and Relationships (e.g.‚ Role Relationships‚ Power Distance) Hofstede (from website) Means-oriented vs. Goal-oriented Internally-driven vs. Externally-driven Easygoing work discipline vs. Strict work discipline Local vs. Professional Open-system vs. Closed-system Employee-oriented vs. Work-oriented Degree of acceptance of leadership style Degree of identification with your organization McNeil’s Version of Hofstede (McNeill‚ 2007) Process vs. Results Employee vs. Job Parochial
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(hierarchical) culture. For example‚ in Japan there is a strong belief that if one works hard‚ does their best and follows the rules they too can succeed. Therefore‚ upper management is not reserved for those born into it‚ but is available for any man (Hofstede‚ 2012). The same is true in Australia where achievement is valued
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Issues in Tourism & Hospitality | Assessment No.2 | | Ariana Janjua | 201111790 | Culture‚ as defined by Geert Hofstede‚ is the "the collective programming of the mind distinguishing the members of one group or category of people from another". (Hofstede‚ 2011) It is due to the research carried out by scholars such as Hofstede and Fons Trompenaars that we are able to understand cultural values‚ and the difference in cultures more thoroughly. This information gives us
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scored 62 on this index and is therefore considered a relatively masculine society. The prevailing mentality in the society is that “winner takes all” and Americans are often comfortable talking about or showing off their successes and achievements (Hofstede‚ 2010). When most of the world pictures American culture‚ they often think of our materialistic nature and how we are obsessed with work‚ even sometimes willing to work 60 hours per week to earn the most money possible. Family falls to the wayside
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Do cultural barriers affect management practices of cross-national businesses in China? Over the decades academics and practitioners have been intrigued by the idea of cultural barriers challenging the management practices of cross-national businesses. The globalization of the world economy‚ on one hand‚ has created tremendous opportunities for global collaboration among different countries; on the other hand‚ it has also created a unique set of problems and issues relating to the effective management
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that means the behaviour of persons in the society and in the family. To analyse these different areas and solve the problem‚ we’re going to use specific tools for a specific subject. These tools are the five cultural dimensions highlight by Geert HOFSTEDE‚ a brilliant psychologist renamed for his work on the different cultural approaches. These five dimensions are going to help us to understand and analyse our problem. We’re going to solve the problem by using the values that these dimensions are
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extent to which people accept differences among themselves (Michael A. Hitt‚ 2012). Power distance describes the inequality that exists among people‚ societies‚ businesses‚ countries‚ coworkers‚ and so many more. There are two levels: high and low (Hofstede ’s Cultural Dimensions). People who have a high power distance have an unequal distribution of power and understand ‘their place’. A high power distance characterizes people who are associated with centralized organizations‚ strong hierarchies
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the organizational level. Most researchers and scholars have taken Hofstede studies on culture as a basis for their research‚ as I did in my PhD study‚ but not taking it for granted where I concentrated upon the power distance aspect‚ and had gone through the critiques of Hofstede. The reason I (with all respect to the findings of Hofstede studies)‚ do not see such studies are feasible is based upon the fact that Hofstede studies are only addressing the hard-wiring of people though surveys
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accounting. This essay is mainly based on Gray’s theory as Gray was one of the first authors to explore the culture’s way to explain the changes in accounting. Prior to that demonstration we will define the concept of culture as it is seen by Geert Hofstede‚ as we judged that his definition of the concept of culture was the most acceptable in our analysis. Finally‚ we will show some exception to the Gray’s framework to criticize the real influence of culture on accounting systems. Assess to what extent
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Hofstede’s cultural dimensions theory is a framework for cross-cultural communication. Hofstede developed his original model as a result of using factor analysis to examine the results of a world-wide survey of employee values by IBM in the 1960s and 1970s. The theory was one of the first that could be quantified‚ and could be used to explain observed differences between cultures. The original theory proposed four dimensions along which cultural values could be analyzed: individualism-collectivism;
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