Cultures in the workplace

Cultures in the workplace

The dimensions that Hofstede puts across are masculinity, individualism, long-term orientation, uncertain avoidance, and power distance. These are used in determining the national cultures of people. Power distance that is inequality is low. This results because the inequality is high. Accessibility to the superiors is low. On individualism, wealth is owned by a few and most of the people are in middle class and very few in the high-end. Women have been encouraged to enter politics and bigger positions in terms of masculinity. Women are increasingly holding higher positions due to increased access to education as compared to other times.

In the US, wealth is evenly distributed though not in all the areas. The power distance is low at 40. This means that most of the people in power are easily accessible and expertise is used to the maximum. On individualism, the US is highly individualistic where people are more concerned about themselves and their families. America has a score of 65 on masculinity. This means the country is a masculine society. On uncertainty avoidance, its score is 65. In essence, new ideas are encouraged. America is a short-term oriented society because of a score of 29. This means, it focuses on customs and social needs.

 

 

 

 

 

 

Hofstede’s Cultural Values Evaluation Sheet

Name:

 

Use the tables below to rate your cultural values on each continuum. Use the fourth page to begin the brief description about how you can use this information to facilitate communication and decisions as an international manager.

Individualism vs. Power Distance

collectivist	10
	20
	30
	40
Individualism	50
	60
	70
	80
individualist	90
	100
	20	40	60	80	100
		Small	Power Distance			Large

 

 

Uncertainty Avoidance vs. Power Distance

 

weak	10
	20
Uncertainty Avoidance	30
	40
	50
	60
	70
	80
strong	90
	100
	20	40	60	80	100
		Small	Power Distance			Large

 

 

 

Uncertainty Avoidance vs. Masculinity

 

weak	10
	20
Uncertainty Avoidance	30
	40
	50
	60
	70
	80
strong	90
	100
	20	40	60	80	100
		Feminine	Masculinity			Masculine

 

 

 

Description

The Hofstede dimensions are important in the study of different national cultures. This reduces the time it would have taken to conduct research to determine the values held by a certain country. Therefore, the international manager has a template on which to draw his or her plans should there be a need to recruit people from diverse cultural backgrounds (Hofstede & Hofstede, 2005). More than 70 countries have been studied and therefore one needs to look at the available data get to know the people he or she is recruiting. Consequently, the effective operations of an international manager, the five dimensions come in handy and help the manager in acclimatizing to the country that he or she is posted.

The countries that are compatible with ours are like the United Kingdom. If placed in such a culture I would adapt quite easily due to the similarities in the national cultures. The information from the US is contradictory to my national culture. The information I get from Hofstede model will enable me communicate easily and be effective as a manager. For instance, it will help me avoid any conflicts that may arise if I operate the way I do back home. In my country for instance, meetings start later than usual. However, in this new station, meetings are always on time. People want everything to be done punctually. Furthermore, having this information prepared me to cope with the new culture in the Untied States (Hofstede & Hofstede, 2005).

Using the different cultural disparities to my advantage will involve creating a culture that is conducive to the workers and not change anything since this would lead into conflicts. The issue of lateness will have to be dealt with to reduce any cases that may arise due to changes in authority (Mead & Andrews, 2009). As an international manager, the workers might treat me differently. Therefore, I will first have to create a rapport with them to reduce any tension that might arise due to our diverse cultural backgrounds. Since the top authorities are usually accessible, something that is alien to my country, I will have to be available to the workers as well as my seniors. Indeed, many things will have to change for the effective execution of my new duties. Moreover, since the United States is a masculine and individualistic country, there will be no problem adapting (Hodgetts & Luthans, 2003).

References

Hodgetts, R. M., & Luthans, F. (2003). International management: culture, strategy, and behavior (5th ed.). Boston: McGraw-Hill.

Hofstede, G. H., & Hofstede, G. J. (2005). Cultures and organizations: software of the mind (Rev. and expanded 2nd ed.). New York: McGraw-Hill.

Mead, R., & Andrews, T. G. (2009). International management: culture and beyond (4th ed.). Chichester, England: John Wiley & Sons.

 

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