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Explain the Utility of Dimensions of National Culture to an International Manager

Autor:   •  April 2, 2018  •  4,038 Words (17 Pages)  •  161 Views

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By following the theory developed above the international manager can continue to narrow the profile of both team members. The Estonian subordinate has a result of 60 which means that this person is close from the middle but closer from the individualism stereotype than the collectivism because of the high rate. The international manager can suppose that this person will be easily attracted by something profitable for him/herself but we will be also able to be involved in a common objective, will be probably also able to take decision independently. On another hand, the rate of the Ghanaian subordinate is 15, which can mean this person should be categorized as a proper collectivist. It supposes that, the commitment into the team work and the common purpose should be total if this person will be well integrated and feel comfortable among his/her team, will probably try to create strong relationship but would be dependent of the environment rather than to work independently. [pic 4]


3-Masculinity versus Femininity

The Masculinity versus Femininity (MAS) dimension has for goal the analysis of the partitioning of values which is often related to unconscious one. The Masculinity profile of a society will more likely be focused on the power differentiation between both genders; will favor a strong, careerist, wealthy, fighter, authoritative man and will expect from a woman to care about the intangible needs, to use her feelings for the family stability and the common goal. On the opposite side, the Femininity profile of a society will apparently not make any difference between genders, seems to do not expect more from a man or a woman and will more likely value helpfulness, modesty and casual life standards. (Hofstede, 2011; Scott J. Vitell, 1993).

By analyzing this graphic according to the theory mentioned previously, the international manager can notice that there is not a lot of difference between the Estonian (30) and Ghanaian (40) nation. The Ghanaian subordinate seems to be closer from the middle and should be considered as a part of a relative feminine community and the Estonian subordinate as a part of a feminine society. In another term, the approach of both team member about the portioning of power shouldn’t be a crucial issue, if well justified; the communication between both is not supposed to be problematic and even a mutual aid spirit seems to be possible. Both subordinate will probably expect a fair treatment and expect flexibility from the International manager.[pic 5][pic 6]

4-Uncertainty Avoidance Index

The Uncertainty Avoidance Index (UAI) has for aim to analyze and determine the ability of a community to feel comfortable or stressed when facing a unstructured, unexpected, unclear situation. Also finally how members of a society are looking for order, structure, and consistency or prefer informal and free behavior. A low UAI, seems to define the capacity to take risks, to interact with a unexpected, uncontrolled situation; the flexibility to behave easily outside the predefined boundaries and finally to face with facility the unknown. On the other side, a high UAI seems to determine a community which seems tense while facing the factor mentioned previously. Structure, law, belief, code, hierarchy… seems to be their watchwords. The society represented by a high UAI can even feel threated by an unexpected or unknown situation and the intolerance can be an answer (Xiumei Shi, Jinying Wang, 2010; Constant D. Beugré, 2007; Stella Ting-Toomey, 2012).


Once again, the international manager can understand that the both member of his team are supposed to come from a community with a high degree of preference to avoid unclear situation (Estonia = 60 and Ghana = 65). In that case it can be supposed that the Estonian and Ghanaian subordinate will feel more comfortable and less stressed into a framework properly defined, with a clear and precise structure and hierarchy. The international manager seems to do not need to expect from them to take a risk, especially if the power attributed to everyone is clearly defined and limited. Apparently, the international manager needs to be carefull about the point mentioned before, because it seems that both team-members will not feel comfortable with modification when everything has been determined (Theodore D. Weinshall, 1993; Ulla Connor, 2008). [pic 7][pic 8]

5-Long Term-Orientation versus Short Term Orientation

The Long Term-Orientation versus Short Term Orientation (LTO) dimension has for purpose to measure the degree of a society to maintain a conservative behavior over its traditions, norms or the desire to evolve in accordance to the modernism situation. A high score defines a Long Term orientation and seems to be composed with the following attribute: long term effort by aiming future reward expectancy, more tolerant over news ideas. On the opposite way a low score defines a Short Term Orientation and the values related are more likely to be conservative, traditionalist and quite suspicious over modification and new approaches(Klaus Schredelseker, 2008; Alison Rampersad, 2009).

Through this variable, the international manager can perfectly understand that both members should come from completely different environment. The Estonian subordinate has a score of 82 and the Ghanaian subordinate has a score of 4. In that case we can suppose that, the person from Estonia is coming from a environment which tends to adapt is behavior in accordance to the time, the situation and are more eager to evolve in relation with the external environment, but also the international manager can expect to deal with a person more oriented on the future and who will try to have a long-term thinking.[pic 9][pic 10]

On another hand, the person from Ghana should be the total opposite, traditionalist and difficult to make him/her to go out of his/her boundaries, would probably prefer short-term plan than long-term investment, probably more close minded while facing novelty (Henry Hoang,2008).

6-Indulgence versus Restraint

The Indulgence versus Restraint (IND) dimension has for goal to measure the degree of happiness. Apparently this notion has been studied before by others but didn’t take a major role but thought this dimension the importance accorded by people to the feeling of life control, leisure and freedom of expression are studied, explained Hofstede during an interview (2010). The theory supports


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