Hofstedes Dimensions and Leadership

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 connection that is weak. This is where less responsibility is taken for people’s outcomes and actions.

Collectivism involves people being expected to be loyal to their group and in exchange to that, there is defense of interests by the group. The group is usually large and people have the responsibility for another person’s well-being. In countries with low individualism score like Venezuela and Pakistan have scores of 12 and 13 respectively. In such countries, marketing campaigns with emphasis on community benefits would be understood more so long as those being addressed feel being part of the group.

Individualism has got value placed on time and there is need for freedom and privacy. There is also an expectation for reward for individual hard work (Hofstede, 2006). As a leader, I would encourage my people to express their own ideas and acknowledge each and every person’s accomplishments. Masculinity verses femininity refers to the distribution of roles between men and women within a community. In a masculine society, the role of men overlaps that of women as men are expected to behave with assertiveness.

In a feminine society, modesty is a virtue. Of great importance is having good relationships with supervisors.in japan and Austria, the masculine score are 95 and 79 respectively. In these two countries, men exhibit masculine behaviors and values; women also have high scores for having masculine behaviors but lower than that of men. Japan has got a culture where both male and female children learn completion and winning value as being part of a team from a tender age.

Therefore, even females are likely to display masculine traits and values as their male colleagues do (Hofstede, 1984). A country like Sweden is more on feminism. Most of their organizations are managed through negotiation, consensus and discussions. Masculine countries are characterized to be having strong egos and achievement and money is of more importance to them. Feminist countries has got work-place flexibility and balance, there focus on quality of life and it is relationship oriented. Uncertainty avoidance index describes people can cope with anxiety well.

Countries with high score of uncertainty avoidance index make life controllable and predictable. If people in these countries are unable to control their own lives, they might end up to stop trying as they place their fate in God’s hands. People in countries with low uncertainty avoidance index tend to be inclusive, relaxed and open. Avoiding uncertainty is different from avoiding risks. Some people in countries with high uncertainty avoidance index might still prepare themselves to engage in risky behaviors to avoid failure.

Singapore has a score of 8 while Greece has 100. In Greece, there is generation of discussion because there is cultural tendency for group members to make conservative and safest decisions despite the presence of emotional outbursts. As the CEO of an organization in the country, my aim will be to encourage my team to be open to approaches and ideas (Hofstede, 2011). Long term verses short term orientation refers to the time horizon displayed by people within a society. Countries with long-term orientation are known to be thrifty, modest and pragmatic.

People in countries that are short term oriented have emphasis placed on truth, consistency and principles. They are nationalistic and religious in nature. As the CEO of an organization in a country with long term orientation, I would behave in the modest way possible and avoid talking about myself (Hofstede, 2011). Short term orientation requires less compromise and use of flattery empowers. Indulgence verses restraint is the Hofstede’s sixth dimension. Countries with.