Working with Others for Hofstede Dimensions- myassignmenthelp

Question: Discuss about theWorking with Others for Hofstede Cultural Dimensions. Answer: Hofstedes five dimensions cultural analysis of Australia and its impact on Qantas Airlines The purpose of this paper is to provide a brief overview about the Hofstedes cultural dimensions and its impact on the company Qantas. Qantas is an airlines services provider company. Further, the Hofstedes cultural dimension provides information about the attributes of the country that can affect the activities of the organization. Further, the paper provides a detailed analysis of the relation of the concept with the company. More details are discussed below: The Hofstedes cultural dimension was originated by Professor Geert Hofstede who initiated this process to carry a comprehensive approach on the values in the workplace that are influenced by the cultures of the country. Further, he defined culture as a collective programming of the minds distinguishing the members of one group or category of people from others. The six dimensions were identified by the researchers namely, Michael Minkov, Gert Jan Hofstede, Professor Geert Hofstede, and their research team. It should be noted that this application is used by marketers worldwide to manage their internal business activities accordingly. This framework is made for cross culture communication (Peltokorpi, and Froese 2014). This concept specifically impacts upon the effects of the societys culture on the values of its members and the ways in which these values relate to the behavior of people. Further, it should be noted that six dimensions are defined under this process that are power dim ension, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, long term orientation versus short term normative orientation and lastly, indulgence versus restraint (Hauff, Richter, and Tressin, 2015). The cultural analysis of the country Australia explains that, in case of power dimension the country ranks low that is 36. This aspect says the extent to which less power people of the country are driven with the decision taken by more powerful member of the society. In this country, superiors take decision and the employees have to rely on them to take decision. The individualism aspect talks about the extent to which people in the country are connected with their families. This aspect talks about the nature of people preferring I instead of We. Under individualism, people only prefer taking care and living with their immediate family and not extended ones (Arifin 2014). Australia mark high in this case which shows that they prefer loose knit group under which they are self-reliable and not dependent on any other person. Masculinity aspect of Hofstedes dimension says that people of a country are driven by competition, achievements and monetary benefits in the society. They work to g ain success and become the winner. Whereas femininity aspect says that the people likes attaining quality of life instead of becoming winner in the society. Australia scores 61 in this case which says that the people of the country work only to become the best and win. These people are proud of their success and achievements in life (Jain, and Kaur 2014). Uncertainty avoidance talks about the extent to which people of Australia feel threatened by ambiguous situations and try to avoid them. The country scores very intermediate in this case. Further, long term orientation says that people of a country maintain relation with the past and then deals with the future challenges present in the environment. The country score low in this case which says that they have a normative culture. Lastly, indulgence versus restraint says that the degree to which people of the country try to control their desires in the environment. Australia is an indulgent country where people have an optimistic tendency towards every aspect (van Scheers, and Botha 2014). Relating the use of concept to the cultural dimension theory, it should be noted that Qantas is an airlines organization that initiates its activities in different parts of the world. So, it is important for the managers to understand the culture of different countries so as to initiate diversity in the organization and satisfy the employees as well. With the use of this framework, Qantas understand the culture of different countries and then initiate cross culture activities. They also employ expatriates and help them to easily sustain in the different environment without facing cultural shock. Hofstedes culture dimension helps the company to analyze the nature of people living in different parts of the world and inculcate them in their business. If the organization induces such cultural aspects in their business then it will also attract the customers with different ethnic background (Mazanec, Crotts, Gursoy, and Lu 2015). This concept provides advantage to the company to understand the nature of people coming from different parts of the world. The company also employs people which bring innovation in the organization. Different minds use different strategies for the organization to grow. Apart from that, these expatriates also provide expansion opportunities to Qantas (Qantas 2018). As they have adequate knowledge about the culture of their native place. So, it gives them advantage to expand in that area as well. Qantas also reduces the extent of cultural shock faced by the employees, and settle them easily in the environment. Satisfied employees promote the activities of the company at their native place as well. Also, this dimension helps the employees in understanding the mindset of people (customers) coming from different background and satisfying their needs. This process will increase the cross cultural transactions for Qantas. But it is should be considered that this model has some disadvantage s for the organization as well (Saleem, and Larimo 2017). If the company understands the different culture and assumes that one culture is better from other. Then they might adopt the culture if another country that can create confusion for the existing employees present in the environment. The aim of the organization should be to respect all the cultures and ensure that no culture overlaps the preaching of another culture. This can disregard the interest of employees specially expatriates (Duran et. al., 2016). Further, it should also be noted that if the marketer of the organization analyze wrong cultural analysis then it can affect the whole working of the company. If the company believes that people of the country are more restraint than indulgent. Then they will initiate activities that do not provide luxurious services to customers during flight and are economic. But the actual situation says that people of the country are more indulgent, and then it might hamper the sales of the company. Summarizing, it should be noted that apart from all these disadvantages this framework supports companies like Qantas to initiate their activities in the environment (Beugelsdijk, S., Kostova, T. and Roth, K., 2017). Talking about the connection of the Hofstedes dimension with the concept of job satisfaction, it should be noted that cultural analysis supports the company in initiating job satisfaction among employees. Job satisfaction refers to a feeling which is attained by employees when they are satisfied with the activities of the organization. Job satisfaction is mainly received to employees when the organization considers their value and provides them benefits accordingly. Now, cultural analysis takes the role in such a way that with the help of this analysis, the company gets to know about the employees and their background. With the information about the background of the employees, the company can easily satisfy them in the organization (Rallapalli, and Montgomery 2015). Suppose, if Qantas employees a person who comes from an Islamic background, then if the organization has adequate knowledge about that culture, then they will provide them time and space for their daily prayers. This wil l increase the job satisfaction of the employees and make them more concerned about the activities of the company. Also, understanding of this culture helps the management to treat different employees differently that increases their satisfaction level. If an expatriate enters in a different environment, then the major issue which they face is the problem of culture shock. They face difficulty in adjusting different environment. So, with the help of cultural analysis the organization will provide suitable conditions to the employees that will ultimately increase their satisfaction level (Yang et. al., 2016). Thus, in the limelight of above mentioned events, it should be noted that the concept of cultural analysis is very important for the organizations that initiate their activities in the international environment. This aspect helps thee organization in analyzing the different cultural aspects and satisfying the employees according. With the help of this analysis, the organizations inculcate activities that help an expatriate to settle in diverse environment. The essay adequately justifies the requirements of the task. References Arifin, H.M., 2014. The influence of competence, motivation, and organisational culture to high school teacher job satisfaction and performance.International Education Studies,8(1), p.38. Beugelsdijk, S., Kostova, T. and Roth, K., 2017. An overview of Hofstede-inspired country-level culture research in international business since 2006.Journal of International Business Studies,48(1), pp.30-47. Duran, M., Irfan, S., Sipoche, D., Blough, D., Turner, D., Nguyen, P. and Steinberg, H., 2016, January. Customer service Hofstede's cultural dimensions among Arabs, Australians, Canadians, Greek, Jamaicans, Pakistani, Singaporean, American accounting information personnel. InAllied Academies International Conference. Academy of Accounting and Financial Studies. Proceedings(Vol. 21, No. 1, p. 6). 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