Essay on "Cultural Differences the Field of Organizational Behavior"

Essay 4 pages (1256 words) Sources: 5

[EXCERPT] . . . .

Cultural Differences

The field of organizational behavior takes on the thrust of understanding individual behavior in the context of an organization structure in a workplace setting (Cornell University. 2010). It is in this field of perspective that I wish to present a discussion of how, for an example, a new manager would be able to account for both national characteristics and individual differences but first, allow me to give a more thorough understanding of these two social variables.

National Characteristics

What are national characteristics? How does it impact the work place setting? What is its role in the dynamics of an organization? Psychologist Dr. Geert Hofstede gives us an answer via his model of cultural dimensions ("Hofstede's Cultural Dimensions." 2010). Employing quantitative techniques which lead to a creation of a wide database of cultural statistics, Hofstede was able to unveil patterns of similarities and differences within and across societies, that which refers to national culture or national characteristics. This model then allows for a resolution of problems or differences in company culture (ibid). This model explores five dimensions:

Power/Distance (PD)

Power/Distance (PD) refers to the "degree of inequality that exists -- and is accepted -- among people with and without power" (ibid, par.9). There are societies or cultures that report high P/D -- such accept that there is indeed an unequal distribution of power in the organization while other cultures will rate low in P/D, i.e. they believe that power is dispersed and more likely than not, members see themselves as equals. Those with high P/D are centralized and emphasize hierarchies which lead to a process whereby decision-making is largely based upon the leader. Those with low P/D, on the other hand, have a simpler organizational structure, no large gaps between subordinates and superiors which in turn lead to more people being involved in the decision-making process (ibid).

Individualism (IDV)

Individualism refers to degree of bond or tie that individuals have with other members of the organization. High in individualism means the tie of people in the community is loose hence minimal interpersonal relationships which lead to lesser shares of responsibility outside the sphere of family and close friends. Those which are low in individualism however develop a strong group connection, which leads to taking in more responsibilities for the welfare of the other members within the community (ibid).

Masculinity (MAS)

This refers to the degree of adherence of the community of gender roles, to male and female roles. High in MAS means higher expectations in terms of men being tough, strong -- machismo culture while low MAS means gender roles are blurred hence not strictly, clearly delineated -- this leads to men and women working together with equal scope and responsibilities across different employment sectors (ibid).

Uncertainty/Avoidance Index (UAI)

This refers to the strength of anxious feeling that members feel whenever they're left in uncertain, new, unknown situations or circumstances. Rating high in this index equates to the behavior of avoiding these kinds of situations whenever possible while those with low UAI leads to members having the capability to enjoy novel situations and differences. This gives room for people being able to uncover their own truth (ibid).

Long-Term Orientation (LTO)

With the last dimension, Hofstede refers to how much the society gives importance to its heritage -- of its long-lived practices, cultures, beliefs. Countries with high LTO tend to be keen on abiding by social obligations while those with lot LTO give rise to novel ideas (ibid).

After giving a bird's eye-view of Hofstede's national characteristics model, we shall now proceed to a discussion of individual differences of which an analysis of managing or accounting for these factors will be offered.

Individual Differences

In understanding individual differences, we of course look at the individual make-up -- his… READ MORE

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