Cultural differences acts as communication barrier and can affect my ability to motivate the group I lead and build connections. There are many ways to start understanding these differences and work with effectiveness with my group from different cultures. Learning how to work with co-workers and different teams from all over the world is important. Based upon Hofstede’s Six Dimensions, I would adapt my leadership approach in the below mentioned ways to lead a group if I were the CEO of a multinational organization. Hofstede’s Six Dimension works effectively with different groups of individuals from different geographical and cultural backgrounds. It is used internationally as a recognized standard for understanding differences in cultures. The six dimensions include; high verses low power distance index, individualism verses collectivism, masculinity verses femininity, high verses low uncertainty avoidance index, long term verses short term orientation and indulgence verses restraint (Hofstede, 2006).
Power distance index is the degree of existence of inequality acceptable between people without any power. A high power distance index score shows that a community accepts unequal distribution of power hierarchically as people get to understand their place within the system. A low score of power distance index refers to the power shared and dispersed widely; thereby members of the community do not accept conditions where there is unequal distribution of power. In a country like Ghana with 200 team members, they are to be guided and directed to complete their given tasks. If I as the CEO of their multinational organization do not take charge, they may never take me seriously or even the task given to them as being unimportant. High power distance index has got the following characteristics; huge gap in respect, authority and compensation, centralized organization, supervisors and there is a more complex hierarchy. As a leader, I may be required to go to the top to get answers and also let people acknowledge my leadership status such that an outsiders might be able to bypass my powers. Low power distance index has the following features; employees and supervisors are all equal and the organization is flattered. In this scenario, everyone is to be involved in the decision making process (Hofstede, 1984).

Individualism verses collectivism can be defined as the tie strength that individuals have to other people within their society. High individualism score is an indication of an interpersonal...…and use of flattery empowers. Indulgence verses restraint is the Hofstede’s sixth dimension. Countries with high indulgence verses restraint score encourage people to express their emotions by having fun. Countries with low indulgence verses restraints score emphasizes on regulation of people’s behavior and conduct therefore stricter on social norms. A country like Russia has a low indulgence verses restraint score. Such as country is characterized with a restrained culture with a tendency towards pessimism. There is little emphasis on leisure time and people have a higher degree of restraining themselves.

Conclusion

Cultural norms have a role to play in interpersonal relationships in the workplace. When one grows in a particular culture, they tend to take the behavioral norm of the community. However, when the same person goes into a foreign culture, things will seem to be different to them. With Hofstede’s dimensions, actions, decisions and approaches can be evaluated based on how people in a certain society might react and think. No society is uniform but each is unique on its own. By making use of Hofstede’s dimensions, mistakes can be avoided hence a confident environment one can work in when in an unfamiliar country with a different…