Understanding Cultural Dimension : Strategy For Globalization Business

Culture is an observable, powerful force in any organization. “Made up of its members’ shared values, beliefs, symbols, and behaviors, culture guides individual decisions and actions at the unconscious level. As a result, it can have a potent effect on a company’s well-being and success” (One Page, n.d.).

The continuous growth in global business interactions and partnerships constitute the necessity for business partners to understand the cultural differences in society. This growth has led to increased competition and customer expectations which drives the need for innovation from a variety of human resources (Saray, Patache, Ceran (2017). The importance of understanding the international business culture and how to properly communicate is extremely crucial to form a strong relationship. The driving force behind human behavior is culture (Moran, Abramson, and Moran, 2014, pp.11). Behaviors, attitudes, productivity, and morals are all driven by culture (Moran, Abramson, and Moran, 2014, pp.11). The ability to recognize the cultural differences, emphasize employees’ roles, drive empowerment and make the necessary accommodations is a key measure to achieving strategic goals (Saray, Patace, Ceran (2017).

In times of rapid economic development and internationalization of business, effective cross-cultural communication among managers remains a challenge. This thesis aims to research and analyze crosscultural communication in business context based on qualitative case study of a small Swedish company and its international business partners. Previous research has focused on differences and similarities in people‟s behaviour and ways

A helpful tool to consider when discussing the possibilities of a culture for a particular company is the Hofstede 's Cultural Dimension. Hofstede’s Cultural Dimension studies different aspects of a nation 's culture in comparison to other cultures around the world. Each part of the Hofstede’s Cultural Dimensions deals with how specific cultures react to different scenarios. The Hofstede 's Cultural Dimension is subdivided into six specific categories. These categories, also called indexes include the following: Power Distance (PDI), Individualism versus Collectivism (IDV), Masculinity versus Femininity (MAS), Uncertainty avoidance index (UAI), Long Term Orientation

The Hofstede’s six cultural dimensions were created collectively by Geert Hofstede, Michael Bond, and Michael Minkov. These dimensions of culture were created to view how values in the workplace were influence by a particular culture of a given country. Essentially, it was a tool to describe how workforces in different countries operate under their own culture. There are currently six different dimensions of national cultures; power distance, uncertainty avoidance, individualism, masculinity, long-term orientation, and indulgence versus restraint. Professor Greet Hofstede was the creator of the first four cultural dimensions, back in 1973. Roughly two decades later, Michael Bond with the support of Hofstede created the fifth dimension, in 1991. Recently in the 2010, the last dimension was added to the list, by Michael Minkov and his research team (Minkoy & Hofstede, 2011). The first four dimensions discovered by Hofstede, dealt with four different anthropological issues that were handled differently from nation to nation. These issues involved; methods of coping with inequality and uncertainty, relationships within a primary group, and the emotional significance of having been born as male or female (National, n.d.). The fifth dimension is long-term orientation. Long-term orientation provides the idea that a given culture or country prefers to do things in an old-fashion manner or in a modernized pragmatic approach. The last dimension,

The Hofstede's cultural dimensions theory was conducted by Professor Geert Hofstede. The Hofstede's cultural dimensions theory are the model of Hofstede was the outcome of factor analysis done on a global survey of the value system of employees at IBM between the years 1967 and 1973. This theory was one of the initial ones which could quantify cultural differences (Cleverism, 2015). The six dimensions of national culture are based on extensive research done by Professor Geert Hofstede, Gert Jan Hofstede, Michael Minkov and their research teams which is power distance, individualism, masculinity, uncertainty avoidance, long term orientation and indulgence. The original theory that Hofstede proposed talked of four dimensions, namely power distance, uncertainty avoidance, individualism versus collectivism and masculinity versus femininity. After conducting independent studies in Hong Kong, Hofstede included a fifth dimension, known as long-term versus short-term orientation, to describe

Throughout the 20th century, the anthropological views of culture have evolved significantly. Anthropologists view culture as the learned and accumulated experience. A culture of a particular community or society integrates the socially transmitted patterns of behaviors characteristics of a specific social group. However, the definition is still evolving with some scholars defining culture as the knowledge, beliefs, art, morals, customs and another element of life acquired by an individual in society. Kroeber defined culture as a mass of learned and transmitted motor reactions, habits, techniques, ideas, and values. Since Krober’s definition, anthropologists have defined culture in several other ways, although the core elements of Kroeber’s original definition are still relevant. Most o the modern definition of culture agree that culture is learned, widely shared, is responsible for most of the differences in ways of thinking and behaving and is essential in completing the psychological and social development f individuals. Cultural anthropologists often use the term when emphasizing the unique or most distinctive aspects of a specific group’s customs and beliefs. For instance, when we refer to Japanese culture, it refers to whatever customs and beliefs the Japanese people share that make them distinct or different from other people. In this scenario, the definition does not imply that the

This paper serves a purpose of examining the Hofstede’s Cultural Dimensions and using such measurement to compare the cultural values of Canada and the United States. It will look deeper into the cultural dimensions, business practices and business etiquette. This paper will also provide information of both countries and where they stand on the dimensions and the reason why. Hofstede decided that when two people interact with each other within an organization, culture characterizes their behavior and attitude towards others. Psychology Hofstede had published his cultural dimension’s model at the end of the 1970s. In more than fifty countries Hofstede studied the people that worked for IBM. The dimensions collectively portray the impact of the culture in the society on the values of the members of the society. The description of the relationship between the values and the behavior based on the factor of analysis.

1. Wade (2004) highlights some of the pitfalls of doing business internationally. As cultures can vary significantly from one region or country to the next, it is important to understand some of these differences and how they affect the process of doing business, or even just basic communication. There can be differences even between regions within a country (i.e. Ontario vs Quebec; New England vs. the South) so it is important to understand the cultural dynamics of each area before doing business there. In Wade's article, he highlights some superficial issues like punctuality, gift-giving, and gestures. Wade also outlines some of the more critical issues that are seen as deal-breakers.

This website demonstrate different cultural dimension by various countries. IT could compare one country to another. This dimension include Power Distance Index (PDI), Individualism versus Collectivism (IDV), Masculinity versus Femininity (MAS),

Cultural Models and Cultural Dimensions (Hofstede) Cultural studies are not a unified theory but a diverse field of study encompassing many different approaches, methods and academic perspectives. As in any academic discipline, cultural studies academics frequently debate among themselves. Cross-cultural communication, as in many scholarly fields, is a combination of many other fields. These fields include anthropology, cultural studies, psychology and communication. There exists no uniform evaluation system or model of cultural aspects to date. However, the variety of the available models much more illustrates how multifaceted the approach can be. Nevertheless, there are some common dimensions for the most cultural models such as concept

“Geert Hofstede 's research gives us insights into other cultures so that we can be more effective when interacting with people in other countries. If understood and applied properly, this information should reduce your level of frustration, anxiety, and concern. But most important, Geert Hofstede will give you the 'edge of understanding ' which translates to more successful results.” (Hofstede G. , http://www.geert-hofstede.com, 2001)

According to Greet Hofstade, “Culture is the collective programming of the mind distinguishing the members of one group or category of people from others” (Hofstede, n.d.). It can be analysed from the definition that, not all groups of people are same. People of different regions-nations have different understanding and ways of doing things that differentiates them from the other. Thus, an organization should try to adapt to the host country’s culture to ensure success. Failure to do so seizes the corporation from achieving its goals (Gudykunst, 2000).

The moment approaches when I, as the company's I-O Psychologist, will be working abroad in Japan. This will be an enlightening opportunity for many reasons. This opportunity also holds the potential to hinder the company's growth and production. Japanese culture is extremely different from that of western culture. The workplace environment and participation in a company or organization is fundamental to the Japanese experience and culture. Therefore, cultural sensitivity, awareness, and keen observation are necessary. I will facilitate the exchange of ideas and maintain awareness of potentially culturally treacherous situations while I represent the company in Japan. The experience should only profit the company and increase production. My objectives as I-O Psychologist are to support the company and create a harmonious, yet industrious environment.

Culture can be defined as the essence and acquaintance of a group of individuals, which includes everything from language, religion, food, communal habits, music as well as arts. (Zimmermann, 2015)