How we Work: Geert Hofstede's 6 Cross-Organization Cultural Dimensions
Вставка
- Опубліковано 7 вер 2024
- In the 1980s, the Dutch cultural psychologist Geert Hofstede returned to the study of culture, but focused on an analysis of organizational practices. The authors identified six cross-organizational dimensions that separate and define organizational cultures.
📘 Get the Book of the Course!
The Nature of Organizations: A Management Courses Introduction
geni.us/bzHaVP
Watching this video is worth 3 Management Courses CPD Points*.
(See below for more details)
The Nature of Organizations
=======================
This video is part of course module number 6.1.4
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 4: Organizational Culture
Other videos in this section include:
🎬 Introduction to Organizational Culture • Introduction to Organi...
🎬 Cultural Web: Johnson & Scholes on Where Culture Originates • What is the Cultural W...
🎬 Quinn and Cameron: Competing Values Model of Organizational Culture • Quinn and Cameron: Com...
🎬 Edgar Schein's 3 Levels of Organizational Culture • Edgar Schein's 3 Level...
🎬 National Culture within an Organization: Geert Hofstede's 6 Cultural Dimensions • National Culture withi...
LESSON NOTES
============
Hofstede and his co-authors identified six cross-organizational dimensions that separate and define organizational cultures:
Process-oriented vs Results-oriented
Low risk, high efficiency vs a willingness to challenge, change, and adapt
Job-oriented vs Employee-oriented
Work-Oriented (staff feel driven to perform) vs Employee-Oriented (staff feel valued)
Professional vs Parochial
In a Professional culture, staff act differently at work, whereas in a parochial culture, they behave in similar (and probably less-formal) ways
Open systems vs Closed systems
The degree to which newcomers are made welcome and fit in quickly and easily.
Tightly versus vs Controlled
The flexibility of working practices and matters like dress, admin, and timekeeping, vs high levels of rigidity in the expectations on behavior, discipline, and work practices.
Normative vs Pragmatic
Normative cultures expect employees to follow strict rules, regulations, procedures. Pragmatic cultures are far more easy-going as long as objectives like sales or customer service are met.
How an organization orients to these dimensions is partly a result of:
• The business or industry
• Its original national identity
Note: this work was based on research in only 2 countries, with a small sample of just 20 organizations. Therefore, their applicability may be limited.
Other organizational culture models share similar limitations. Here are some of the many dimensions other researchers and consultants have identified:
Organizational Effectiveness
Means-Oriented (focus on how) vs Goal-Oriented (focus on what)
Customer Orientation
Internally Driven (processes drive outside interactions) vs Externally Driven (outside interactions drive process design)
Focus
Local (workers identify with their business unit or their manager) vs Professional (workers identify with their role or skillset)
Empowered Culture
Controlled vs Empowered staff
Culture of Innovation
Stable vs innovative
Sales Culture
Service ethic vs Short-term profit
Culture of Safety
Extent of day-to-day focus on safety processes
RECOMMENDED EXERCISE
======================
1. Which of these cultural dimensions are most useful in describing your organization's culture? (2 MC CPD Points)
2. And think back to other organizations you've worked in. How do the same dimensions highlight similarities and differences? (2 MC CPD Points)
3. If you could shift the position of your organization on one of these dimensions, to increase its performance, what shift would you make? (2 MC CPD Points)
4. And how might the organization approach making this shift? (2 MC CPD Points)
DOWNLOADS
===========
Free Resources
- CPD Tools - gum.co/MC-CPD
Paid resources
- Management Courses Onboarding Kit - gum.co/MC-ObK ($3)
RECOMMENDED READING
=====================
- Understanding Organizations geni.us/oB774Do
- Images of Organization geni.us/hrOemEs
- Inside Organizations: 21 Ideas for Managers geni.us/YwwL
- Gods of Management: The Four Cultures of Leadership geni.us/bpPeC5
Managers Need a Basic kit to do your job well. Here are my top recommendations: kit.co/MikeCla... (the links are affiliated)
Management Courses Continuing Professional Development (CPD) Points
You can record your Management Courses CPD points on our free, downloadable CPD record log.
Download it at: gum.co/MC-CPD
Each video has two levels of MC CPD points. For this video:
- If you simply watched the video, record 3 MC CPD points
- If you also carried out all of the recommended exercises, score a total of 11 MC CPD points
__
Note:
Links to our book recommendations are affiliated through Amazon
#OrganizationalCulture #ManagementCourses #GeertHofstede
Geert Hofstede is one of the foremost thinkers on the topic of cultures. In this video I look at his ideas about organisational culture.
This channel is recommended for all my students
Regards
That's great, Sudhir, thank you.
There is a Rubix Cube of overlap among these six features, much as in Hofsteder's earlier model. Can they be conflated and reduced to Fiske's three (or four?) relationship types? _Mystère et boule de gomme._
Clearly, there is an overlap between this model and Hofstede's model of national cultures: ua-cam.com/video/eygJtngcqMs/v-deo.htmlsi=h42xjG3QOINXGUIy
I was unaware of Alan Fiske's model of four forms of relationship or sociality (so, thank you). My guess is that, since people are people are people, there will be a set of relationships between Fiske's model and those of Hofstede (and, indeed, Trompenarrs'). However, I am not knowledgeable enough in these models or their underlying socio-cultural theories to draw rigorous conclusions.
Thank you for responding.
There are also several overlapping areas with Zimbardo's popular discussion of time zones or orientations. His past, present and future-oriented populations, each with desirable and less desirable manifestations, thus fall into SIX types... which also are reminiscent of parts of Hofstede's model. In recent years, Fiske has also described each of his three relationship types in terms of poles on continua. Less obviously for Fromm, Danesh and others, their tripartite models of types of society also can split up in this way. ...Some housekeeping in store for the next generation.
@@hindisikhnewaalaa Of course I responded - You're welcome. I am very familiar with ZImbardo and I think, by raising this model, you are confusing two types of model. Hofstede is looking at prevailing cultures and how people fit into patterns (more or less). Zimbardo was interested in individual preferences. Yes, Hofstede's work showed national cultures vary in their attitudes to time. But this is different from (but necessarily overlapping with) Zimbardo's model of different ways we each approach past, present, and future orientations. Hofstede is a social scientist: Zimbardo a psychologist.
@@ManagementCourses You have saved this dilettante from some embarrassment! Having noticed a few of Zimbardo's general statements (e.g., "People living near the Equator tend to be more present-oriented"), I have been blithely assuming that he was a psychologist bringing his lights to social science, such that his work and Hofstede's could be directly compared. I need to read more, and more closely... Your willingness to exchange on these topics is greatly appreciated.
@@hindisikhnewaalaa You're very welcome!
❤ thanks
You're welcome