Geert Hofstede Management Theory

1597 Words7 Pages
The concept that “national culture” turns the populations behaviour of distinct national states (territories) both outside and inside of the firms (for example the actions and decision of consumers and managers) has wide-ranging provision in both management and academic consultancy societies. Training, research and teaching that attributes with casual power towards national culture is dependent mainly on the description and conception of theorist like Geert Hofstede, Fons Trompenaars, and Edward T. Hall etc.
The approaches and dimensions of culture are essential international business aspect. Making sure how cultures observe diverse business aspects might be helpful for the manager to navigate from international world market. Efficient usage
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Within a rising global economy, Hofstede theory is considered to be more linked with present businesses as compared to the past when the theory was developed. From Hofstede theory it has been asserted that due to intrinsic cultural differences among nations, no universal management approach take place that can be taken and practice worldwide. For various organisations that mainly deal in international market, it is considered that Hofstede management theory can calculate the difference within success and failures within global market (Hofstede, 2001). Even the organisations that deal nationally or locally can get advantage from overall concept of “management theory of Geert Hofstede”, as this attempt to optimally and effectively motivate using culturally diverse teams, majority of which are…show more content…
Some of the challenges that are necessary to be discussed in the task includes:
• Communication: Language, perceptual and cultural barriers are necessary for overcoming the diversity programs in order to succeed. Inefficient communication of main aim results in lack of moral and teamwork and confusion
• Resistance to change: Within an organisation there are employees that do not accept the reality that the cultural and social structure of their workplace is transforming. The “we have done it this way” approach inhibits progress and discourages new concepts and ideas.
• Application of diversity in the workplace policies: This might be intervening trial to each and every diversity supporters. Equipped with the outcome of research data and employee assessment, they need to implement and build a customised approach for maximising the impact of diversity within workplace for specific firm.
• Effective Management of Diversity in the Workplace: only diversity training is not enough for creating firm’s diversity management plan. An objective needs to be implemented and created for developing a culture of diversity which permeates each function and department of the
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