Question

Examine the countries where your company does business according to where they rank on the Hofstede cultural dimensions. Think of some examples of how a U.S. manager would need to modify his or her behavior when communicating with associates from one or more of these foreign countries.

Answer 1

Hofstede's cultural dimensions theory refers to a structure of cross-cultural communication developed by Geert Hofstede. It elucidates the impacts of a society's culture on the values of its associates and how these principles relate to performance by means of an arrangement resulting from factor analysis.

China represents a high ranking in power distance inequality as it indulges in a society that considers inequalities among individuals adequate and tolerable. The subordinate-superior relationship has a propensity to be polarized and there is no safeguard against power exploitation by superiors. People are prejudiced by formal authority and sanctions and in broad-spectrum are positive and hopeful about individual’s capability towards good administration and inventiveness and firmly believe that individuals should not aspire for beyond their grade and position.

China follows an extremely communalist tradition where an individual performs in the wellbeing of the group and not necessarily for themselves. In-group selflessness concerns employment and promotions with closer in-groups such as family gets favored treatment.

Workers dedication and loyalty to the business but not inevitably to the individual in the enterprise is low. Furthermore associations with colleagues are supportive and helpful for in-groups whereas they are very unreceptive to out-groups. Individual co-operations and relations precedes over task and organization.

China demonstrates a no-nonsense culture a society with pragmatic orientation where individual pre-supposes that truth depends on circumstances, perspective and time. Thus they depict an aptitude to acclimatize with customs effortlessly and altered conditions a robust tendency to accumulate and empower generosity and determination towards attaining the goals.

Flourishing transformation efforts normally are initiated when business administrators successfully asses and evaluate the market changes that eventually may guide to new competitive realism for the enterprise. Thus they indeed need to foresee the possible crisis or major opportunity that may exist and accordingly should persuade honest conversation all over the organization. Thus creating wisdom of necessity that the status quo is no longer tolerable it is important for them to get the workers active support.

Traditionally based pr-suppositions concerning consumer requirements, infrastructure, competitive coercions and other elements makes it complicated for administrators to find a common view point during a cross-cultural alteration program. Thus what sets apart an enterprise products and services in one nation may not be the same elsewhere and the strengths that it has in the domestic market may not be easily simulated globally.

Business administrators indulged in worldwide change programs should regard the probable problems and plan to address them well in advance and thus this indeed will facilitate them to avoid change related crisis, attain their goals and develop business partnerships which can be elucidated through shared learning, familiarity and elevated business outcomes.