Introduction
We live in a multicultural world that is inhabited by bearers of various mentalities who have their unique points of view and tend to adhere to their approaches that come from the divergence in perspectives. This diversity contributes to the increased complexity of international relations as the communication between representatives of various cultures is possible only in case peculiarities of the world view, behavioral patterns, and mentalities are minded.
Under these conditions, it is possible to expect positive outcomes and find common ground. However, the disregard for these crucial aspects will fail in negotiations. For this reason, the comprehensive analysis of the major concerns of a certain cultural dimension is an important task that assures a positive result. Besides, Hofstedes cultural dimensions become a significant remedy that helps an investigator to realize the importance of these aspects of culture and obtain its clear image.
Major cultural dimensions of Hofstede
There are six main Hofstedes cultural dimensions that could be used to analyze a certain state and obtain a clear understanding of its most important aspects and peculiarities. These are power distance index (PDI), individualism vs. collectivism (IDV), uncertainty avoidance index (UAI), masculinity vs. femininity (MAS), long-term orientation vs. short-term orientation (LOT), and indulgence vs. resistant (IND) (Yacout & Hefny, 2014).
There are significant differences between various states and cultures. For this reason, each of these dimensions might impact the approach used to develop HR programs. For instance, power distance means the extent to which less powerful members of society could impact the distribution of power. In case it is low, society could be characterized by attempts to distribute power fairly. For this reason, HR programs should give more attention to local authorities in case PDI is high and impacts a community.
Therefore, the individualism vs. collectivism dimension shows the prevailing pattern according to which peoples lives are organized. Individualism dominates in Western countries which means that individuals are more reserved and prefer not to unite in various groups. Consideration of this dimension is crucial for any program as it conditions the choice of the approach that could be used when engaging people in it. Individualists and collectivists should be treated in various ways. UAI could be defined as a communitys tolerance for ambiguity (Yacout & Hefny, 2014) which demonstrates how people respond to something unexpected and unknown.
In case it is high, an HR program should prepare a solid base and explain people the main goals for them to participate in it and to enjoy. Furthermore, masculinity vs. femininity dimension shows whether a society is focused on some achievements and successor on cooperation and modesty. Any HR manager should mind it when creating the value system and introducing the pattern according to which a program will function.
Another dimension, LOT demonstrates how the past and current state are interrelated and what expectations people have. HR programs should be designed by this showing for people to be able to understand the impact of their actions on their future. Finally, the last dimension demonstrates the extent to which a certain community is happy, whether its basic needs and simple joys are fulfilled (Yacout & Hefny, 2014). This dimension should be taken into consideration to create an efficient HR program that will be able to satisfy individuals needs.
Conclusion
Having analyzed the impact Hofstedes dimensions might have on the HR program, it is possible to provide certain strategies that could be explored to work with different cultures that are opposite on each of the dimensions. For instance, bearers of a culture that emphasizes individualism should be provided with an opportunity to perform several tasks without a great level of engagement or integration to some community or team. It will help them to preserve their identity and not feel stress while performing a task.
At the same time, representatives of the collectivist culture should be used as a part of a certain group that is characterized by the collective responsibility for a certain task and which tries to create the most efficient approach to accomplish this very task in terms of teamwork. Nevertheless, if to speak about power distance, people who belong to a society with low PDI should be given certain freedom and provided with an opportunity to impact some aspects of an HR program as it is the way they used to work. High PDI indicates that members of this community are used to the great authority of a certain person (Chatterjee, 2014).
For this reason, the HR manager should be ready to exercise his/her power over them to guarantee the best possible outcomes. Individuals who belong to the society with a great level of uncertainty avoidance should b explained the expected stages of the program for them to be ready to participate, while bearers of the culture with its low showing, on the contrary, could face several unexpected scenarios. Finally, quality of life is another important aspect that should be considered as it impacts peoples mentality greatly. Those individuals who have strong showings are expected to respond to strategies that emphasize their current status and help to promote their prosperity. Yet, people who experience hardships should be assisted in the improvement of their state.
References
Chatterjee, D. (2014). Management control systems and Hofstede’s cultural dimensions: An empirical study of innovators and low innovators. Global Business Review, 15(3), 565-582. Web.
Yacout, O., & Hefny, L. (2014). Use of Hofstede’s cultural dimensions, demographics, and information sources as antecedents to cognitive and affective destination image for Egypt. Journal of Vacation Marketing, 21(1), 37-52. Web.