Cultural Dimensions Of Natural Culture

Cultural Dimensions Of Natural Culture
Culture is defined as the symbols, language, beliefs, values, and artifacts that are part of any society.
Culture is a multidimensional component that cannot be generalized for the sole purpose of creating
a comprehensive methodology that is applicable to the entire world. To further dissect culture, Geert
Hofstede, a renowned Dutch social psychologist, created the Cultural Dimensions Theory. With it,
national culture can be analyzed along six different dimensions: Power Distance Index,
Individualism versus Collectivism, Uncertainty Avoidance Index, Masculinity versus Femininity,
Long Term Orientation versus Short Term Normative Orientation, and Indulgence versus Restraint.
These different dimensions of culture were initially identified to understand how culture influences
workplace values. Similarly, the Hofstede dimensions of natural culture can be used to understand
the culture that determines its people's participation or ignorance to an American pre–approval
access programs. By understanding each dimension of the Hofstede model, each country's cultural
needs may be addressed and answered to better recruit patients from around the world.
The first Hofstede dimension is the Power Distance Index (PDI). This category measures the degree
to which the people from a lower social order accept the unequal distribution of power in the social
hierarchy. The higher the PDI, the more the people in the society accept the established social order,
and vice versa. Countries with low
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Hofstede 's Five Cultural Dimensions
A review of Hofstede's five cultural dimensions,this model looks at the effect of cultures, value of its
members, and how they relate to behavior within that culture. The model has been successfully used
for effective intercultural, interpersonal communications around the world. There are five values
that Hofstede's has identified: Power Distance; Individualism or Collectivism; Masculinity and
Femininity; Uncertainty Avoidance and Short or Long Term Orientation. Each value aids in
developing a model to understand an approach and the preparation that should be taken to be
effective and successful in its dealings with that particular culture.
I have selected two countries using Hofstede cultural dimensions model.China who has the second
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These settings become formal,and status symbols become very important. Decisions are made by
the few individuals that are in charge. On the other hand in a low power distance cultural, the
authority iscooperative and the chain of command is readily accessible. In business settings
managers utilize the individual employees or teams for their expertise. Usually in these settings the
business decisions are made by a team or group environment. Canada is considered a low power
distance culture with a score of 39.
Short or Long Term Orientation:
Short or Long term orientation is the second Hofstede value, and Russia and China have similar
scores; Russia scored 81 and China 87. In a long term orientation culture that score high are usually
more inclined to take a practical approach. There is usually more problem solving and looking at
various options to improvethe culturein modern education,recognition and motivation which will
encourage thriftiness and prepare for long term results.
Cultures with short term orientation have low scores. These cultures are inclined to follow old
traditions, and norms. Usually suspicious of change and look more at the present thenthe long term
future values. Argentina is considered a short term orientation with a score of 20.
Individualism or Collectivism
The third value that Russia and China have similar scores is Individualism. Russia scored a 39,
where China had a score of 20. These are both considered to be low scores. This reflects

The Cultural Dimensions Of The International Adaptation Of...
Beliefs, values and customs are the three components of culture which influence the international
adaptation of products (Usunier, 1993). These three components have an effect on the individual's
consumption behaviours and the buying pattern. Individuals purchase products due to some
references from their own culture. Beliefs, values and customs send direct and indirect messages to
customers concerning the assortment of products and services; it is known as the cultural message
(Doole & Lowe, 2001). The culture a customer portrays determines and affects their decision
process. Organisations must adapt their product to meet the requirements of that specific area of
operation. (Usunier, 1993)
Having identified culture using existing theory, the author will interpret it in relation to product
adaptation. This entails a clear understanding of what basics assumptions are and in terms of the use
of two cultural frameworks. The first framework is Hofstede's five cultural dimensions; he presents
five cultural dimensions which are considered relevant for understanding the influence of culture on
international marketing, including adaptation.
According to Holden & Mc Sweeney (2002) and Myers & Tan (2002), Hofstede's framework has a
number of weaknesses and strengths. The key weaknesses include that the study of Hofstede appears
to be outdated and consequently obsolete, it seems he doesn't take into deliberation dissimilar
cultural groups in a same country, for example: in Spain

Hofstede’s Cultural Dimensions
Hofstede's Cultural Dimensions Introduction Some of the most influential research on cultural
values has been done by Geert Hofstede. His empirical studies of work–related values have been
extended to 74 countries. He has identified five major dimensions along which cultural values vary:
high vs. low power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty
avoidance vs. uncertainty acceptance, and short–term vs. long–term orientation. The aim is not to
use these cultural generalisations to stereotype and to suggest that cultural groups are all the same or
will not be altered at all by experience. These five dimensions provide us with a framework for
developing our understanding of ... Show more content on Helpwriting.net ...
atin America) |Implications for teaching | |Individualist |Collectivist | | | | |Teachers |Teachers | |expect
quick, direct answers to questions |see purpose of education as learning how to do things and | |see
their role as teaching students how to learn |acquiring factual knowledge | |Students | | |have own
individual resources |Students | |take individual responsibility for a task |may need to consult larger
group before making a decision | |self actualisation is the ideal |don't give an immediate answer | |
|speak when sanctioned by the group | |Media is primary source of information |avoid confrontation |

The Cultural Dimensions Of National Culture
CULTURE
"A set of basic assumptions – shared solutions to universal problems of external adaptation (how to
survive) and internal integration (how to stay together) – which have evolved over time and are
handed down from one generation to the next." (Schein, 1985). Culture is divided in into 2
categories one is National Culture and second is Organisational Culture. NATIONAL CULTURE
National Culture is regarded as "the pattern of thinking, feeling, and acting" (Hofstede, 1991, p.4),
which every person has acquired in childhood and carries along throughout life (Hofstede, 1991).
National culture is something a group of people or society or a city or a country follows. Its customs
traditions. As Quin Marrow's company is based in Los Angeles and was going to have a joint
venture with a Peruvian company. These both have very different national culture. Hofstede in his
study identified six major cultural dimensions.
Power distance index
Individualism
Uncertainty avoidance
Masculinity
Long–term orientation
Indulgence
Image source: http://geert–hofstede.com/australia.html
Hofstede's Power distance Index measures the extent to which the less powerful members of
organisations accept and expect that power is distributed unequally. Australia has a 36 on the
cultural scale of Hofstede's analysis and Peru has 64. Australia has almost equal distribution among
rich and poor as compared to Peru.

The Cultural Dimension Scores Provided By Geert Hofstede...
Six Dimensions of Culture
Understanding cultural differences can enable leaders to more effectively support and manage their
followers. Realizing that a leadership style that works in one culture may not result in the same
outcome in another country is paramount to foster strong work relationships. This essay will review
the cultural dimension scores provided by Geert Hofstede for the United States and Sweden and
explore how these differences impact workplace relationships and leadership strategy.
Power Distance
Geer Hostede describes power distance as the degree less powerful members of a society or
workforce accept the inequalities in power ("Dimensions – Geert Hostede," n.d.). The United States
scores 40 compared to 31 for Sweden. Both countries scored fairly low in power distance suggesting
equality is central desire. Lower ranking staff members in societies that exhibit small power ranking
scores expect to be consulted (Hostede, 2011). Participative leaders could be very effective in this
society as the defining qualities of this leadership style include collaboration and seeking consensus
in decision making. Employees in both countries expect to be treated with equality and will not
follow leadership blindly.
Individualism
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

Gerard Hendrik Hofstede's Cultural Dimensions Theory
What if I told you culture has a bigger role in your life than you think? Well according to Gerard
Hendrik Hofstede, a Dutch social psychologist, culture is an enormous factor when it comes to
analyzing a society's values and behavior. Hofstede traveled all over the globe and interviewed
several employees on their values and with that he developed an immense database that analyzed the
ways cultures differ from one another. Hofstede's culture dimensions theory consists of six
dimensions: power distance index, individualism vs. collectivism, uncertainty avoidance index,
masculinity vs. femininity, long–term orientation vs. short–term orientation, and indulgence vs.
restraint. Culture is more than one's heritage; culture determines and justifies a society's behavior
and values. The power distance index (PDI) determines how much a culture is willing to accept and
expect an inequality of power. Societies with high PDI are more willing to accept powerful authority
figures, such as a hierarchy, and comply with their rules without justification. Societies with low
PDI work to equalize the distribution of power and demand justification for inequalities of power.
Societies categorized with large PDI expect for their elders to be both respected and feared, parents
always teach children obedience, subordinates expect to be told what to do, they have frequent
corruption scandals which are covered up and income distribution in society is very uneven.
Meanwhile societies categorized with

Understanding Cultural Dimension : Strategy For...
Understanding Cultural Dimension:
Strategy for Globalisation Business
The maritime industry is a kind of vast business, which usually develop into multinational business.
This business will involve many people from other countries. Since, the ship moves from one to
another country, communicating with people from another country with different cultures is
inevitable.
Culture was defined by anthropologist as learning and sharing concept, value and belief or can be
said as an adaptable system (Lyman, 2008). While, in the wholistic sense, culture can be conceived
as the empirical result of manifest in behaviour which already accumulated, transmitted and shared
ideas.
Learning to manage cultural differences is a means to become more ... Show more content on
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Since culture is a fundamental problem–solving in a particular environment. Therefore, having a
sense of culture and its related skill is essential for effective management of emerging global
corporations for further beneficial world trade and exchange (Robert, et al., 2014).
Moreover, Hofstede defines "dimensions as an aspect of culture that can be measured relative to
other cultures. Cultural dimensions enable the provide ways of understanding behaviour
encountered in business situations that at first may appear odd, mysterious or inscrutable".
Therefore, cultural dimensions present a dominant role in understanding the organizational culture
of different countries.
Researchers knew that along with globalisation era, there was the need to communicate with people
from different cultures. Unfortunately, knowing a culture will need a long time. Thus, they did and
developed some research about cultural dimension, where they classified people from different
culture into a few classes or value as they analysed. Furthermore, the need in categorisation had
enable us to predict a culture's behaviour, clarify people act, avoid in giving offence, searching some
kind of unity from diversity, standardize policies and perceive neatness (Lewis, 2006). Fortunately,
there are some of the cultural dimension study, which held by Hofstede, Trompenaar, Gesteland and
Lewis, so people can learn from their research .
First, cultural dimension model by

Hofstede S Cultural Dimensions
Growth of research addressing the relationship between culture and consumption is exponential.
Thus, culture's influence on consumption and marketing had drawn increasing attention in recent
years. Hofstede's framework is the most widely used national cultural framework in psychology,
sociology, marketing and management studies. His dimensions were all constructed in such a way
that they addressed basic problems that all societies have to deal with. Thus, these dimensions of
national culture were constructed at the national level namely:
PDI: Power Distance Index
IDV: Individualism versus collectivism
MAS: Masculinity versus Femininity
UAI: Uncertainty Avoidance Index
In 1991, a fifth dimension has been added – LTO – Long Term versus ... Show more content on
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The third dimension is MAS, where masculinity cultures such as Japan, Austria, Venezuela value
achievement and success; whereas femininity cultures such as Sweden and Norway stress caring for
others, interpersonal relationships and quality of life. Regarding the MAS index, Crotts and
Erdmann (2000) found visitors from less masculine cultures to be less critical and forgiving when
evaluating travel services compared with visitors from more masculine cultures, who are more
assertive and judgmental and evaluate airline service quality less positively and are less loyal to
airlines.
UAI reflects the extent to which people feel threatened by uncertainty or ambiguity and try to avoid
these situations. Money and Crotts (2003) found that visitors from high uncertainty–avoidance
cultures (e.g. Greece) engage in significantly more risk– or uncertainty–reducing behaviors such as
purchasing more often prepaid tour packages, travel in larger groups, stay for shorter periods, and
visit fewer destinations than their low uncertainty–avoidance German counterparts when traveling
internationally.
LTO refers to the preference for instant reward versus delayed reward. Countries such as Taiwan,
Japan, South Korea are long term orientated and stress thrift, hard work, dedication and savings. On
the other hand, cultures such as Pakistan are short term orientated that focus on tradition and social
obligations.
IND refers to the extent to which

Compare and Contrast the Relative Hofstede's Cultural...
Compare and contrast the relative hofstede's cultural dimensions of USA, CHINA, GERMANY
AND INDIA
Submitted by
Mohammed Mohsin.K
211103
Section "E"
2nd year PGDM
SJCBA
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.
Geert Hofstede conducted one of ... Show more content on Helpwriting.net ...
* A direct and participative communication and meeting style is common, control is disliked and
leadership is challenged to show expertise and best accepted when it's based on it. | INDIA | * India
scores high on this dimension, 77, indicating an appreciation for hierarchy and a Top – Down
Structure in society and Organizations. dependent on the boss or the powerholder for direction,
acceptance of un–equal rights between the power–priviledged and those who are lesser down in the
pecking order, immediate superiors accessible but one layer above less so, paternalistic leader,
management directs, gives reason / meaning to ones work life and rewards in exchange for loyalty
from employees. * Real Power is centralized even though it may not appear to be and managers
count on the obedience of their team members. * Employees expect to be directed clearly as to their
functions and what is expected of them. * Communication is top down and directive in its style and
often feedback which is negative is never offered up the ladder |
| INDIVIDUALISM | | The fundamental issue addressed by this dimension is the degree of
interdependence a society maintains among its members. It has to do with whether people´s self–
image is defined in terms of "I" or "We". In Individualist societies people are supposed to look after
themselves and their direct family only. In Collectivist societies people belong to 'in

Cultural Dimension In Russia And Canada
Eventually, the immense difference in teaching between Russia and Canada can be explained by the
uncertainty avoidance Cultural Dimension which holds the perception of the future by a country. On
one hand, countries with higher UAI are more afraid of the future, because they do not know what to
expect. On the other hand, countries with lower UAI tend to be more comfortable and relaxed
toward the future. For the uncertainty avoidance Russia scored 95 while Canada scored 48. In
Russia, poor treated profession of the teacher and meager wages explain the fact the people are
uncertain and scared of their future. They do not know what to expect since their condition is
already lamentable. At the same time, Canada has a lower rate of uncertainty avoidance

Cultural Dimensions And Its Impact On The Corporate World
Cultural differences and dimensions are very important when it comes to the corporate world. There
have been numerous studies done on individual differences that are seeking out to identify the
reasons why people behave in which the way they do. In the United States, it is important to
understand each dimension and which cultural dimension we focus on most. In this paper, the five
cultural dimensions and how they are implemented in the corporate world will be discussed. Culture
is defined as, "The learned, shared way of doing things in a particular society" (Uhl–Bien,
Schermerhorn, & Osborne, 2014, p.44). As referred by Geert Hofstede, culture is the, "software of
the mind". Hofstede is referring to our minds as, "hardware" since it is universal to all humans.
However, the, "software" of culture varies from each one with many differences. We were born into
a society that teaches you culture rather than being born into it. Since we learn from a very young
age about culture this helps up to distinguish boundaries between different groups of people. In each
culture there are a set of values and these are important when dealing with organizational behavior.
Uhl–Bien, Schermerhorn, & Osborne (2014) state that the way in which people think about work,
risk, wealth, achievement, and gain may influence their approach to work and relationships (p.44).
There is a term known as cultural quotient which describes how someone is able to work effectively
across cultures

The Impact Of Cultural Dimensions On The Emerging...
Every organization has a culture that focuses on social integration, motivation and commitment to
help accomplish goals and innovation while increasing productivity and competitive advantage. The
complex nature of organizations forces one to analyze the internal behaviors that are perceived as
the norms in the environment, thus creating a culture that is embraced whether intentionally or
unintentionally by the people of the organization. To add, interacting across cultures and within
international organizations can be challenging due to the complexities of multicultural situations.
Hence, this dissertation will discuss the impact of cultural dimensions on the emerging leadership
development and operation of an international joint venture with Russia.
Russia is a country that is culture and historically filled with dramatic turning points. The country
has made significant strides both economically and politically to attract business opportunities such
as a joint venture; however, the country's policies could potential affect growth. Furthermore,
initiating a joint venture with another oil company within the country may prove to challenging if
there is no clear understanding of culture. This essay will discuss the research results from the
consultant's perspective on Russia, as well as the impact of cultural dimensions on the emerging
leadership development and operation of the joint venture in Russia.
Case background Alpha Oil and Gas (AOG) is an 18–month old

Compare and contrast Hofstede's cultural dimensions of...
Mismanaging cultural differences can render otherwise successful managers and organisations
ineffective when working across cultures. As stated byOsland (1990, p. 4) ``The single greatest
barrier to business success is the one erected by culture''. Hofstede (1983) defines culture as "the
mental programming of the mind which distinguishes the members of one human group from
another" (Hofstede 1983 p. 25). Through the comparison of Chinese culture and Australian culture
using Hofstedes five cross–cultural dimensions: power distance, uncertainty avoidance, masculinity,
individualism, and long–term orientation an insightful view into the differences and similarities of
the cultures can be obtained (Chong & Park 2003). Human Resource Management ... Show more
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Performance appraisals generally involve two–way communications which is not embraced by
Chinese culture as the large power distance found in China indicated that to challenge authority of
superiors is not considered appropriate for subordinates (Huo 1995). Therefore when conducting a
performance appraisal in China it is expected that the evaluated will be more subjective. A straight
forward form of appraisal would be better received and employee participation should not be forced.
Of significant interest is Australia's high individualism ranking of 90 (ITIM International 2003) .
High Individualism implies a society believes that people should largely remain independent from
groups, and that people should have a self–concept of being an independent individual rather than a
dependent member of a group(Harrison 1995). In comparison China ranked extremely low with a
score of 20 in the individualism ranking (ITIM International 2003). This is as a result of the society
fosters strong relationships where everyone takes responsibility for fellow members of their group
with an emphasis on a Collectivist society as a result of the Communist rule (Hofstede 1980). As a
result of the different stance of each culture on individualism human resource activities such as
compensations and benefits will need to be approached in a different way. In Australian rewards are
geared towards pay for performance which motivates the individual to stand out

Using Geert Hofstede 's Six National Cultural Dimensions...
I have been selected as the project leader for Gummere International and directed to assemble a
multicultural team together to develop a custom ERP system to be used by all of our subsidiaries. I
have been given a one month, unrealistic, deadline to present our solution to the board of directors.
The division of the firm responsible for the design and development of the system is based in India;
and due to a language barrier, the project has gotten off to a rocky start. Through Web 2.0
technology, I was able to mitigate the barriers and complete the task.
II. IT International Division Partner: India
Working with India, as an international division partner, in designing and developing the technology
needed for our firm to succeed, it is imperative to understand the dynamics of their culture and how
they compare/contrast to those of Westerners to foster a successful business venture. This can be
accomplished by using Geert Hofstede's six national cultural dimensions model and comparing the
power distance, individualism, masculinity, uncertainty, pragmatism, and indulgence to those of
Western cultures. The first dimension in the model, power distance, is very high in India; meaning,
the members of society have a very strong appreciation for hierarchy and a top–down structure in
society and organizations. They tend to be reliant on their boss for direction and are extremely
obedient to their superiors. Communication is conducted through very formal channels and
conducted

Hofstede's Cultural Dimensions Of Individualism
Using Hofstede's cultural dimensions of individualism/collectivism, context, chronemics,
uncertainty avoidance, power distance, masculinity/femininity, and long–term/short–term
orientation can help to compare and contrast America and Israel. America is located mainly in the
Northern Hemisphere in the continent of North America. Israel is located in Asia, which is located in
the Eastern and Northern Hemisphere. There are many things you will find similar when talking
about two countries, but also plenty of differences. For example, Hofstede's cultural dimensions
along with the ethnicities, nationalities, race, religions, and the norms of each country. When I think
about going to another country I think about what kind of popular food they will have, the sights to
see, things to do, if they have good shopping, and so much more. Most people don't put into
consideration how the population of that country defines themselves and their relationships to
others. A country can either have an individualist culture or a collectivist culture. According to
Hofstede's Cultural Dimensions, individualist cultures believe being individual is important, they
stress their independence, reward personal and individual treatment, and value everything about
being individual (Sprague, Stuart, Bodary 3–2a). Collectivist cultures view needs and group goals as
the most important thing along with focusing mainly on cooperation instead of competition. When
talking about America, it is considered very

Hofstede 's Dimensions Of Cultural Values
Essay
Introduction
The concept of cultural intelligence and its applications in management has become a pivotal
business issue, especially in the context of cross–cultural management. Therefore, it is imperative
for executives to understand the science behind it, which is culture itself. This essay will explore
various cultural frameworks with a focus on Hofstede's Dimensions of Cultural Values, and also
conduct a further analysis through a comparison of my cultural scores with that of my own country.
Furthermore, a cross–cultural business situation will be evaluated to apply the coherent frameworks
to solve the possible issues arising from differences in culture.
Discussion of cultural frameworks
In the field of cross–cultural studies, Geert Hofstede's Dimensions of Cultural Values framework is
widely recognised and greatly employed in cultural assessment (Bing 2004, Michael and College
1997). Using data extracted from the IBM international workforce in the 1960s, he identified four
dimensions of culture (power distance (PD), uncertainty avoidance (UA), individualism/collectivism
and masculinity/femininity) and later included the dimension of short–term orientation (STO) /long–
term orientation (LTO) into the mix (Magnusson, Wilson, Zdravkovic, Zhou and Westjohn 2008).
According to Hofstede (1993), by evaluating these dimensions, one would be able to determine a
nation's culture and act accordingly to the results.
On the outset, this approach seems relatively

What Does Hofstede's Cultural Dimension Theory
1. Introduction
Since 1860, the United States had been described as a "paradise" of freedom, democracy and wealth.
In the middle of the twentieth Century, Chinese immigrants arrived the United States, they must
deliberately integrated into the American culture to adapt to the new environment. Their children
were also eager to become a member of the American society and wanted to be fully included into
the American culture.
The Joy Luck Club is a novel written by Chinese–American female writer Amy Tan. This novel
focuses on 4 Chinese–American immigrant females in San Francisco in the 1850s who made a
mutual acquaintance by playing mahjong and started a club known as The Joy Luck Club with their
longing for a better life. Their daughters subsequently ... Show more content on Helpwriting.net ...
He believed that, (1) Values dimensions of Chinese regional cultures were significantly different
based on Hofstede's cultural dimensions theory, (2) Among Chinese regional cultures, there were
indeed an existence of cross–cultural differences in some aspects.
2.2 Previous Studies on the Cultural Differences in The Joy Luck Club
The conflicts between mothers and daughters in The Joy Luck Club reflect the great difference
between both cultures. Therefore, there are many domestic and foreign scholars who studied Sino–
US cultural differences presented in The Joy Luck Club.
Tara Fickle published American Rules and Chinese Faces: The Games of Amy Tan's The Joy Luck
Club，This paper analyzed the dramatic plot regarding relationship between the immigrant Chinese
mothers and their U.S.–born daughters, allowing the readers to experience the contradictory
relationship between freedom and restraint and to realize the difference between cultures.
Marina has published the Daughter–text / Mother–text: Matrilineage in Amy Tan's Joy Luck Club,
which discussed the theme of The Joy Luck Club, the story of four Chinese daughters and their
mothers, and their mother's marginal position in Chinese

Cultural Dimensions Theory
Cultural Dimensions Theory MGMT455 Unit 3 Assignment Cultural Dimensions Theory A Dutch
social psychologist and anthropologist named Geert Hofstede studied how different cultures interact
with one another. The framework for assessing the many differences between nations and cultures
was established by him and called the cultural dimensions theory. The theory uses six cultural
dimensions to place a value on them. The six cultural dimensions are power, collectivism,
uncertainty avoidance, masculinity, temporal orientation, and indulgence. The data Hofstede
gathered was based on surveys conducted by IBM, a US technology and consulting firm (Cultural,
2013). The power dimension such as equality versus inequality analyzes the way ... Show more
content on Helpwriting.net ...
By doing prior research, I would know what they dos and don'ts of business are in Germany. By
doing real research, I can know what it real tradition and what is not because no businessperson
should make assumption about the country they are going into. References Cultural–Dimensions
Theory. Retrieved 25 January 2013 from World Speaking:
http://news.tel/elangue.com/en/2011/09/cultural–theory. What About Germany? Retrieved 25
January 2013 from The Hofstede Centre:

Hofstede's Cultural Dimensions Comparison
Hofstede's Cultural Dimensions Comparison
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.
United States versus France
For example, if a company based in the United States were going to expand into France, the
company could use Hofstede's 6 cultural dimensions to get a general look at the differences between
the two. Then out of those differences, the company could see what approaches may or may not
work, or what they may need to change,

The Cultural Dimensions of Hofstede Essay
I. Introduction
This essay aimed to evaluate and critique the paper written by Geoffrey Williams and John Zinkin. It
was divided into seven parts. First of all, I would brief introduce what the essay is about, followed
by giving the description of the paper being evaluated. Then, theory and literature would be
evaluated, with highlighting the theoretical frameworks used by the authors in developing the paper.
Research design and approach would come to the fourth part, in which I would explore the research
design and methods and discuss the benefits and limitations. Afterwards, benefits and limitations of
the research design and approach would be given, and finally comes the suggestions of alternative
research strategies/method and the ... Show more content on Helpwriting.net ...
Findings were presented after analyzing the data of the correlation coefficients between the
percentage responses in each category and the cultural dimensions and the distribution of responses
across five dimensions. Finally the discussion and conclusions were given, with summarizing some
implications of the results for CSR strategies of managers and firms operating in cross–cultural
contexts.
III. Theory and literature
In this paper, the cultural dimensions of Hofstede were set up as a framework to analyze the
behavior of firms in different societies. Besides, the authors developed a set of propositions related
to propensity of consumers to punish CSR according to Hofstede cultural dimensions. In this
process, approaches were put forward to adjust CSR practices in response to differing cultural
attitudes. CSR was taken in the extant literature which was categorized into four broad and distinct
sections.
First of all, theories were introduced to argue that the approaches of the instrumental and private
wealth creating models should be mapped into Masculinity and Individualism in Hofstede
dimensions when maximizing shareholder value and creating competitive advantage. Then, to
address corporate constitutionalism, social contract theory and corporate citizenship in the political
and social models, the Power Distance of Hofstede dimension was argued to be related to

Cultural Dimensions Of Brazil And China
GCIM
International Business and Management
Assignment 1
Cultural Dimensions of Brazil and China
Nouran AlSahhaf
@00413902
Table of Contents
Executive summery.............................................................................3
Cultural Dimensions............................................................................4
Power Distance.........................................................................4
Power Distance in China.................................................................4
Power Distance in Brazil ....................................................5 Uncertainty
Avoidance................................................................5 Uncertainty Avoidance in
China............................................5 Uncertainty Avoidance in Brazil............................................5
Cultural Dimensions and Organizations...................................................6
Characteristics of Cultural Dimensions in The Chinese Market......................7
Conclusion........................................................................................8
List of References................................................................................9 Executive Summery
Culture, as described by Professor Geert Hofstede is "the collective programming of the mind
distinguishing the members of one group or category of people from others". Every country in the
world has a unique set of values, characteristics and behaviors that distinguishes them from one
another. These draw the line of how people from the same country behave with each other and how
they deal with other people from different countries or nations, that also have their own cultural
values and norms.
Culture plays an important role in any organization, as it impacts the way it is run. This includes
how employees and managers interact with each other and with customers (Mats, 2002, pg.

Cultural Dimension Of Culture
Culture is an inseparable part of an individual that makes up the reality that they live in, which
encompasses everything that influences the way we think or view the world which includes things
such as traditions, language, cultural models, and cognitive categories. This such reality is shared
and taught to us from the moment we are born from those who came before us. All in all, culture is
what makes us view the world the way that we "naturally" do, or in other words what we perceive to
be the natural way of viewing the world. The cultural dimension to any element of human
experience is critical to consider because it gives a reason for everything that we do, and allows us
to treat others outside of our own reality with respect and an open mind, giving us an appreciation of
the fact that everyone is not the same. This cultural consideration would be very important in
understanding a cultural phenomenon such as the kiss on the cheek greeting in Latino culture;
without this consideration the practice and purpose of this, or other cultural phenomena, would be
misunderstood or looked at as "unnatural." To begin, it is vital that the cultural dimension of any
human experience be considered because it gives a reason for everything we do, along with why
those who are different from us do the things they do. Doing this allows us to come to a deeper
understanding of others and to realize that culture is something we can't escape. The idea that
culture shapes everything we do, and

The Four Dimensions Of Cultural Values
Understanding the differences and similarities inherent in other cultures may provide opportunities
when working with individuals (or groups) who may have very different or similar cultural values.
Through the work of many people, more is known about other cultures' values than perhaps ever
before. Geert Hofstede is one of these people, and his work has allowed for a greater understanding
of cultural values across a wide range of dimensions. His work has grown from four dimensions to
six, and as more information is gathered this will perhaps increase as well. In the first section, the
first four dimensions of cultural values will be discussed briefly. Next, all six dimensions will be
given for the United States (US) and Japan, and will be considered according to the highest and
lowest differences between dimensions of these two countries' cultural values. In addition,
considerations for applying motivational theories toward individuals from these two countries will
also be discussed. Lastly, a single dimension will be selected for each country and a
recommendation given accordingly that could help improve performance.
Four Dimensions of Cultural Values Latham (2012) outlines four of the broad categories of
Hofstede's cultural dimensions, including low–high power distance, individualism–collectivism,
masculinity–femininity, and uncertainty avoidance, which will be discussed here. Power distance
can be thought of as the extent in which members of a culture accept inequality

Microcultural Cultural Dimensions
Option #1 Microcultures/Cultural Dimensions Are you a member of a microcultural group in
America? Chances are the answer is "Yes". In fact, regardless of your cultural affiliation, the
majority of individuals in America are associated with a microcultural group (Neuliep, 2015). These
various microcultures exist within the macroculture of the nation, yet possess distinct attributes such
as: codes of conduct, customs, etiquette, hierarchies, language, and rituals (Long, 2017). Moreover,
a microculture can be comprised of group of individuals bound together through a characteristic as
varied as their age, racial factors, occupation, sexual inclination or even geographic location
(Neuliep, 2015). Each of these microcultures possess cultural dimensions as outlined by Hofstede
and these dimensions offer us a unique glimpse as to how these groups differ from other cultures.
Hofstede's Dimensions and the Deaf The deaf sub–culture consists of approximately 500,000
individuals in the United States who consider themselves part of this ethno–linguistic microculture
which takes pride in lacking the power of hearing or in having hearing which is impaired (Hamill &
Stein, 2011). Two of psychologist Geert Hofstede's six dimensions will be explored. By examining
this sub–culture, a determination will be made as to what distinguishes this culture from others as
well as to identify tendencies within this microculture. The two dimensions to be examined are
Power Distance and

Spanish Cultural Dimensions
Spanish Cultural Dimensions.
Through this report, based on the Hofstede's cultural dimensions, we will try to clarify the main
features of the Spanish culture. To get this target we will use a few proverbs or traditional
expressions from Spain and relate them to Hofstede's theory.
This way we will be able to understand and know a little bit more about how is the Spanish culture
and how it differentiates from other cultures.
The first proverb we are going to use says: "La union hace la fuerza" Which means there is strength
in numbers. This proverb describes very well how most Spanish society behaves. We also can
appreciate some relationship with Hofstede's dimension of individualist and collectivist societies.
Moreover, we are able ... Show more content on Helpwriting.net ...
Besides, people have a great value placed on education and training. Consequently, Spain is yes long
term oriented, yes short term oriented.
And last but not least, as far as uncertainty avoidance is concerned, in Spain is very strong. We can
explain it using a typical Spanish proverb that says "Más vale prevenir que curar". The English
version says "a stitch in hand safes nine". Which shows how Spanish society tries to avoid risk, if
you are able to get very little from an action without risk is preferable than to take risk in order to
get a greater benefit, because it could lead you to fail. And in Spain failure is not approved very
often. Spanish are very emotional. Decisions are based more in gut instinct and relationships rather
than calculations and research. If a new situation arises that has an emotional appeal against the
rules, they will be broken. In Spain people try to avoid ambiguous situations whenever possible.
Governed by rules and order to seek a collective truth
On conclusion, through these proverbs we are able to understand in more detail how the Spanish
culture is. To summarize, according to Hofstede's cultural dimensions it is characterized by a
medium masculinity, long term orientation and individualistic culture and by a high uncertainty
avoidance.Moreover, although Spanish society is homogeneous, due to globalization Spanish culture
is suffering different changes.
Federico Albizuri Prado

The Cultural Dimensions Of Nigeria's Cultural Dimension
II–A. Cultural Dimension
The following paragraphs in this section will seek to elaborate on the scores that make up Nigeria's
Cultural Dimension and to place these numbers in context. The definitions presented and the
numbers given will be calculated based on the information presented in the Cultural Visualization
table in Appendix C.
Firstly, Nigeria's scores on the Cultural Dimension scale reveal that Nigerians place great value on
Performance Orientation, Future Orientation, and In–group Collectivism. A high value on
Performance Orientation means the culture would ideally highly encourage and reward
improvement and excellence (GLOBE, 2004). However, in practice, Nigeria shows a very notable
discrepancy of 1.92 between how much it values Performance Orientation (6.05) and how much it
actually practices it (4.13). This would be important to note as a leader in order to perhaps
implement encouragement and reward into how they lead, but perhaps to not expect that same from
leadership above them. The discrepancy situation is similar and perhaps even more significant with
Future Orientation having a discrepancy between value and practice of 1.95. This value for future
orientation might very well be at the front of the country's growth and development. The difference
in the numbers for In–group Collectivism, which measured "the degree to which individuals express
pride, loyalty, and cohesiveness in their organizations or families" is not quite so drastic, reporting
only a 0.32

Hofstede 's Model Of Cultural Dimensions
EXECUTIVE SUMMARY Understanding social measurements turns out to be progressively vital
as multinational business exercises keep on increasing. In order to remain focused and to minimise
issues, organisations cannot accept an ethnocentric way to deal with staffing. While trying to
recognise how an association ought to be organised globally, significant research has been directed
to recognise different social measurements. Hofstede's model of cultural dimensions has turned into
the most generally acknowledged and oftentimes referred to demonstrate for diverse research. In any
case, the model accepts comparable reactions from all people inside a society and does not represent
distinct contrasts. The findings from this study discovered ... Show more content on Helpwriting.net
...
As it were, this hypothesis contemplates noteworthy parts of society and gives them a rating on a
comparison scale. So far as worldwide business is concerned, the measurements of society frame a
vital feature. Information of the way in which distinctive components of a business are seen in
various societies, can help an administrator in comprehension and cruising effectively over the
global business market. This research assignment will discuss about the theme of Hofstede's cultural
dimensions by investigating; introducing the five dimension frameworks, and utilising the
measurements to comprehend societies and individuals in view of a contextual analysis of social
contrasts, the importance of overseeing social distinction as a major aspect of diverse workforce,
conclusion, and recommendations. LITERATURE REVIEW Based on the study of Seifert, et al., the
power distance measurement is involved with the conveyance of force inside the way of life. This
dimension does not gauge the level of force circulation in a given society, yet rather investigates the
way individuals feel about it. In a high–power distance society, a slight minority of the individuals
keep up a noteworthy part of the power and reputation. It also implies that less influential
individuals from the general public acknowledge their place and understand the presence of formal
various levelled positions. However, power and notoriety are more fairly conveyed

Cultural Dimensions And Its Impact On The East And Middle...
Monochromic cultures tend to be focused on the schedule, on doing one thing after another. Usually
in sequence. Western cultures are very monochronic, particularly, countries like the United States,
Switzerland, and Germany. For instance, it is common for people from these cultures to schedule a
day full of meetings. Agendas ending promptly and moving to the next meeting one right after the
other. This approach does not work well in the east and Middle East regions, where culture is
polychronic. The sequential approach can send the wrong message and often offend the people from
polychronic cultures. Focusing on the schedule, the wrong message can be sent and
misunderstanding can result. Differently, polychronic time orientation is very practical plan on
doing more than one thing at the time. Polychromic individuals will take the time to build the
relationship, and expect people to do the same for them. They plan on doing multiple things at one
time. Hofstede 's cultural dimensions The lack of precision and the lack of a universally applicable
framework for classifying cultural patterns have been addressed by a number of researchers. The
most famous and most often cited work in this area is the research by the Dutch organizational
anthropologist Hofstede. Here is an overview of the work of Hofstede, which is probably the most
popular work in the area of culture research. Although the work provides a relatively general
framework for analysis, the framework can be

Cultural Differences Between Hofstede 's Six Dimensions
Cultural Differences in Hofstede's Six Dimensions
In a global economy, the way employees interact within the workplace is critical to the way that
business is conducted and is ultimately successful. Leaders and managers who interact within the
global setting need to understand differences between each person's culture, regardless of whether or
not the interaction is amongst employees or clients. These differences can include mannerisms or
methods of etiquette that may seem strange or unique to those from a different cultural setting. Other
differences might include the way that organizations in different nations may or may not be willing
to do business or work with other groups based on race, gender, ethnicity, sex, or religion. With a
utility such as Geert Hofstede's Six Dimensions, one can gain insight into the differences between
countries the world over regarding these cultural differences (Hofstede).
Hofstede's Six Dimensions Geert Hofstede is a famous social scientist that was born in Haarlem,
Netherlands in 1928 (Hofstede, 2015). He has over 240 major publications addressing the different
dimensions related to leadership and management within the context of diverse national cultures
(Hofstede). His work has allowed individuals to do their own research regarding the cultural
infrastructure of other nations outside of their own. The six dimensions that Hofstede uses to
analyze these differences are known as; power distance, individualism, masculinity,

Hofstede's Six Cultural Dimensions
Hofstede's Six Cultural Dimensions
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,

Cultural Dimensions, Business Practices And Business...
Abstract
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.
INTRODUCTION According to one article "Hofstede 's Cultural Dimensions and Tourist
Behaviors: A Review and Conceptual Framework" in Journal of Economics, Finance &
Administrative Science, "Geert Hofstede is the most well–known name in the field of cross–cultural
psychology and business" (L. Manrai & A. Manrai, 2011). By looking at the dimensions of Canada
and the United States, the dimension scores of the two countries differed very much. Geert
Hofstede's first four dimensions rose from the studies of various employees in different countries.
The

Examples Of Hofstede's Cultural Dimensions Theory
Hofstede 's cultural dimension theory is a framework proposed by Holland psychologist Gilter
Hofstedt to measure the cultural differences of different countries. He believes that culture is an
environment in which people have a common psychological process, a group of people can be
separated from other people. Hofstede 's cultural dimension theory is divided into five dimensions,
these are Power Distance、Uncertainty Avoidance、Individualism versus Collectivism、
Masculinity versus Femininity， and Long–term and Short–term Orientation. 1.PowerDistance
expresses the degree to which the less powerful members of a society accept and expect that power
is distributed unequally. 2. Uncertainty Avoidance expresses the degree to which the members of ...
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Therefore Many scholars at home or broad have been studied on the Cultural Differences in The Joy
Luck Club. Tara Fickle published American Rules and Chinese Faces: The Games of Amy Tan's The
Joy Luck Club, which analyzes the dramatizing plot of the relationship between Chinese immigrant
mothers and American–born daughters and gives readers a sense of the contradiction between
freedom and restraint , let us feel the difference between cultures. Marina has published the
Daughter–text / Mother–text: Matrilineage in Amy Tan's Joy Luck Club, which discusses the theme
of the Joy Luck Club, the story of four Chinese daughters and their mothers, and their mother's
marginal position in Chinese

Hr Issues Handled by Japanese Organizations Based on...
HR Issues Handled By Japanese Organizations Based On Hofstede's Cultural Dimensions There are
several different challenges for Human Resource Management teams in organizations throughout
the world. The HR strategies of these various organizations are very dependent on the culture of the
country in which the organization resides. Hofstede's theory of cultural dimensions is a great way to
distinguish between the traditional HR aspects of organizations in different parts of the world.
Although both the United States and Japan have very successful companies, there are differences in
the way these organizations handle HR issues. Hofstede's Cultural Dimensions takes into account
different policies and procedures regarding Human Resource ... Show more content on
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Both societies have a wide range of distribution of power between the lower and higher ranking
officials within an organization. The two countries are so close in the power distance ranking that I
do not believe that the HR policies in each would be significantly different. Japan scores much
higher that the United States in the Uncertainty Avoidance category. Japanese businesses are in favor
of predicting and controlling future events in order to avoid the uncertain (Ivancevich, 2010). This is
quite different from the U.S. which scores relatively low in the category. U.S. organizations tend to
take more risks and plan activities on a day to day basis. When planning to hire employees in the
U.S., HR would most likely look for candidates who are more aggressive and self–motivated.
However, Japanese organizations might look for more of an organized and conservative person to
fill the role. Predictability is key since the Japanese prefer to plan and organize situations so that
there are no surprises. Masculinity is also very high in Japan. Masculine societies tend to have men
who hold assertive and competitive qualities (Hofstede, 2011). This includes strict roles between
males and females. Males in Japan are expected to work and support the family, while women are
responsible for taking care of the household (Bestore and Hardacre, 2004, para.56). This makes it
very difficult for females to work outside the house. This is quite the

Cultural Models and Cultural Dimensions
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 ... Show more content on
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The complete description of the cultural dimensions can be found on the website (Hofstede, 2011).
The four main dimensions according to Hofstede are: Power Distance Index (PDI): the extent to
which the less powerful members of organizations and institutions (like the family) accept and
expect that power is distributed unequally. Individualism (IDV): the degree to which individuals are
integrated into groups. Masculinity (MAS): refers to the distribution of roles and values between
the genders. The women in feminine countries have the same modest, caring values as the men; in
the masculine countries they are somewhat assertive and competitive, but not as much as the men,
so that these countries show a gap between men 's values and women 's values. Uncertainty
Avoidance Index (UAI): a society 's tolerance for uncertainty and ambiguity. Based on the values for
these dimensions of the 19 European countries for which cultural dimension scores are available, an
average European score was calculated. After a comparison between Europe, India and Brazil based
on the official study data from Hofstede the research for metropolitan areas of São Paulo and Delhi
which was done for this particular project by the local partners using the questionnaire of Hofstede
is being presented. On the basis of its results the project partners awareness of the cultural
differences and

Compare and Contrast the Relative Hofstede’s Cultural...
Compare and contrast the relative hofstede's cultural dimensions of USA, CHINA, GERMANY
AND INDIA
Submitted by
Mohammed Mohsin.K
211103
Section "E"
2nd year PGDM
SJCBA
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.
Geert Hofstede conducted one of the most ... Show more content on Helpwriting.net ...
* For a collectivist, to be rejected by one's peers or to be thought lowly of by one's extended and
immediate in–groups, leaves him or her rudderless and with a sense of intense emptiness. * The
employer/employee relationship is one of expectations based on expectations. * Loyalty by the
employee and almost familial protection by the Employer. * Hiring and promotion decisions are
often made based on relationships which are the key to everything in a Collectivist society |
| MASCULINITY / FEMININITY | | A high score (masculine) on this dimension indicates that the
society will be driven by competition, achievement and success, with success being defined by the
"winner" or "best–in–the–field."
A low score (feminine) on the dimension means that the dominant values in society are caring for
others and quality of life. A feminine society is one where quality of life is the sign of success and
standing out from the crowd is not admirable. | USA | * The United States score 62 on this
dimension and is considered a "masculine" society. * Americans tend to display and talk freely
about their "successes" and achievements in life. * Americans live to work so that they can earn
monetary rewards and attain higher status * Conflicts are resolved at the individual level and the
goal is to win | CHINA

The Hofstede's Cultural Dimensions Model
Strong and Diverse Work Relationships
Most people in the United States of America, and many in other countries, are very familiar with
Disney Land, in California and the long standing boat ride through Walt Disney's vision of a world
coming together as children from across the globe sing "It's a small world." In no other place are
these four powerful words more prominent than in the shrinking world of business today. As the
world's corporations seek to expand their brands to the far reaches of the planet, diversity in the
work place is becoming copious with people from differing personal beliefs, religious beliefs,
nationalities, races, sexes, and genders. It is; therefore, of absolute importance that every person
develop a strategy that will enable him/her to embrace strong and professional relationships with
each and every person within the organization regardless of their differences. It is the intention of
this paper to explore Geert Hofstede's Cultural Dimensions Model and to determine how
interpersonal relationships with a coworker, who happens to be a native of Japan, can either be
positively or adversely affected.
Research and Understand Japanese Business Culture
When developing relationships with coworkers from other countries than the United States of
America, one strategy that can make developing those relations more comfortable for a foreign
partner is to research and understand the business culture of his/her home nation. Japan is a proud
culture that has

The Second Hofstede Cultural Dimension Compared :...
The second Hofstede cultural dimension compared is "Individualism vs. Collectivism" which
indicates whether members within a society define themselves as individuals or associate
themselves with a particular group. In Hofstede's comparison of Japanese and American cultures,
American culture scored relatively high (91) in the individualism dimension. On the contrary, the
Japanese culture scored relatively low (46) which firmly categorizes the culture as Collectivist. To
clarify, Americans places self over group (Individualist), whereas the Japanese value group over self
(Collectivist). As it relates to Snap Fitness's desire to open fitness clubs in Japan, group think may
lend itself to two very lucrative aspects of the business. First, a collectivist culture should stimulate
Snap Fitness's efforts to promote and sell corporate memberships which represent a significant
revenue contribution in the 24/7 fitness business model. The second benefit collectivism should
offer is an increase in the sales of group classes which is another notable source of club revenue.
The third Hofstede cultural dimension considered is "Masculinity vs. Femininity" which is the
extent to which certain values, materialism, quality of life, concern of others and work attitudes, are
emphasized (Payne). A high masculinity score indicates a greater concern with the acquisition of
money and things, less concern with others and the attitude that one should live to work.
Conversely, a high femininity

Cultural Dimensions : A Comprehensive Study On How Culture...
Cultural Dimensions – Geert Hofstede Geert Hofstede conducted a comprehensive study on how
culture influences values at workplace. "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) Below
are the five cultural dimensions examined by Hofstede: Power distance (PDI), which has to do with
the acceptance of a hierarchical or unequal power structure. ... Show more content on
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He states that culture can be divided into high–context or low–context culture. In high context
culture there is very less and effective communication. Most of the things are left unsaid as people
understand through very few spoken words. Communication is faster and easier where else it lower
context cultures words and choice of words to be spoken are carefully selected. In high context
cultures rules are unwritten and mostly understood. People read between lines during a
conversation. For e.g. French contracts are shorter than American contracts. France has high–context
culture and America has low–context culture. High–context culture have inner locus of control and
accept personally accept failure. They have stronger bonds with family and groups. Classification on
inner & outer group is easily seen. Relationships are more important and valued. They are more
important than any task. Time is open and flexible. In low–context culture its exactly the opposite.
High–context cultures are said to be deeper rooted and put their emphasis on context, indirectness,
flexibility, relationship/feelings, circumstances, appearance, and they seem to follow a polychronic
time perspective. Individuals are not lazy, they believe in

Cultural Dimensions Of Natural Culture

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