Power distance, which is one of Hofstede’s cultural dimensions, surprised me. It is because, with the help of this dimension, I came to know that there is so much inequality prevailing in countries. Leaders are responsible for creation of such inequality in the society. Inequality is also because of the fact that some races in society are dominant while others are not. Mayers and Reynold (2013) indicates that there is wage inequality because of races, so number of registered races has declined in the United States. If organizations are considered, then it can be clearly seen that power distance is prevailing in them, as employers do not indicate the truth to employees. So, it is necessary for employees to ask right questions regarding business and operations (Green, 2013). Even in many societies and organizations, there is inequality between genders as males are enjoying more power and authority as compared to females. Women are not allowing reaching executive or top positions as males have occupied all those positions. Females should be advanced on board. Further, there is wide gap prevailing regarding presence of females in the workforce and the females on corporate boards (Ledbetter, 2016). Hofstede’s power distance dimension has played a significant role in making it clear that such gaps in the society are because of inequality in power and authority. As a result of this inequality, people who are enjoying more power are exerting their undue influence on people who do not have significant power. This dimension surprised me also because of the fact that high power distance index or PDI is indicative of the fact that society or an organization accepts hierarchical as well as unequal power distribution. While, low Power Distance Index indicates that members of the society do not accept the society’s situations in which power is not distributed equally.
References
Green, A. (2013). How to tell if a Company Culture will be a Bad Fit. US News. Retrieved from:
http://money.usnews.com/money/blogs/outside-voices-careers/2013/06/10/how-to-tell-if-a-company-culture-will-be-a-bad-fit
Ledbetter, B. (2016). The Business Case for Advancing Women on Boards. Huffington Post. Retrieved from:
http://www.huffingtonpost.com/dr-bernice-ledbetter/the-business-case-for-adv_b_9872296.html
Myers, L., & Reynolds, T. (2013). Susan Komen CEO's Salary Draws Fire as Donations Drop. CNBC. Retrieved from:
http://www.cnbc.com/id/100803324?__source=xfinity|mod&par=xfinity
