The Cultural Dimensions of Hofstede

I. Introduction This paper aims to evaluate and criticize articles written by Geoffrey Williams and John Zinkin. It is divided into seven parts. First, we briefly introduce the content of the paper and then explain the paper to be evaluated. After that, the theory and literature are evaluated, focusing on the theoretical framework that the author used when writing the manuscript. Research design and methodology go into Part IV, and I will explore research design and methodology and discuss its advantages and limitations.

2) To explore the theme of Hofstede's cultural aspect by exploring the six cultural aspects of Hofstede framework and to use these aspects to better understand culture and people 3) Case study of cultural differences; urgency of managing cultural differences as part of four human resource management 5) Conclusion. The original theory proposed by Hofstede includes four dimensions, force distance, avoidance of uncertainty, individualism and collectivism, and masculinity and femininity. After doing independent research in Hong Kong, Hofstede includes 5-dimensional, long-term and short-term direction to explain the value aspect not part of its first theory. Also in 2010, Hofstede designed another dimension of "Culture and Organization: Mind Software" version co-authored by Michael Cinkov.

National culture is thought to affect the behavior of individuals within the organization. The theory of Hoffedest's cultural dimension is one example. Hofstede has investigated numerous cultures and identified six national cultural aspects that affect individual behavior within the organization. These dimensions include force distance, individualism and collectivism, avoidance of uncertainty, manhood and femininity, long-term direction and short-term direction, and addiction and detention.

Hofstede (1980) emphasizes four cultural aspects: power distance, masculinity / femininity, individual / collectiveness, and uncertainty avoidance. In addition to the first four cultural aspects Hofstede (1990) proposed a fifth cultural aspect called Confucian work mechanics. Chinese Cultural Connections (1987) conducted a Chinese value survey (CVS) based on Chinese traditional cultural values ​​and recognized this non-Western cultural aspect. Three of these four elements are consistent with the cultural aspect related to the work of Hofstede (1984). There is only one factor, and Confucian labor mechanics has nothing to do with the cultural dimension of Hofstede (1984). Hofstede (1990) used this oriental cultural dimension as his fifth work-related cultural dimension of his book "Culture and Organization: Software for the Mind". Hofstede (2001) renamed this cultural aspect to long-term positioning (LTO).