The paper "Hofstede And Chinese Values Survey" is a great example of management coursework. The manner in which people behave in an organization provides a lot of information about their social background. An understanding of values and cultures is a recipe for proper leadership. This document seeks to analyze some cultural differences and how they influence the performance of the organization. Understanding how these factors affect the individual and team performance in an organization is indeed very important. Hofstede is one of the most renowned authors in relation to culture and his materials have been extensively used in this document.
Moreover, a wider consideration has been made overall application of Hofstede’ s models. Hofstede has been known for his comprehensive research on issues to do with cultural differences and the effect on the management of the organization (Finkelstein 2012, p. 1640). Cultural differences work together either to contribute towards the success of the organization or its failure. Either way, culture is such a powerful tool. In this case study, Hofstede has provided an elaborate discussion on cultural differences. The author provides a number of dimensions that are used to explain cultural differences.
In one of the cultural dimensions, western cultures are perceived as different from oriental cultures (Bergmü ller 2013, p. 192). This is seen as having not been affected by the current trends in the world. Such trends include technology and modernism. One of the dimensions that have been explained in this case study is the oriental dimension. This dimension brings forth a link to the economic activities and progress in a country. From the discussion that has been advanced in this case study, it brings forth the understanding of culture being mental programming distinguishing members of one group from another.
This is communicated through different levels of culture including national, regional, ethnic, religious, social, gender, (Yan, Mo, Cixin& Junqi S 2010, p. 192) etc. Regardless of the level of the culture as pointed, an individual is easily integrated into it with time. Whenever an individual agrees to be part of any kind of group, the individual is likely to loosen some of their personal practices in favor of the group norms. Such trends have a significant impact on the performance of any organization.
The collective values adopted by individuals in an organization are as a result of the influences imposed by the various levels of culture. The Chinese value survey has been used to explain different variables about culture. Definitely, there is a correlation with the cultural dimensions advanced by Hofstede (Shulruf; Alesi, M; Ciochină; Faria, L; Hattie; Fu; Pepi & Watkins 2011, p. 182 ). The Chinese value survey has been used to explain how values vary across different personalities. When analyzing the Chinese value survey, it is established that indeed there is a relationship with the four dimensions of individualism, masculinity, power distance and uncertainty avoidance (Tassell, Flett & Gavala 2010, p.
144). The results of the Chinese value survey try to portray such values as culture-free. This indeed cannot be easily embraced as such. At the same time, Hofstede is also trying to portray the four dimensions of culture as culture-free. Many scholars and critics have had so much to react over the same.
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