Hofstede’s Dimension of Culture Hofstede’s dimension of culture offers a gauge to measure the similarities and differences that are dominate among people of different cultures. Therefore, the three countries selected for this analysis are China, India and the United Kingdom (UK), as Hofstede’s dimensions of culture examines individualism/collectivism, high/weak uncertainty avoidance, masculinity/femininity, power distance and long-term orientation, associated with the management culture in these nations. Power Distance (PDI) speaks to the inequality between members of an organization. High power distance equates with an autocratic, dictatorial leadership style compared to low PDI members sharing power and treated as equals.
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The UK PDI score of 35 and IDV score of 89, indicates that a culture with low power distance and high individualism, as compared to China’s score of 80 PDI, and 20 IDV, and India’s score of 77 PDI and IDV 48. In an organizational setting, a subordinate in the UK, would feel empowered to resist or ask questions of their superiors in conflict situations, as this response would indicate the culture’s high IDV score of being independent and low PDI represents empowerment to challenge the status quo. Conversely, China and India’s scores indicate high PDI and low IDV, as these cultures would be more accepting of their superior’s request in a conflict scenario and would be more concern about maintaining the harmonious relationship of the group (Choi, Lee, Sajjad, & Lee, 2014). Likewise, China’s high-power distance is inherent in the corporate culture as businesses are required to submit all corporate policies to the Chinese government for approval before implementation. Another difference was China’s high score of 87 reflected in the LTO as compared to India’s and the UK’s score of 51. LTO describes a society that rewards forward thinking at the expense of instant gratification (Osoba, 2009). China’s high score differs from India and the UK primarily because China is starting to adapt to change, adopting some western progressive ideology, …show more content…
The United States is a low power distance nation that encourages a decentralized structure, empowerment, autonomy and interaction between superiors and subordinates in and out of the workplace in contrast to China and India and more akin to the UK (Garcia, Mendez, Ellis, & Gautney,
The UK PDI score of 35 and IDV score of 89, indicates that a culture with low power distance and high individualism, as compared to China’s score of 80 PDI, and 20 IDV, and India’s score of 77 PDI and IDV 48. In an organizational setting, a subordinate in the UK, would feel empowered to resist or ask questions of their superiors in conflict situations, as this response would indicate the culture’s high IDV score of being independent and low PDI represents empowerment to challenge the status quo. Conversely, China and India’s scores indicate high PDI and low IDV, as these cultures would be more accepting of their superior’s request in a conflict scenario and would be more concern about maintaining the harmonious relationship of the group (Choi, Lee, Sajjad, & Lee, 2014). Likewise, China’s high-power distance is inherent in the corporate culture as businesses are required to submit all corporate policies to the Chinese government for approval before implementation. Another difference was China’s high score of 87 reflected in the LTO as compared to India’s and the UK’s score of 51. LTO describes a society that rewards forward thinking at the expense of instant gratification (Osoba, 2009). China’s high score differs from India and the UK primarily because China is starting to adapt to change, adopting some western progressive ideology, …show more content…
The United States is a low power distance nation that encourages a decentralized structure, empowerment, autonomy and interaction between superiors and subordinates in and out of the workplace in contrast to China and India and more akin to the UK (Garcia, Mendez, Ellis, & Gautney,