Leadership And Hofstede 's Five Dimensions

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.

In essence this dimension deals with the relationship between the individual and the collectives in a given society. It is reflected in the way in which people live together. For example, nuclear families, extended families, tribes and other larger communities. It directly effects peoples values and behaviours. In some cultures individualism is sometime to be sought after but in others it is seen as alienation.

Geert Hofstede believed that national cultures were potentially homogenous with organisational cultures, and that national cultures could be quantitatively identified and compared (King and Lawley, 2013). Hofstede over a four-year period carried out 116,000 morale surveys, from 72 countries, using IBM subsidiaries (Kirkman, Lowe and Gibson, 2006) and from his findings derived a four fold dimensional framework for measuring national cultures. His first dimension, Power Distance, is the extent to which people within a nation are accepting of the unequal distribution of power within institutions and organisations (Hofstede, 1980). This dimension also helps to explain the way in which leaders and subordinates interact and under what pretences (King and Lawley, 2013). His second dimension is Uncertainty Avoidance, which measures the

The first dimension is Individualism and Collectivism. These are social patterns under which beliefs, attitudes, norms, and values are then organized into one theme. Some countries practice individualism and the members of society are motiviated by their own needs and preferences above the needs of the group. In contrast, countries that practice collectivism are much more closely linked as a group and are motivated by the obligations that are considered norms for the group. Hofstede felt that countries with higher higher per capita

This dimension is described by Hofstede (1980, 2001) as the framework where society decides if they are closely related to their group or if they are more individualistic. Does the individual come first? Or does the team? In more individualist countries, focus is on the individuals interest and needs, value is placed on the person specifically, individuals are awarded for their efforts (i.e. leaders take credit for

The most famous researcher of prevailing cultures in different countries goes by the name of Geert Hofstede. “He conducted one of the most comprehensive studies of how values in the workplace are influenced by culture” (). With the help of his research team, Professor Geert Hofstede created a model of national culture consisting of six dimensions. “The cultural dimensions represent independent preferences for on state of affairs

After undergoing a dramatic and angst-ridden season, the Victorian Korfball Senior Team is in need of significant transformation if there is any hope of fostering a high performance culture in the new season. Due to their history of conflict, the players in their present state lack any indications of cohesion. Selecting the right athletes for the new team will play a significant role in the baseline level of cohesion. Each of these areas can be addressed through a method of careful analysis via the Multidimensional Model of Leadership (Chelladurai & Saleh 1978), implementation of an appropriate intervention and the structuring of a consultative leadership environment.

A large amount of credit is given to Bass 's transformational leadership theory identifies four aspects of

This paper applies Hall and Hofstede’s cultural frameworks to two video’s that involve doing business in foreign countries. Hofstede’s five dimensions of culture are Power Distance, Individualism and Collectivism, Uncertainty Avoidance, Career Success/Quality of Life (Masculinity and Femininity) and Confucian Dynamism. Hall’s four dimensions of high and low context frameworks to culture are Relationship, Time, Communication and Space. Each video is analyzed for behaviors and statements that correspond

The United States (91) and Sweden (71) both scored high in the individualism dimension. The individualism dimension measures the emphasis a society places on individual’s verses groups. (Hostede, 2011) list several tendencies a society

According to the GLOBE team, _____ encompasses the extent to which members of a society take pride in membership in small groups.

Professor Hofstede has studies that show how values in the workplace are influenced by culture. Today’s leaders often encounter employees and peers that come from different cultures. Looking into these studies helps find valuable information that can be used for effective leadership. Recognizing, accepting, and altering leadership styles based on these differences will make everyone’s job easier and mostly importantly the company will thrive.

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.

This essay will discuss the influence of cultural dimensions on behavior. A cultural dimension is defined as a perspective of a culture based on its values and cultural norms. In particular, Hofstede’s cultural dimension of individualism vs. collectivism will be discussed. Individualism vs collectivism is defined as the preference of a person only being concerned about oneself and looking after oneself, compared to a person who wants to remain in a closely knitted network. These are some terms with definitions which will be used in this essay: the Asch paradigm, which refers to the studies conducted by Solomon Asch, in which he showed his participants different lines and asked them to verbally judge and respond as to what the length of the

Understanding the influence of culture in business practices and managerial decision-making requires explaining the differences between cultures. This is why, Hofstede (appendix 1) presents a well-known model based on four dimensions of culture: