In general, the paper 'General Functionality of Euro Disneyland" is a good example of a management case study. Our contemporary world in which we live is termed the global era. Technological advancement has made men from different geographical areas relate as they would do to a person's face to face. Cultural variety has been brought about by people who come from diverse settings coming together to work thereby creating communication links around the world (Lainsbury, 2000). The advanced world pushes men towards policy formation and also the creation of projects that are compatible with the current developments.
This aspect was pursued by Dr Hofstede to understand how technology brought about unity in diversity. It took him a decade of researching plus many interviews before coming up with a model that is recognized internationally as a standard of cultural dimensions (Hofstede & Bond, 1984). From there he came up with dimensions of traditions that define the major diversities in a culture that differentiate the united states from France. FOUR CULTURAL DIMENSIONS OF HOFSTEDE Power and Distance Muijen, (1999), argues that there is a degree of unfairness that is acceptable to both them that have power and them who do not have- this is the reference of power and distance.
When this degree is high it portrays contention by people about their status in the structure that is balanced in its division in authority (Lainsbury, 2000). Contrary, when this degree is low the authority distribution is even and discreet within the society. Thus, each member feels equally treated as others in the public. The model of Hofstede is of much importance when used to analyze high power and distance scenario. Malaysia portrays high power and distance where only persons in high administration ate consulted and get information decisions are made at secret meetings.
The case is different in France where the decision-making process includes all people and views of haves and don’ ts are listened to. Individualism This focuses on self-esteem and how everyone rates himself in society. When people rate themselves highly they do not easily merge with one another. This is widely spread in capitalistic nations like the United States. Thus close family relations are replaced by a comparison of who is known, wealthy or has power (Spencer, 1995). This is not so with those that have low individualism as they have strong interpersonal bonds and have groupings that have high devotion in membership (Lainsbury, 2000).
Corporate are regarded highly and each person assumes the accountability of others well being. The state of Panama and that of Guatemala in Central America were highlighted in Hofstede’ s analysis to have low individuality rates. In such a scenario a great deal of positive feedback would be received by a sales promotion that indicates payback to the society. . Traditional male and female roles This is usually merged with individualism the societies that recognize men as the sole breadwinners have a high rate of individualism than those of the contrary.
In the former case, men recognized roles should not be undertaken by women (Lainsbury, 2000). This is common in many places. On the contrary, there are places where there is no gender segregation in matters regarding work. The root in such areas is hard work and productivity in professions (Muijen, 1999).
Hofstede, G. (1984). Cultural dimensions in management and planning; Asia Pacific journal of management; Springer
Hofstede, G. & Bond, H. (1984). Hofstede's culture dimensions; Journal of Cross-Cultural Psychology.
Lainsbury, A. (2000). Once upon an American dream: The story of Euro Disneyland.
Muijen, J. (1999). Organizational culture: The FOCUS questionnaire; Journal of Work and Organizational.
Spencer, E. (1995). Euro Disney: What Happened? What Next?; Journal of International Marketing.