5 dimensional model of Geert Hofstede


Description of 5 dimensional model of Geert Hofstede :

 Geert Hofstede proposed a systematic framework for assessing and differentiating national cultures best known as the cultural dimensions theory. He gathered and analyzed extensive data on the world's values and cultures, particularly through the IBM survey study, in order to build a comprehensive model which argues that people differ across on the extent to which they endorse six dimensions of values – power (equality versus inequality), collectivism (versus individualism), uncertainty avoidance (versus tolerance), masculinity (versus femininity), temporal orientation, and indulgence (versus restraint).In the mid 1970's, the Dutch academic, Geert Hofstede, based his five dimensions of culture on an extensive survey at IBM in which he investigated the influence of national culture. His methodology was both unique in size as well in structure. He defined organisational culture is an idea system that is largely shared between organisational members. By filtering out IBM's dominant corporate culture from his data on IBM's national subsidiaries, Hofstede was able to statistically distinguish cultural differences between countries.Hofstede classified a county's cultural attitudes as five dimensions:


Characteristics of 5 dimensional model of Geert Hofstede:
author:
Hofstede, Geert
country:
Netherlands
period:
1980
type:
model
role:
change agent, coach, manager and trainer
activity:
analyse and reflect
topic:
leadership & management and culture & internationalisation
abstr. level:
environment
perspective:
sociopolitical
status:
final
module:
classics I
comments:
5

5 dimensional model of Geert Hofstede :

Armed with a large database of cultural statistics, Hofstede analyzed the results and found clear patterns of similarity and difference amid the responses along these five dimensions. Interestingly, his research was done on employees of IBM only, which allowed him to attribute the patterns to national differences in culture, largely eliminating the problem of differences in company culture.
The five dimensions are:
1. Power/Distance (PD) – This refers to the degree of inequality that exists – and is accepted – among people with and without power. A high PD score indicates that society accepts an unequal distribution of power and people understand "their place" in the system. Low PD means that power is shared and well dispersed. It also means that society members view themselves as equals.
Application: According to Hofstede's model, in a high PD country like Malaysia (104), you would probably send reports only to top management and have closed door meetings where only a select few, powerful leaders were in attendance.
Characteristics
Tips
High PD
  • Centralized companies.
  • Strong hierarchies.
  • Large gaps in compensation, authority, and respect.
  • Acknowledge a leader's power.
  • Be aware that you may need to go to the top for answers
Low PD
  • Flatter organizations.
  • Supervisors and employees are considered almost as equals.
  • Use teamwork
  • Involve as many people as possible in decision making.

2. Individualism (IDV) – This refers to the strength of the ties people have to others within the community. A high IDV score indicates a loose connection with people. In countries with a high IDV score there is a lack of interpersonal connection and little sharing of responsibility, beyond family and perhaps a few close friends. A society with a low IDV score would have strong group cohesion, and there would be a large amount of loyalty and respect for members of the group. The group itself is also larger and people take more responsibility for each other's well being.
Application: Hofstede's analysis suggests that in the Central American countries of Panama and Guatemala where the IDV scores are very low (11 and 6, respectively), a marketing campaign that emphasized benefits to the community or that tied into a popular political movement would likely be understood and well-received.
Characteristics
Tips
High IDV
  • High valuation on people's time and their need for freedom.
  • An enjoyment of challenges, and an expectation of rewards for hard work.
  • Respect for privacy.
  • Acknowledge accomplishments.
  • Don't ask for too much personal information.
  • Encourage debate and expression of own ideas.
Low IDV
  • Emphasis on building skills and becoming masters of something.
  • Work for intrinsic rewards.
  • Harmony more important than honesty.
  • Show respect for age and wisdom.
  • Suppress feelings and emotions to work in harmony.
  • Respect traditions and introduce change slowly.

3. Masculinity (MAS) – This refers to how much a society sticks with, and values, traditional male and female roles. High MAS scores are found in countries where men are expected to be tough, to be the provider, to be assertive and to be strong. If women work outside the home, they have separate professions from men. Low MAS scores do not reverse the gender roles. In a low MAS society, the roles are simply blurred. You see women and men working together equally across many professions. Men are allowed to be sensitive and women can work hard for professional success.
Application: Japan is highly masculine with a score of 95 whereas Sweden has the lowest measured value (5). According to Hofstede's analysis, if you were to open an office in Japan, you might have greater success if you appointed a male employee to lead the team and had a strong male contingent on the team. In Sweden, on the other hand, you would aim for a team that was balanced in terms of skill rather than gender.
Characteristics
Tips
High MAS
  • Men are masculine and women are feminine.
  • There is a well defined distinction between men's work and women's work.
  • Be aware that people may expect male and female roles to be distinct.
  • Advise men to avoid discussing emotions or making emotionally-based decisions or arguments.
Low MAS
  • A woman can do anything a man can do.
  • Powerful and successful women are admired and respected.
  • Avoid an "old boys' club" mentality.
  • Ensure job design and practices are not discriminatory to either gender.
  • Treat men and women equally.

4. Uncertainty/Avoidance Index (UAI) – This relates to the degree of anxiety society members feel when in uncertain or unknown situations. High UAI-scoring nations try to avoid ambiguous situations whenever possible. They are governed by rules and order and they seek a collective "truth". Low UAI scores indicate the society enjoys novel events and values differences. There are very few rules and people are encouraged to discover their own truth.
Application: Hofstede's Cultural Dimensions imply that when discussing a project with people in Belgium, whose country scored a 94 on the UAI scale, you should investigate the various options and then present a limited number of choices, but have very detailed information available on your contingency and risk plans. (Note that there will be cultural differences between French and Dutch speakers in Belgium!)
Characteristics
Tips
High UAI
  • Very formal business conduct with lots of rules and policies.
  • Need and expect structure.
  • Sense of nervousness spurns high levels of emotion and expression.
  • Differences are avoided.
  • Be clear and concise about your expectations and parameters.
  • Plan and prepare, communicate often and early, provide detailed plans and focus on the tactical aspects of a job or project.
  • Express your emotions through hands gestures and raised voices.
Low UAI
  • Informal business attitude.
  • More concern with long term strategy than what is happening on a daily basis.
  • Accepting of change and risk.
  • Do not impose rules or structure unnecessarily.
  • Minimize your emotional response by being calm and contemplating situations before speaking.
  • Express curiosity when you discover differences.

5. Long Term Orientation (LTO) – This refers to how much society values long-standing – as opposed to short term – traditions and values. This is the fifth dimension that Hofstede added in the 1990s after finding that Asian countries with a strong link to Confucian philosophy acted differently from western cultures. In countries with a high LTO score, delivering on social obligations and avoiding "loss of face" are considered very important.
Application: According to Hofstede's analysis, people in the United States and United Kingdom have low LTO scores. This suggests that you can pretty much expect anything in this culture in terms of creative expression and novel ideas. The model implies that people in the US and UK don't value tradition as much as many others, and are therefore likely to be willing to help you execute the most innovative plans as long as they get to participate fully. (This may be surprising to people in the UK, with its associations of tradition!)
Characteristics
Tips
High LTO
  • Family is the basis of society.
  • Parents and men have more authority than young people and women.
  • Strong work ethic.
  • High value placed on education and training.
  • Show respect for traditions.
  • Do not display extravagance or act frivolously.
  • Reward perseverance, loyalty, and commitment.
  • Avoid doing anything that would cause another to "lose face".
Low LTO
  • Promotion of equality.
  • High creativity, individualism.
  • Treat others as you would like to be treated.
  • Self-actualization is sought.
  • Expect to live by the same standards and rules you create.
  • Be respectful of others.
  • Do not hesitate to introduce necessary changes.

Reference :

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