Table of Contents
Hofstede’s cultural dimensions theory.
Strengths and Weakness of the Hofstede model
The agreeable and disagreeable areas of Hofstede’s cultural dimensions theory.
The collective social behavior and the norms of a nation are considered as culture. On the other, the organizational culture is the collective values and behaviors of the stockholders of that company that creates the social and psychological environment of a business. Hofstede’s cultural dimensions theory discusses the difference between organizational culture and national culture and their impact on the society of the business (Jeremy, 2016). In this paper, the four cultural dimensions are discussed. How the business can be benefitted from using this model in their business is explained. Besides this, the significance of this model is discussed here. The importance of this model is evaluated. And finally, how this model can be improved, and some recommendations are given in this article.
The significance of Hofstede’s cultural dimensions
The Hofstede model was developed by Geert Hofstede. Hofstede’s cultural dimensions theory can be defined as the outline for multicultural communication which describes how the values of the members of the society affected by the culture and the relation of these values to the behavior with the help of a structure derived from the factor analysis (Wilhelm, 2017). In this model, the interaction between organizational culture and national culture is discussed. The behaviors of the people carry on overtime. (Jeremy, 2016).
Hofstede’s cultural dimension model has great importance in global business. In a global business environment, being innovative is very important for competing in a competitive market. The rate of innovation may be affected by many factors. One of the most important factors in the national culture. By using Hofstede’s cultural dimension model [Power Distance, Individualism, Masculinity, Uncertainty Avoidance], the cultural behavior of the stakeholders of a business can be analyzed. Business sectors are greatly affected by Hofstede’s cultural dimensions theory. In order to run a business appropriately, it is very important to understand the culture of the business (Hoffman, 2016). In order to develop the culture of the company and to enhance the innovation rate, the correlations found from Hofstede’s frameworks can be used.
Evaluate the importance of Hofstede’s cultural dimensions on international business
Hofstede’s cultural dimensions theory is one of the most popular theories for understanding organizational culture vs. national culture. This model is consisting of different cultural factors. And these factors are very important for the business. The behaviors and the expectations of the supporters can be reviewed by using this model and this will aid to increase supporting practices. This theory describes individualism and collectivism which helps us to know about the relationship among them (Hoffman, 2016). The most important strength is that it analyses the organizational culture versus the national culture. This fact is very important for all multinationals because employee motivation and organizational conflict are affected by it. The managers of multinational companies can be benefitted from using this fact. It can be used in improving employee motivation and decreasing conflict and improving the performance of the organization (Wilhelm, 2017).
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Hofstede’s model is based on inadequate research which made this model less acceptable. In this model, only one company’s answers are considered which made the research biased. For this reason, the research lost its acceptance and validity (Wilhelm, 2017). The research methodology is another problematic region of this model. The research methodology used questionnaires. The findings of the research are hard to establish on four main dimensions are studied exclusively by using the design of methodology. In this model, an invalid definition of culture is used and according to this definition, this model ignores the impact of globalization. Finally, according to Hofstede’s model location is not an important factor and it doesn’t affect workers’ reactions. But different people have different reactions to different situations and places (Wilhelm, 2017).
Providing suggestions that could be added to the cultural dimensions
Hofstede’s cultural dimensions theory has some sectors which can be considered as disagreeable. The tools and strategies used in conducting the research methodology are not acceptable. This cannot give the appropriate result of the research. So it can be said that this model is not sufficient enough for understanding the culture of the business and the nation. Whenever dealing with multiple cultures, this model mainly emphasizes the large and popular culture rather than the other culture associated with it. Generally, it ignored those cultures which are comparatively less popular (Hoffman, 2016). For instance, Great Britain is formed by three different countries i.e. England, Scotland, and Wales. According to Hofstede’s cultural dimensions theory, the culture of England is mainly focused and the individual cultures are ignored. This theory has random distribution among the society which is another disagreeable part of this theory.
There are many ways of improving the Hofstede model. Among them study the development of technology and the impact of globalization and take part in Hofstede’s research is the first way. This methodology was taken by Inglehart. He used this method in discussing modernization and post-modernization. It will be very effective for Hofstede in order to remove the weakness of ignoring the impact of globalization in research (McDeere, 2018). In addition, the research sample should be large enough to become acceptable and valid. This can be done by collecting data from different organizations in different parts of the world. These data should be gathered in different ways and the presentation of these data should be attractive. For instance use of questionnaires will also improve the research accuracy and validity (McDeere, 2018).
The ideas, social behavior, and the manifestation of individuals are collectively known as culture. On the other hand, the values, behaviors, and manifestations of different stockholders of a business are known as organizational culture. This article emphasizes the four-dimensional model of Hofstede which discussed the difference between organizational culture and national culture. The first section of this article describes this model and its significances. Later the importance of this model is evaluated. And the recommendations for this model for making it more acceptable is given in the final section of this article. This model is very important for understanding the business culture which is very effective in running the business smoothly (Jeremy, 2016).