Hofstede’s Cultural Dimensions

meaning and provide them with rules for behavior in their organization, however culture does not necessarily imply uniformity of values. Often different values can be displayed by people of the same culture.

I have decided to compare the United States to Canada. The reason for this choice is due to Canada sharing our borders. I felt it would be interesting to see how another country so close to the United States may compare and differ to the culture of our country. Based on Professor Geert Hofstede’s comprehensive study of how values in the workplace are influenced by culture, the United States and Canada rank closely in almost all values surveyed.

In the history of human societies, geographic differences are considered to be a factor that led to different lifestyles, values and beliefs that prevailed and have been the distinct characteristic of specific societies in the world today. From a broader viewpoint, it can be said that Asian cultures differ from North American, European, South American, and African cultures. However, it can also be said that there are similarities between North American, European, and African cultures, in the same way that Asian, South American, and again, African cultures share specific values and beliefs. These similarities and differences demonstrate that we are different from each other in so many ways, but we also have similarities that link each individual with another, and ultimately, that we are interdependent with each other.

Some may ask what it means to be a part of a specific culture. It may be believed that it merely means to share the same qualities of race, language, and social beliefs. What is not really known are the rise of expectations to fill, repressed wants and needs, or even the binding religious beliefs. A person must begin to recognize the holdings a culture may have on them and how it affects their free will as an individual.

Culture is defined by a construction of one's world-view, and it is transmitted by individuals and collectives through socialization and enculturation (Pederson & Ivey, 13). It contains values, beliefs, language, and perception. In studying cultural differences among members of distinct national, ethnic groups researcher have examined the concept of collectivism and individualism. People form individualistic cultures tend to view themselves as unique entities and independent form one another (Coon & Kemmelmeier, 348)

It is a challenge to provide important information about specific cultures without the appearances of stereotyping and many educational programs are focused on helping learners to understand how to communicate with individuals from other cultures or with beliefs and experiences that are different from their own. (Fetters, 2005, p. 1307)

Management Summary This Bachelor Thesis will yield insights in the applicability of motivational theories across cultures. Within a globalizing working environment this research will provide relevant information on how to motivate employees with a different cultural background. The research combines the theory of Hofstede’s four dimensions (Power Distance, Uncertainty Avoidance, Individualism/Collectivism and Masculinity/Femininity) with two theories of

The human species is constantly evolving. One of the key factors behind why people from different cultures treat others differently – despite the fact that our genetic makeup is the same – is that we all come from different backgrounds and have adapted to our culture’s values and traditions. Culture, as defined in the textbook, is “the total of learned traditions of a group of people” (Stanford, Allen, & Anton, 2013, p. 4). Other factors that influence the way we treat people from different cultures is because of stereotypes. Stereotypes are "generalizations or assumptions that individuals make about the characteristics of all members

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.

Fundamental beliefs surrounding the very idea of culture separate the cross-cultural and sociocultural approach, which may seem to suggest incompatibility. Sociocultural psychological understanding of culture is that it employs a “mutually constitutive” or “cyclic model”. (Eom & Kim, 2014) The idea of culture in the sociocultural model is that culture influences people on a

Most of these articles(Chanegrig, 2015; Douglas & Wier, 2005; Picard & Reis, 2002; Van der Stede, 2003; Williams & Van Triest, 2009; Merchant et al., 2011) mention the criticism on the Hofstede(1980, 1991) in their research. Even though Chow et al. (2002) and Williams & Seaman (2001) don’t mention the criticism, they do refer to the Hofstede critical paper by Harrison & McKinnon(1999) in their research.

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.

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.

The United States and China boast the two largest economies in the world but, despite this fact, these two countries have very little in common. At first glance, this may seem very obvious to most people but, what exactly is it that makes these two countries so different? How is it that such different perspectives and approaches can both lead to great success? Hofstede’s six dimensions of culture are an attempt to answer these questions and more. Dr. Geert Hofstede, studied employees of the computer firm IBM in over fifty different countries. When he examined his findings he found “clear patterns of similarity and difference along the four dimensions” (Manktelow, Jackson Edwards, Eyre, Cook and Khan, n.d.). The fact that he focused his research on solely IBM employees allowed him to eliminate company culture as a differentiating factor and “attribute those patterns to national and social differences” (n.d.). He used his findings to originally identify four dimensions, later expanded to six, that could “distinguish one culture from another” (n.d.). The six dimensions all on a scale from 0 to 100 are: