Geert Hofstede created five dimensions to describe the different cultures around the world; individualistic/collectivistic, high or low power distance, high or low uncertainty avoidance, achievement/nurturing, and long-term or short-term orientation (Hofstede, 2016). Each of these values plays a major role in today’s workforce.
How Hofstede’s five dimensions affects the way managers use work groups in the United States. The United States is an individualistic country, managers will have to set personal goals and rewards for individual success in the work group in order to get everyone to work hard and work together. Because the United States has a low power distance managers will need to find a balance for their employees where they feel …show more content…
Americans are very individualistic meaning when you are giving them goals or plans it’s helpful to make the outcome in favor for them instead of the company. With the U.S. having a low power distance this makes it easy for employees to communicate their goals and plans directly with the boss. In the United States employees tend to be low uncertainty avoidance, meaning, when making plans and goals they will be very realistic with themselves but reach for the best goal they can get. United States workers tend to want to beat the other employee every time they step into the office, this is considered achievement. With that being said, the workers also tend faovr the long-term outcome over the short term, this makes them have an end goal that they are working for on every given …show more content…
The low power distance between employees and managers means that the people being managed are not fearful of the managers or the boss; however, this may be a good aspect, since an employee might feel more gratitude when rewarded for their contribution. The risk taking and tolerance of differing behavior and opinions means that the low uncertainty avoidance of employees in the United States might make rewarding certain employees difficult, as some of them might not have anything beneficial to reward, if their risk taking and tolerance leads them to take risks and the outcome isn’t positive. Conversely, because the United States is an achievement based society, hopefully their risk taking and tolerance is tempered with the desire to avoid negative fallout, and to achieve positive results so they are rewarded based upon their good achievements. The long-term orientation of American employees is another positive aspect of employment, because rewarding them with large compensation in the long term, such as a nice retirements benefits package, is a high incentive result for them for their hard
How Hofstede’s five dimensions affects the way managers use work groups in the United States. The United States is an individualistic country, managers will have to set personal goals and rewards for individual success in the work group in order to get everyone to work hard and work together. Because the United States has a low power distance managers will need to find a balance for their employees where they feel …show more content…
Americans are very individualistic meaning when you are giving them goals or plans it’s helpful to make the outcome in favor for them instead of the company. With the U.S. having a low power distance this makes it easy for employees to communicate their goals and plans directly with the boss. In the United States employees tend to be low uncertainty avoidance, meaning, when making plans and goals they will be very realistic with themselves but reach for the best goal they can get. United States workers tend to want to beat the other employee every time they step into the office, this is considered achievement. With that being said, the workers also tend faovr the long-term outcome over the short term, this makes them have an end goal that they are working for on every given …show more content…
The low power distance between employees and managers means that the people being managed are not fearful of the managers or the boss; however, this may be a good aspect, since an employee might feel more gratitude when rewarded for their contribution. The risk taking and tolerance of differing behavior and opinions means that the low uncertainty avoidance of employees in the United States might make rewarding certain employees difficult, as some of them might not have anything beneficial to reward, if their risk taking and tolerance leads them to take risks and the outcome isn’t positive. Conversely, because the United States is an achievement based society, hopefully their risk taking and tolerance is tempered with the desire to avoid negative fallout, and to achieve positive results so they are rewarded based upon their good achievements. The long-term orientation of American employees is another positive aspect of employment, because rewarding them with large compensation in the long term, such as a nice retirements benefits package, is a high incentive result for them for their hard