, 2012 Abstract Globalization continues to become more important in the business culture in our world. No longer can management focus only on companies within their own country. Businesses are forced to compete with companies from other countries. With the increased global competition, a business must understand other cultures if they hope to remain competitive and have continued success. There are several models that show the influence of cultural differences between nations. Hofstede’s model, called the theory of cultural relativity of organization practices is the most recognized model. Hofstede’s model focuses on cultural influences and work behaviors in five different dimensions. Each dimension has important implications in understanding business. This paper will compare the Hofstede analysis of Greece and the United States. Biographical Sketch Kelly Mistretta is currently an MBA student at Saint Leo University. Mistretta has a BA in Accounting and plans to obtain an MBA to equip her with improved business skills to better contribute to society...
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...An Analysis of the Culture of an Organization Student’s Name University Contents 1.0 Background to the Organization...........................................................................................3 2.0 Theoretical Framework.........................................................................................................4 3.0 Discussion of Central Topic..................................................................................................6 4.0 Conclusions..........................................................................................................................13 References..................................................................................................................................15 An Analysis of the Culture of an Organization 1.0 Background to the Organization Every organization has a personality that is unique, that individual character in the society is its culture (Barker, 2010). My company of choice for analysis is The Hongkong and Shanghai Banking Corporation (HSBC). I have used this bank to discuss the central topic in my report.As I have found it to have a strong corporate culture that has continued to improve its efficiency, value, performance and ratings over the years. HSBBC is a privately based organization; it was incorporated in 1865 with a primary objective of increasing trade and commerce between Europe and China. The headquarters of HSBC are located in London...
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