Introduction
The human resource management plays a critical role in managing human capital in the organization. Human resource manager must understand different aspect of human behavior that influences their output in the organization. An important aspect of the members of the organizations that human resource managers should be more attentive at is the culture. Employees of the organization come from diverse populations with different cultural and communication backgrounds. Culture has a significant impact on the values of each member of the society. Additionally, culture describes the relationship between behaviors and values demonstrated by employees in the organization (Anastacia, 2015). Professor Geert Hofstede conducted an analysis to understand the dimensions of culture and came up with the theory of Hofstede’s cultural dimensions. The following paper analysis the theory about improving human resources management.
Discussion
Dimensions of culture as shown in Hofstede’s framework
Hofstede defined culture as the process of programming the mind by differentiating people belonging to different groups. Hofstede’s comprehensive study realized six key dimensions of culture that influence the behavior of a person. The six dimensions are power distance; uncertainty avoidance; individualism vs. collectivism; masculinity vs. feminist; long-term vs. short-term orientation; and indulgence vs. restraint. Hofstede dimensions determine values of diverse cultures and have an impact on behaviors demonstrated by people from different cultural backgrounds as well as their expected behavior when placed in the organizational environment (Anastacia, 2015).
The influence of Hofstede’s Cultural Dimensions in developing HR programs and practices
The knowledge of these dimensions assists human resources managers to establish programs and practices for dealing with employees from diverse cultures. Human resource managers focus on programs and practices that increase employee's productivity in the organization by making the work environment suitable and safe. According to Harris (2011), the implementation of HR best practices requires an understanding of the value of employees by understanding the cultural backgrounds and establishing business-culture preferences. The paper provides an analysis four out of the six Hofstede’s cultural dimensions.
Power Distance
The dimension of power distance offers an explanation as to how members with less power in the society expect the distribution of power to occur unequally. The HR utilizes this dimension to promote equal distribution of power to make less powerful cultures understand their capabilities. The type of power distance demonstrated by different cultures influence their output in the workplace. Creating best practices that help link beliefs of employees from different cultures assist in creating a work environment where every person is equal; hence, promoting productivity.
Uncertainty avoidance
The following cultural dimension explains the situation that makes members of a specific culture cope with future uncertainties without any assistance. Depending on the level of uncertainty avoidance of the employee, the HR can easily come up with a program that helps other employees overcome uncertainties. One of the roles of the HR is to establish a risk mitigation program. The HR can easily appoint members belonging to society with weak uncertainty avoidance because they have quality skills in undertaking risks, they are flexible and are high tolerance. Such people assist in developing risk mitigation programs and making their colleagues adhere to new rules and regulations.
Individualism vs. Collectivism
Individualism and collectivism assist the HR to understand values of different people in the society regarding collaboration and socialization. The following dimension plays a critical role in creating workplace groups by enabling the HR to determine which person to place in a specific group to promote productivity. For example, a person from individualistic culture helps the colleague from collectivistic culture overcome social norms that affect productivity in the workplace. On the other hand, a person from collectivistic culture helps a person from individualistic culture concentrate more on matters pertaining the workplace and not self.
Masculinity vs. Femininity
The above cultural dimension focuses on emotional role distribution affecting people from different genders. Gender issues create many concerns in the organization. An effective HR management practice must observe gender equality when recruiting, assignment of duties, and during promotions; hence, helping implement a flexible HR organization design practice. An understanding of employees from both masculine and feminine cultures assists the HR to create effective programs that promote gender equality and awareness without interfering with culture and values of individual employees.
Strategies for dealing with a different culture that is opposite on each of the dimension
Society made of people from different cultures faces numerous conflicts because of misunderstanding between individuals. The human resource management should develop strategies for ensuring employees from different cultures work together towards the common organizational goal. According to Williams (1994), differences in values and norms that dictate behaviors of people from different cultures cause cultural conflicts. One of the strategies for dealing with employees from opposite cultures as defined by Hofstede’s dimensions is allowing individuals to learn about other cultures. The organization should develop a cultural awareness class where cultural experts take employees through values and norms of opposite cultures. For example, on the power distance dimension, the HR cultural awareness program would play a critical role in making employees from small power distance societies accept the leadership of others from large power different societies because the organization must promote power equality.
Second, the HR could alter organizational practices and procedures to accommodate cultures that feel disadvantaged and marginalized. The strategy allows each person equal opportunity to make decisions and recommendations in the society. For example, the masculinity and femininity cultural dimension demonstrate more instances of superiority. The strategy assists an employee from the masculine culture understand the importance of gender equality and give women equal chances in life. On the other hand, the masculine culture individual assists the feminine person to realize the value of mastering activities that bring benefits to human life such as adherence to workplace policies.
Conclusion
Organizations should understand dimensions of culture because they are the key to success in the contemporary business environment characterized by international interconnections. The Hofstede’s cultural dimensions framework helps organizations align their HR best practices and programs to employees’ cultural values and norms. Additionally, these dimensions play a critical role in developing organizational strategies that promote equality and collaboration between people of opposite cultures.
References
Annastacia. (2015, Sep. 04). Business, Human Resources, Leadership Understanding Cultures &
People with Hofstede Dimensions. Cleverism. Retrieved 28 April 2016 from https://www.cleverism.com/understanding-cultures-people-hofstede-dimensions/
Harris, S. (January 2011). The Top Best Practices for the High-Impact HR Organization. Bersin
& Associates Research Report, 2.
Williams, A. (1994). Resolving conflict in a multicultural environment. MCS Conciliation
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