[PDF] Hofstedes Cultural Dimensions Theory

ƒGeert HofVWeTe iV a leaTing VociologiVW anT organiYaWional VociologiVW in WUe fielT of inWerculWural communicaWion. He TiviTe culWureV inWo Wwo baVicallyJ 1. NaWional 2. OrganiYaWional ProviTeT 5 parameWerV Wo explain WUe culWureV that are VeparaWeT inWo Wwo.

ƒThe TimenVion of WUe power inWerval iV on WUe relaWionVUip wiWU WUe weakH VWrongH in WUe VocieWy. IW TiviTeV inWo narrow power range anT wiTe power range. In counWrieV wUere there iV a narrow range of powerH WUe weaker people in WUe society expecW more TemocraWic anT egaliWarian relaWionV. Ńor exampleH in environmenWV wUere narrow power iV experienceTH employeeV are more comforWable communicating wiWU WUeir VuperiorV anT can criWiciYe decisions maTe. AccorTing Wo HofVWeTeGV reVearcUH "narrow power range" iV more common in weVWern counWrieV. PiTe power range iV Veen in AVian counWrieV. Those wUo are weak accepW WUe auWUoriWy anT can noW question iW. ATapWV UierarcUy. ÓiliWary orTer iV a regular wiWU a wiTe power range.

ƒIt iV WUe TimenVion WUaW inWereVWeT in Uow memberV of WUe culWure TeVcribe WUemVelveV. In inTiviTualiVW culWureVH people Tefine WUemVelveV inTepenTenWly of oWUer people in VocieWy. They acW in accorTance wiWU WUeir own TeVireV anT goalV. People in communiVW cultures TeVcribe WUemVelveV aV parW of WUeir families or communiWieV WUey feel imporWanW. They puW WUe inWereVWV of WUe communiWy in front of WUeir own inWereVWV. There iV a claim that aV income (naWional income) increaVeVH iW progreVVeV WowarTV inTiviTualiVm.

ƒIn maVculiniWyH values VucU aV VWereoWypeT allegaWionVH compeWiWionH ambiWion peculiar Wo men; In femininiWyH WUe concepWV VucU aV valueH equaliWy anT qualiWy of life given Wo aVVociaWionV come Wo WUe forefronW. In masculine culWureVH inTiviTualV reWain power anT VucceVV. TUere iV a TefiniWe TiVWincWion beWween male anT female roleV in VocieWieV wUere WUiV culW iV dominant. MiVpuWeV are reVolveT by TiVcuVVion. In feminine culWureVH Uarmony anT agreemenW beWween people iV imporWanW. Going Wo claVU iV going Wo cover up. HappineVV anT WranquiliWy are UelT on WUe fronW raWUer than VucceVV anT power.

ƒThis TimenVion meaVureV WUe fear anT anxieWy of WUe memberV of WUe culW. In VocieWieV wUere WUe avoiTance of uncerWainWy iV VWrongH people wanW clearH clear ruleV. NmployeeV WenT Wo work long in a workplace becauVe WUey are anxiouV abouW WUe job VearcU proceVV. In cultures wUere WUe avoiTance of uncerWainWy iV weakH WUe flexibiliWy of WUe ruleV ToeV noW TiVWurb WUe inTiviTual. Employees in WUeVe communities or communiWieV cUange jobV more ofWen.

ƒAt WUiV TimenVionH WUe Tifference beWween WUe value given Wo WUe fuWure anT WUe value given Wo WUe paVW iV Waken inWo accounW. In long-running VocieWieV people value acWionV anT aWWiWuTeV WowarTV WUe fuWure. InsistenceH perVeveranceH frugaliWyH VUame are WUe TominanW concepWV in WUeVe VocieWieV. Commitment Wo WraTiWional valueVH TigniWy iV imporWanW in VUorW-run society. ÓovemenWV anT aWWiWuTeV baVeT on WUe paVW and WUe paVW are valueT. Concepts VucU aV raWionaliVW approacUeVH reVpecW for WraTiWionVH reViVWance Wo cUange come Wo WUe forefronW. It iV imporWanW Wo come Town Wo the core of a Wopic in a long-running PeVWern VocieWy. They wanW Wo VWarW work for WUe fuWure.