Workplace Hofstede’s Model Probably the most famous study of how culture relates to values in the workplace was undertaken by Hofstede. As part of his job as a psychologist working for IBM‚ Hofstede collected data on employee attitudes and values for over 100‚000 individuals. This data enabled him to compare dimensions of culture across 40 countries. Hofstede isolated four dimensions that he claimed summarized different cultures--power distance‚ uncertainty avoidance‚ individualism versus collectivism
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must first assess each of the countries included in the research in accordance with a cultural scale. Particularly in this case the Geert-Hofstede dimensions provide a strong base for comparison. By evaluating the the five dimensions of Geert-Hofstede‚ for both the Netherlands and the UK‚ a comparison can be made. The five dimensions as provided by Geert- Hofstede are; (1) power distance or PDI‚ (2) individualism or IDV‚ (3) masculinity/feminity or MAS‚ (4) uncertainty avoidance or UAI and (5) long
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Adjustment and Satisfaction with International Relocation Hofstede‚ G. (1991). Cultures and organizations. London: McGraw-Hill. Hofstede‚ G. (1995) ‘Managerial Values: The Business of International Business is Culture. In Jackson T Hofstede‚ G. (2000). Culture’s consequences: comparing values‚ behaviors‚ institutions‚ and organizations across nations Hofstede‚ G. and Bond‚ M.H. (1988). The Confucius connection: From cultural roots to economic growth Hofstede‚ G.‚ (1980) ‘Motivation‚ Leadership and Organization:
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glue that holds the pieces together is have similar geographic locations. “In the age of globalization‚ these have been used extensively by managers trying to understand the differences between workforces in different environments‚” Geert Hofstede (2008). Hofstede a business theorist copulated that society and culture have a major impact on a person work environment. He theorized that you can place value upon six cultural dimensions. He gathered the cultural value information while conducting surveys
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development of transportation. Because of globalization‚ countries are tied closer than ever before. Since the beginning of 1970s‚ scholars such as Geert Hofstede started to notice the importance of cultural differences for many aspects of business life‚ in particular‚ when business related to communicate between people with different cultures. Hofstede (http://geert-hofstede.com/dimensions.html) claimed that "Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance
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References: The Government of Hong Kong Special Administrative Region (2012). Trade and Industry Department: CEPA. Retrieved from http://www.tid.gov.hk/english/cepa/ Hofstede‚ G. (1997). Hong Kong - Geert Hofstede. Retrieved from http://geert-hofstede.com/hong kong.html Phatak‚ A. V.‚ Bhagat‚ R. S.‚ & Kashlak‚ R. J. (2009). International management: Managing in a diverse and dynamic global environment (2nd ed.). Boston: McGraw-Hill Irwin
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framework of Norway using findings from a study carried out by renowned professor Geert Hofstede who has studied the cultural frameworks of various countries and communities in the world at large overtime. Hofstede studied the cultural framework of Norway and came up with five dimensions. These are Power Distance Index‚ Individualism‚ Masculinity‚ Uncertainty Avoidance Index‚ Long-Term Orientation (Hofstede). Hofstede describes masculinity as the opposite of femininity and in culture it refers to
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References: Camaron‚ Kim S.; Quinn‚ Robert E. (1999) Diagnosing and changing organizational culture bus.umich.edu/cameronk/culture%20bookchapter%201.pdf > [Accessed 5 February 2011] Hofstede‚ Geert (2011b) Culture [Internet]. House‚ Robert J.; Hanges‚ Paul J.; Javidan‚ Mansour; Dorman‚ Peter W.; Gupta Vipin (2004) Changing Minds (2011) Trompenaars’ and Hampden-Turner’s cultural factors [Internet]. [Accessed 5 February 2011] Martin‚ Joanne
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an honorable‚ trustworthy‚ and respectable fashion as these attributes are all desirable in the Confucianism culture. South Korean culture places a strong emphasis on family(Hofstede™ Cultural Dimensions‚ n.d.). Hofstede‚ along with other experts‚ state that employees look to their manager as a “parental figure” (Hofstede™ Cultural Dimensions‚ n.d.; Javidan et al.‚ 2006‚ p. 83; Saner-Yui & Saner-Yui‚ 1984‚ p.28). According to Saner-Yui and Saner-Yui (1984) employees are thought of as the children
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References: Hofstede‚ Geert (1977). Culture and Organizations: Software of the Mind new York: McGraw-Hill. Lewin‚ K.‚ LIippit‚ R. and White‚ R. K. (1939). Patterns of aggressive behavior in experimentally created social climates. Journal of Social Psychology‚ 10‚ 271-301
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