Hofstede Cultural Model

The Hofstede Cultural Model

The Hofstede cultural model gives a theory that helps understand how to work with people of different cultural backgrounds. It is divided into different dimensions.

Power Distance Index (PDI)

In the power distance index (PDI), it gives guidelines between the workmates with and without power. In high PDI nations such as Malaysia, power is centralized in the organization, and the hierarchy of power is more complicated (“National Culture - Hofstede Insights,” 2018). The workers need to go to the top for directives and are not supposed to question the authority. The managers have to take charge else the workers would think that the task at hand is not as important.

Individualism versus Collectivism (IDV) Model

In the individualism versus collectivism (IDV) model, the people take less responsibility for the others’ actions. This is applicable in countries such as Panama and Guatemala where they have very low IDV. The organizations here place more value on people’s time and privacy. For the organizations to thrive in this area, they need to acknowledge the individuals and encourage the expression of ideas and debates (“Hofstede’s Cultural Dimensions: Understanding Different Countries,” 2018).

Benefits and Applications

Organizations that apply Hofstede’s theory encounter less resistance and maximum results from its workers. The model can be implemented in the training sessions and interviews, to help determine what kind of employee one is and what kind of motivation they would need to produce to their level best. It would also be handy in multi-cultural workplaces.

Employees who are relocating to a different nation can benefit as their preferences are highlighted and compared to those of the country scores. When their new duties in the resettled countries are aligned with their preferences, they operate efficiently, productively, and can maintain a sense of balance. The model is also applicable in developing nuanced global business practices. These include communication etiquette across nations. For example, on issues of who the email gets copied to and how fast response can be expected (Dougherty, 2018). It helps clear misunderstandings before they arise.

References

Dougherty, A. (2018). Hofstede’s Consequences: The Impact of his Work on Consulting and Business Practices. Retrieved from http://www.itapintl.com/about-us/articles/hofstedes-consequences

Hofstede’s Cultural Dimensions: Understanding Different Countries. (2018). Retrieved from https://www.mindtools.com/pages/article/newLDR_66.htm

National Culture - Hofstede Insights. (2018). Retrieved from https://www.hofstede-insights.com/models/national-culture/