Hofstede's Six Dimensions of Organizational Culture

PROFESSOR: Hofstede's
six dimensions

of organizational culture.

At the end of the '60s, Geert
Hofstede developed a culture

dimension model with more than
110,000 employees from IBM based

on a factor analysis, which
initially consisted of four main

dimensions.

And Hofstede subsequently
added two dimensions.

The six dimensions
are always to be taken

in the form of alternatives.

The six cultural dimensions are
power distance, individualism

and collectivism, masculinity
and femininity, uncertainty

avoidance, long-term or
short-term orientation,

and the last dimension is
indulgence versus restraint.

We will consider each
individual cultural dimension

by using an example
in the following.

Hofstede describes the cultural
dimension of power distance

as a subjectively
perceived willingness

to accept an unequal
distribution of power

in an organization.

There is often a high power gap
between the various hierarchy

levels in very
conservative structures.

Accordingly, management
makes decisions,

and the result is
passed on down.

It is also necessary to
maintain all communication

channels, and thus also the
specified power structures.

In start-up companies, or
companies with modern management

methods, there is often a
culture of flat hierarchies

and open communication
between staff and management.

The power distance is a
theoretical action and a reason

for potential applicants from
generation Y and generation Z

to choose one or
the other employer.

The second cultural
dimension describes

the collectivist or
individualistic characteristics

of an organization.

In other words, the performance
and self-realization

of the individual are in
the sense of organization

above the feeling of we.

I do what I do to reach
my performance limits

and develop personally, or
as the collectivist idea

in the foreground.

For example, the us feeling.

I do what I do to contribute
to the overall performance,

support the team's goal.

In Asian or Latin American
companies in particular,

the collectivist idea
is very pronounced.

While in commission-dependent
sales organizations,

individualism is
in the forefront.

The third cultural
dimension describes

masculinity or femininity.

It represents stereotypical
values and behavioral norms that

are typically male or female.

However, you have to
note that it is not

about the actual frequency
distribution of the sexes,

but about typically male
behaviors such as domination

and competition.

However, this behavior
is not only found in men.

It is also found in women.

Femininity is displayed
through values

such as caring, cooperation,
and modesty from importance,

which can be traits
found in men as well.

The fourth dimension is the
uncertainty of avoidance.

This is about the
openness to new things,

or the opposite,
i.e., fear of change.

Suppose one culture recognizes
opportunities in changes

and takes risks in return.

In that case, other cultures
persist in their status quo

and reject the fear or
uncertainty of change processes

or only go along in
a very weakened form.

The fifth dimension
is the dimension

of the long- or
short-term directions.

The landing or
short-term orientation

indicates how long the planning
horizon is in a society.

Standards and values
that go hand in hand

with long-term orientation are
frugality and perseverance.

However, values that point
to a short-term organization

are selfishness and flexibility.

Finally, the sixth and final
cultural dimension, indulgence

and restraint.

This dimension is
still relatively new

and describes the potential
achievement of happiness

through the perception of
self-control for oneself

and one's life in contrast to
an externally determined way

of living one's life.

Transferred to companies, you
can call yourself the freedom

to develop in the free
economy as it suits you

depending on the ability
to discipline yourself.

While as a civil servant
at the post office,

for example, you have to adhere
to a rigorous career path.

You can only change it slightly.

These were the six dimensions
of organizational culture

by Geert Hofstede.

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this presentation.

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