Understanding the differences and similarities inherent in other cultures may provide opportunities when working with individuals (or groups) who may have different cultural values, beliefs, and/or norms. There are multiple ways to explore different cultures. One way is through Hofstede’s (2017) cultural dimension; which are currently made up of six broad categories, including high-low power distance, individualism-collectivism, masculinity-femininity, uncertainty avoidance, long-short term orientation, and indulgence-restraint. It is beyond the scope of this paper to explore all these cultural dimensions in great detail; however, it is important to understand some of the implications of these scores. The scores for both the US and China can be seen in Table 1, along with the differences between each score.
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.
The model of six dimensions of national culture, one of the most powerful studies to describe cultural differences, is the result of the detailed research by Geert Hofstede and Geert Jan Hofstede between 1967 and 1973. By measuring the six dimensions on a scale from 0 to 100 the model helps to differentiate cultures as well as explaining work-related values. Hofstede identified the following six dimensions including the Power distance index (PDI), Individualism (IDV), Masculinity (MAS), Uncertainty Avoidance Index (UAI), Long term orientation versus Short term normative orienta-tion (LTO), Indulgence versus Restraint (IND) which will be analyzed now. (Griffin & Pustay 2015 p.127); (de Mooij 2010, pp.74-75); (Hofstede, Hofstede & Minkov 2010 pp. 55-296)
Geert Hofstede is a researcher researching on the global leadership he focuses on how culture affects values in a workplace. He defends that all behaviors are defined by culture. The culture of a place affects how an individual behaves. Hofstede cultural dimensions are power distance index it measures the power of members in an organization it shows how the society handles inequality. Individualism is how an individual is integrated in a group. Masculinity this evaluates the distribution of roles. Uncertainty avoidance tolerance to the society, long-term orientation shows the values of perseverance and finally the
Geert Hofstede is a Dutch researcher who identified five dimensions of culture to help understand how and why people from various cultures behave the way they do. The five Hofstede’s cultural dimensions are power distance, uncertainty avoidance, individualism, masculinity vs. femininity, and time orientation. Taiwan has a high power distance meaning that people blindly obey the orders of their superiors, and strict obedience is found. Taiwan ranked high in uncertainty avoidance meaning that the people do not like uncertainty and tend to have a high need for security and a strong belief in experts. In individualism Taiwan ranked as a low individualistic
An individual’s cultural framework influences his or her thoughts, actions, and decisions (Witkin, 2012). It is imperative that during the interview process, the social worker is cognizant of both the details provided by the client and, the client’s cultural background. This knowledge can then be incorporated by the social worker into the helping process (Murphy & Dillon, 2011a). This paper will examine cultural worldviews discussed during an interview with Jamie, a fellow University of Washington BASW cohort member. This will be accomplished by addressing the information Jamie offered about herself during a 45-minute recorded interview in which her early cultural experiences and worldview were discussed. Secondly, my internal and external reactions to Jamie’s cultural experience shared during the interview will be analyzed. Similarities and differences between Jamie and myself will be identified, and finally a discussion of my cultural awareness, pre- and post-interview, in regards to Jamie’s upbringing will be examined.
American schools are continually growing more diverse. It is not an option to ignore the growing minority-majority populations found within the public school system. In an attempt to address the changing demographics, many schools are implementing cultural competency and responsiveness training for teachers. Most research, up to this point, has focused on teachers and the direct impact of cultural competency trainings in the classroom. Very little has focused on the administrators. We need better insight into the effect of teacher training. In many areas, including the Delta region of the country, are facing a major budget crisis. Rather than extending the cost of training teachers from outside agencies, the administrators are now in charge of training teachers. The trickle down approach needs to be studied and monitored, as funding restrictions are requiring districts to think more critically about programming and professional development. I would like to study the impact that cultural competency and responsiveness training for administrators, specifically, have on their school systems.
Culture is the definition of a person, like the prologue to your favorite story. The not so scientific DNA that makes you, you. The influences and people that shape your behavior, and change your characteristics. It is the environment in which you are surrounded by. The reasons behind your peculiarity. Your culture is the most important thing, your culture is you. My culture is the constant of support that my family gives me, even if I do screw up sometimes. My culture is pureness of the love that I receive, and knowing how genuine it really is. My culture is the reliability of my friends, and the constant reassurance that they have my back. I am extremely family oriented and this allows me to succeed in tackling my dreams, one at a time.
There are many different cultures around the world, some of it mixed while others are not. For thousands of years, cultures have been helped to connect communities and individuals. To be belonging to a culture an easy way to connect with others who share the same mindset and values. So it is, the link between individuals and societies teaching behavior and results of behavior shared between the members of a certain society. It is influenced our life with a variety of ways, including values, desires, views, fears, and worries. Culture is a way people live; it's their way of life.
Using the Hofstede's and 7d cultural dimension model, explain some of the cultural differences noted in the
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.
Today, it is not uncommon to find a vast amount of companies that are hiring culturally diverse employees or are doing business abroad. With that being said, it is exceedingly important to understand culture and all the aspects that it makes up in order to be able to bring about a productive work environment. Culture is diverse and complex and brings about positive change, new ideas, and viewpoints. However, how does one effectively analyze all aspects of culture that allows them to bring together people of different backgrounds? In this essay I’m going to be discussing about the five levels at which culture can be analyzed as well as how culture is exhibited in the business environment to show how one can bring all cultures together in the workplace.
Power/Distance (PD), “refers to the degree of inequality that exists- and is accepted- among people with and without power. A high PD score indicates that society accepts an unequal distribution of power, and that people understand “their place” in the system. Low PD means that power is shared and well dispersed.” (www.mindtools.com) As an example from the article, Myers goes on to say, “there were basically four levels: VP, director, manager, and worker bee. You only talked to people at your level.” SK Telecom boasted that
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.
Every country in the world have different culture value, even between individuals in a country, they probably have different view of their culture value too. The writer realizes that we cannot judge a culture just by our point of view. In this assignment the writer will interview Chinese culture. With this interview, the writer aim to know how is the culture in China, and also how they see something in their general cultural point of view. The writer also wants to compare the general view of culture by their own people with sources that has been published in media. In this assignment the writer will discuss about Dimension of Culture by Geert Hofstede. Geert Hofstede is a researcher that comes from Dutch. He identified five dimensions of culture, that he labeled individualism, masculinity, power distance, uncertainty avoidance, and long-short term. Individualism-collectivism describes the social structure in that culture. Masculinity-Femininity describes two things, the assertive or nurturing, and gender differentiation. Power distance describes the different power and influence between people. Uncertainty avoidance describes the action when people taking a risk. Long-short term explains about the time orientation of a culture, whether they think about present or future. This interview is a great way to know how the culture in a country is, because we ask directly to the people that come from particular country, not from resources that we don’t know it is right