Compare and contrast Hofstede's cultural dimensions of Australia and one other country

The rapid growth of globalisation and internationalisation of trade in resources, especially human capital, has made managerial of culture differences ever so important as to understanding the different variables (Hofstede G, 2010). In this paper, the Power Distance Index (PDI) of both Chinese and aboriginal traditional cultural value and belief in family, social life and workplace is going to be examined under the scope of Hofstede’s dimensions. To a truthful stereotype, both culture heavily emphasis upon power distance in a form of age-grade social hierarchy, the variance in its operation however made these cultures unique. The value and beliefs of Confucianism has embedded upon every aspect of Chinese life, putting emphasis upon power

Auburn is a suburb in western Sydney in the state of New South Wales Australia which had major changes that occurred over the years, the three major changes are transport population and culture.

For any international organization, understanding cultural differences is very significant in the global context. The article analyzes the role and impact of the cultural perspective when dealing with conflict in the global context. “What seems like a perfectly reasonable approach in one culture may seem ridiculous, disrespectful, inefficient, or unfair to managers from other cultures. Japanese and German managers may be uneasy with conflict resolution preferences that differ from their own.” (Adams, p.110.) The understanding that organizational and global cultures vary results in the connected research supported in several businesses in diverse fields.

Every country differs in culture which has been there for centuries. The international market is growing rapidly, with more and more multinational organisations entering new markets each day. In this assignment I will evaluate how the difference in cultures affects the performance of international businesses.

Question 1. How might the troubles with the tourism company be explained by Hofstede’s dimension of culture. Make sure to look at both Japanese and American cultures.

Culture is the ideas, customs, and social behavior of a particular people or society. Growing up an Australian has allowed me to be exposed to a variety of cultures. I see myself as being culturally aware of other individuals and their practices. I myself practice the Australian culture that is spending time with family for Christmas, Birthdays and Easter. I follow Christian Beliefs and attend church as a part of my cultural ritual. The Australian culture is very relaxed, it allows me to grow and express myself in ways many other cultures may not be able to. Sport is a large factor of Australian culture, communities all have a football, netball, and/or cricket team. Tradition is spending your Saturday at the fields participating in or supporting

“I remember back in my country, culture is all about your own traditions and respecting the traditions of other. I find that in Australia there is a lack of culture because a lot of people don’t acknowledge people’s traditions, for example the Bindie and the Hijab. Recently I saw the Bindie being worn by people as a fashion icon. Even though I am not from an Indian ethnic background, I found it quite offensive. It felt as though it was in a slight way, mockery.” (Informant 4)

Throughout history to present day, Australian culture has become the product of a distinct blend of established traditions and new influences. The Aboriginal and Torres Strait Islander peoples, the country’s original inhabitants, created the foundation for the land’s cultural traditions over 40,000 years ago. In addition, the rest of Australia’s people are migrants or descendants of migrants from various other countries who transported their own customs, beliefs, and value systems to the land. As a result, Australia’s culture has significantly broadened its social and cultural profile over the years, and still continues to evolve today.

In multinational workplaces understanding how important the significance of cultural differences is larger than we might think. Organizations that are diverse have to work together because their functionality impacts the productivity of the workplace. It is vital to have an understanding the different cultures to develop a strong organization. Certain principles will help you acknowledge that different cultures exist within the organization. As a manager, you have to analyze the reasons for the development of the differences and

Dr. Hofstede performed a comprehensive study of how values in the workplace are influenced by culture. In the 1970’s, as a Dutch researcher Dr. Geert Hofstede, collected and analyzed data from 116,000 surveys taken from IBM employees in forty different countries around the world. From those results, Hofstede developed a model that identifies four primary dimensions of differentiate cultures. These include: Uncertainty Avoidance (UA), Masculinity-Femininity (MAS), Individualism-Collectivism (IND), Power and Distance (PD). After a further study of the Asian culture by researcher Michael Bond in 1991, Hofstede added a fifth dimension in his theory, Long- and Short-term time orientation (LTO), also referred to as the Confucian Dynamism. His research has framed how cultural differences can be used in professional business transactions. Geert Hofstede 's dimensions analysis can assist the business person in better understanding the intercultural differences within regions and between countries.

Mismanaging cultural differences can render otherwise successful managers and organisations ineffective when working across cultures. As stated byOsland (1990, p. 4) ``The single greatest barrier to business success is the one erected by culture''. Hofstede (1983) defines culture as "the mental programming of the mind which distinguishes the members of one human group from another" (Hofstede 1983 p. 25). Through the comparison of Chinese culture and Australian culture using Hofstedes five cross-cultural dimensions: power distance, uncertainty avoidance, masculinity, individualism, and long-term orientation an insightful view into the differences and similarities of the cultures can be obtained (Chong & Park 2003). Human Resource Management

With the unstoppable trend of globalisation, it becomes extremely significant for international businesses to have a thorough understanding of different cultures. Hofstede (1980, pp. 21-23) defines culture as ‘the collective programming of the mind distinguishing the members of one group or category of people from another’. This essay examines Hofstede’s cultural framework and suggests that Hofstede’s cultural framework is an outstanding and authoritative tool to analyze culture differences. In this essay, cultural frameworks will be discussed firstly, following by a discussion of my cultural scores and background. Finally, recommendations on cross-cultural management between China and Australia will be provided.

Australia is both the smallest and oldest continent in the world, and it is the only country that is also a continent. [1] It is an island located between the Indian Ocean and the South Pacific, just south of Indonesia and Papua New Guinea. At 2,941,299 square miles, Australia is the sixth-largest country in the world and only about 150,000 square miles (about the size of Montana) smaller than the continental United States. Its interior land is a flat and sparsely populated desert, but as you move outward the climate changes to grassland, subtropical, tropical, and even temperate in the southeastern region. [1] While more than 70% of Australia is arid, the rest includes a variety of rich environments including flood plains,

Geert Hofstede is an influential Dutch researcher in the fields of organizational studies and more concretely organizational culture, also cultural economics and management. He is a well-known pioneer in his research of cross-cultural groups and organizations and played a major role in developing a systematic framework for assessing and differentiating national cultures and organizational cultures. His studies demonstrated that there are national and regional cultural groups that influence behavior of societies and organizations.

When a business decides to venture internationally into different countries with its products, services, and operations, it is very important that the company gains an understanding of how the culture of the different societies affects the values found in those societies. Geert Hofstede conducted one of the most famous and most used studies on how culture relates to values. Hofstede study enabled him to compare dimensions of culture across 40 countries. He originally isolated four dimensions of what he claimed summarized different cultures — power distance, uncertainty avoidance, individualism versus collectivism, and masculinity versus femininity (Hill, 2013, p.110). To cover aspects of values not discussed in the original paradigm Hofstede has since added two more dimensions — Confucianism or long-term orientation and indulgence versus self-restraint (Hofstede, n.d.). Because of the way Hofstede’s cultural dimensions are given an index score from 0-100, it is easy for a company to get a general comparison between the cultures they are expanding into and the culture they are already in.