Cultural Dimensions : A Comprehensive Study On How Culture Influences Values At Workplace

Taking the first concern mentioned into consideration, we can easily relate to cross-cultural researcher, Edward T. Hall’s differentiation between high-context cultures and low-context cultures.

Culture is universal and inescapable. Its expressed through different beliefs and ideas. It follows someone through their ethnicity and communities. The cultural impact is inevitable and permanent. Someone’s culture has a significant impact on the way they view the world and others. This influence is communicated through the individual's upbringing, their culture, as well as their current environment. Situations are perceived differently by those with different values. The fairly full extent of one’s cultural impact is clear.

Here is an overview of the work of Hofstede, which is probably the most popular work in the area of culture research. Although the work provides a relatively general framework for analysis, the framework can be

In the article Hall’s cultural factors America is described as a low context culture where very little is taken for granted and there is less of a chance of having a misunderstanding when visitors are present (Hall’s, p 1.). Hall also describes in a low context culture such as America messages are simple and clear, people blame others for failure, there is more focus on verbal communication rather than body language, reactions are visible, flexibility is present when change is needed, bonds between people are fragile with little loyalty, task are more important than relationships, and time is not flexible (Hall, p1). I agree with Hall’s views about America being a low context culture. I think the messages American’s want to get across to others are clear. I also have seen many situations where people blame others for their failure and I know I have blamed someone else for my mistake. I also know that people listen and body language is not as important as the actual words that are being communicated. I have been in relationships where strong bonds are broken over something silly. I also know time is very important to Americans and it seems everyone is always busy and schedules are not very flexible. I can think of an example for all of Hall’s descriptions of America being a low context culture and that is why I think I am “in line” with general views about

They ought to know not only the externals (cultural practices), such as music, food, clothing, language, and transportation, but also they need to understand the value of others’ culture. Moreover, in order to understand others’ culture, you ought to understand the context of their culture. Edward T. Hall suggests two different aspects to understand the context of cultures: a high-context culture and a low-context culture. A high-context culture is made up of people who pay attention to the concrete world around them (78), and it values groups than individual; whereas the low-context culture is made up of people who pay attention to communication and ideas, and it values the concepts, principles, and

The question begins with, what in the world is high and low context cultures? It sounds like a term that belongs in a sociology textbook, not in a literary analysis. A high context culture is a culture in which the individual has internalized meaning and information, so that little

According to Hofstede (1980), American and China are significant example for the disparities in culture, one is a low-context culture with the individualistic society and another is a high-context culture with the collectivistic society respectively.

For the purposes of this piece, culture is defined as “the full range of human patterned experience” as described by Cole (1996) cited in Gla ̆veanu & Jovchelovitch (2017, p.113). This chapter also provides a description of the importance culture plays in psychological research.

Culture is “a system of meanings and values that shape one’s behavior” (Lane 2002, p.16). It is imperative that we appreciate that each person 's intrinsic values are different. Because values are so ingrained, we are not often aware that our responses in life are, in large part, due to the values we hold unique to our own culture and perspective. Furthermore, we rarely reflect on the fact that people with whom we associate hold their own unique set of values that may be different from our own. When communicating with others, the message that the other person is receiving will be based on their culture, their perception of

famous five-dimensional theory (Five dimensions): Power distance, Uncertainty avoidance, Individualism vs. Collectivism, Masculinity vs. Femininity, and Long-term orientation vs. Short-term orientation. Hofstede five cultural dimensions are used to measure the cultural differences between different countries. It is an effective value-oriented architecture.(Orr and Hauser, 2008)

Culture is the subtle and powerful force of the person as Benet-Martinez and Oishi, (2008, p. 543 quoted in Cervone & Pervin , 2010) remark:"Culture is a key determinant of what it means to be a person"

The aim of the present essay is to examine the strengths and the weaknesses of the “Informational Influence” theory and the “Cultural Value” theory, which are the two major theoretical accounts that attempted to explain the phenomenon of the risky-shift in group processes. At first, the introductory paragraph is concerned with the discovery of the phenomenon followed by a brief description of the two theories. Secondly, empirical evidence in support of the two theories is provided along with a critical analysis. In addition, a short paragraph of this essay is concerned with the evaluation of the methodology which was applied since the 1960s for the study of the risky-shift phenomena.

Geert Hofstede developed the widely applied Hofstede’s cultural dimensions, which mainly focuses on how different countries with different cultural backgrounds handle different anthropological problems that occur in cross-cultural communication (Hofstede 1980). The first five Hofstede’s dimensions will be discussed in following paragraphs. It should be clear that there is no good and bad between two elements in each dimension since every culture has its unique features and ways to function.

It is very important in any professional organization that the values of workers are aligned with that of the organization. In this reference the values of nurses hold a specific importance since it serves humanity and therefore its alignment with its organization is crucial for patient outcomes. Usually the values of any firm depends on things such as networking, educational opportunities provided to its employees, professional and personal growth and so on. Similarly, the values of nursing depend on things such as its technical skills, scientific knowledge and specific human values.

The first dimension, power distance (PD), refers to “hierarchy”, to how inequality is approved by subordinates and superiors, how power is divided between societies and how people behave with authority. Hofstede divided this dimension in low which are societies with characteristics as inequality at the minimum level, everyone enjoy the same benefits, subordinates opinion is taken into account, managers should be democrat and high that includes societies that are autocrats superiors, centralized structure, dependent subordinates, hierarchy reflects difference, superiors have benefits.