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Because these issues have become more pronounced in recent years, it is not surprising that efforts have been made to define these differences in an effort to measure them. In this regard, Hofstede (1980) identified five basic dimensions of culture as follows:
1. Power distance (focusing on the extent to which the less powerful expect and accept that power is distributed unequally);
2. Individualism-collectivism (focusing on the degree to which the society reinforces individual or collective achievement and interpersonal relationships -- highly individualist cultures believe individual is the most important unit, whereas highly collectivistic cultures believe group is the most important unit);
3. Uncertainly avoidance (focusing on the degree to which the society reinforces, or does not reinforce, uncertainty and ambiguity within the society)
4. Masculinity-femininity (focusing on the extent to which a society emphasizes achievement or nurturing -- masculinity emphasizes ambition, acquisition of wealth, and differentiated gender roles, whereas femininity stresses caring and nurturing behaviors, sexual equality, environmental awareness, and more fluid gender roles); and,
5. Confucian-dynamism (focusing on the selective promotion of a particular set of ethics found in Confucian teachings including thrift, perseverance, a sense of shame, and following a hierarchy) (cited in Nicholson, Sarker, Sarker & Valacich, 2007).
These cultural dimensions provide a general framework in which ethnic, cultural and gender-related differences can manifest in the workplace, but there is a consensus that there is no "one-size-fits-all"...
In multinational organizations, these issues can become powerful obstacles to performance and growth, making the need for sensitivity training in these areas an important component of an informed human resources management program.
References
Bardovi-Harlig, K. & Hartford, B.S. (2005). Interlanguage pragmatics: Exploring institutional talk. Mahwah, NJ: Lawrence Erlbaum Associates.
Mann, GA. (2006). A motive to serve: Public service motivation in human resource
management and the role of PSM in the nonprofit sector. Public Personnel Management
5(1), 33-34.
Behavior and Bias in Access Two-thirds of all students receiving special education in the United States are boys and gender-based behavioral differences and gender bias are behind it (Rousso, 2003). Girls need to show more significant levels of disability than boys to receive service. When they do, they are assigned to more restrictive educational environments than boys. All available data show that women and girls with disabilities do not do as
I'm quite independent now and do not plan on showing differences between my children when I have them. My brothers both worked on outside chores, and I had to help my mother around the house. I had to make meals, clean the house and do other "womanly" things. My brothers worked with my father in the garage and barn, fixing up the car and equipment. They also got to spend
Cultural and Ethnic Differences The Importance of Understanding Cultural, Ethnic, and Gender Differences by Managers and Professionals in a Business Setting. The proceeding essay explains the role managers can play in managing cultural, ethnic and gender diversity in an organization and why it is important for the managers to understand it in a professional environment. The Importance of Understanding Cultural, Ethnic, and Gender Differences by Managers and Professionals in a Business Setting. It is
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