[Yellow Group] Outline, Works Cited, and Annotated Bibliography (Share)-1

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1 Nicole Kim Ali Shirvani Erika Reyes Taborda Tristan Duron ComSt9 Intercultural Communication General Purpose: To inform Specific Purpose: To inform my communication studies peers about Hoftstedes cultural dimensions theory within intercultural communication. Thesis/Central Idea: In this presentation we are going to discuss the origins, developments, and current state of Hofstede’s theory of cultural dimensions as well as some of the controversies and applications of the theory. Introduction I. Have you ever wondered how two cultures compare with one another? II. There has definitely been a point in time where you have compared your own culture with another culture. III. By using Hofstede’s theory, we have been able to find common ground between distinguishing the similarities and differences from various cultures. IV. In this presentation we are going to discuss the origins, developments, and current state of Hofstede’s theory of cultural dimensions as well as some of the controversies and applications of the theory. Body I. In 1959, anthropologist Edward T. Hall used the term “Intercultural Communication” for the first time in his book called The Silent Language. (Mansour, 2016) A. Defined as the study of communication between people whose “cultural perceptions and symbol systems are distinct enough” to alter their communication. (Samovar and Porter 1997:70) B. Needed for international interaction and social contact. (Mansour, 2016) 1. Allows for individuals to communicate with others that are culturally and linguistically different from ourselves. 2. Helps to avoid misunderstandings and offense. C. As a specialization within communication studies, intercultural communication looks at the messages that are sent and received across cultures.

2 (Transition: One of the most important theories is Hofstede’s Cultural Dimensions which we are going to focus on today.) II. Geert Hofstede was a social psychologist that was well known for establishing frameworks that measured cultural dimensions on a global scale. (Hofstede, 2011) A. Hofstede created 6 cultural dimensions. (Hofstede, 2011) 1. The dimensions he created were: Power Distance, Uncertainty Avoidance, Individualism vs Collectivism, Masculinity and Femininity, Short Term and Long Term Orientation, and Indulgence vs Self-Restraint. 2. Used scores that ranged from a scale of 0-100 for the dimensions that applied to each culture. 3. The purpose behind establishing these dimensions was to understand differences between cultures. B. Hofstede’s cultural dimensions was a topic that was controversial in his field of study and many scholars, economists, and people of influence had their doubts regarding his theory. (Hofstede, 2011) 1. It was argued that these theories weren’t a valid tool when determining cultural differences. 2. Hofstede’s theory was based on individual assessment and it was generalizing it by having it apply to an entire community. 3. The theory is sensitive to time which would influence a lot of cultural variables. 4. Not enough dimensions to categorize cultural differences. C. Hofstede conducted massive amounts of research throughout his lifetime, and this eventually led him to initially identify 4 main dimensions. (Hofstede, 2011) 1. Through Hofstede’s original research findings, he concluded that power distance; individualism/collectivism; uncertainty avoidance; masculinity/femininity would serve as the characterization of cultures. 2. Over time, he ended up adding 2 other dimensions to a total of 6 in order to cover certain values that were not previously covered in the original 4. a) Through an independent research study Hofstede conducted in Hong Kong, he decided to add long-term orientation as his 5th dimension. b) In 2010, Hofstede added the 6th dimension (which would be the last) indulgence versus self-restraint. D. Hofstede’s theory is still relevant today. (Hofstede, 2011) 1. The Global Leadership and Organizational Behavior (GLOBE) project is a study that focuses on extending Hofstede's research by adding new cultural dimensions. 2. Used to recognize how trade is conducted across cultures.

3 III. Hofstede originally came up with four dimensions and later came up with two more that we will detail here. (Worthy et al, 2020) A. Power Distance has been defined as the extent to which the less powerful members of organizations and institutions accept and expect that power is distributed unequally. (Hofstede, 2011; Meyer, 2014) 1. The characteristics of small power distance societies are power without hierarchy line, equality in family members, education student-centered, income rather evenly distributed and equality of religious believers. 2. The characteristics of large power distance societies are power with hierarchy line, inequality in family members, education teachers-centered, income very unevenly distributed and hierarchy of religious believers. 3. A society could be egalitarian or hierarchical in the workplace according to some characteristics like subordinate distance, organizational structures and communication. 4. Power distance has different distribution around the world. 5. Netherland, Sweden and Denmark are examples of small power distance, and Japan, Korea and Nigeria are examples of large power distance. B. Uncertainty Avoidance is about a society’s tolerance for ambiguity, to see to what extent members in a society feel comfortable or uncomfortable in unstructured situations. (Hofstede, 2011) 1. Societies with weak uncertainty avoidance have a tendency to cope better with uncertainty of the future and are flexible with rules and laws whereas societies with strong uncertainty avoidance minimize or prevent uncertainty of the future by implementing strict rules and laws. 2. Weak uncertainty avoidance societies generally appear relaxed and laid- back whereas strong uncertainty avoidance societies appear more rigid and concrete. 3. Weak uncertainty avoidance societies tend to be more open to different persons and ideas; difference aligns more with curiosity while it comes as a danger to strong uncertainty avoidance societies. 4. For members in weak uncertainty avoidance societies, if they feel like the job doesn’t suit them, they have less difficulty in changing jobs while members in strong uncertainty avoidance societies tend to stay in their jobs even if they dislike them. 5. The country with the weakest uncertainty avoidance is Singapore versus the country with the strongest uncertainty avoidance is Greece. C. Individualism versus collectivism is about the degree to which people in a society are integrated into groups. (Hofstede, 2011)

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4 1. Individualistic societies have a tendency to prioritize “me, myself, and I,” seeing things in singular rather than a group whereas collectivist societies have a tendency to prioritize “we” over “I”, valuing harmony in groups rather than individuals. 2. In individualistic societies, they generally expect him or herself to look after themselves or to his or her immediate family whereas in collectivist societies, they tend to live with or take care of their extended family looking out for each other, embracing ‘loyalty’. 3. Individualistic societies put great emphasis on “personal space” or “right to privacy” while collectivist societies stress about a sense of belonging. 4. For individualistic societies, transgression of societal norms leads to ‘guilt,’ which is a personal feeling whereas for collectivist societies it leads to ‘shame,’ which is a feeling you get from a judging gaze of others. 5. The highest individualistic country is the United States and the highest collectivist country is Guatemala. D. According to Hoftsede, "Masculinity and Femininity is based on what motivates you, trying to be the best which represents masculinity or being able to do what you want defined as femininity". (Hofstede Insights, 2021) 1. The masculinity side in hofstede dimension corresponds to the society driven by competition, success and striving to be the winner. 2. Societies that are feminine are driven by caring for others and one's quality of life. 3. Masculine cultures have rigid differences between gender roles and are less fluid. 4. Feminine cultures think both men and women should be modest and caring. 5. Femininity Stands for cooperation, modesty and caring for the weak. E. The last two were developed later and include Indulgence/restraint and long/short term orientation. (Hofstede, 2011) 1. Indulgence versus self-restraint is the extent to which a society allows gratification of human desires related to enjoying life and having fun. a) Cultures that are more indulgent allow for individuals to derive pleasure from the desires of enjoying oneself and what is happening around them. b) Cultures that have more restraint tend to be stricter when it comes to social norms, which limits the natural desires one has to acquire pleasure. 2. According to Hoftstede, "Short term and Long term orientation is how a society views and uses its time". (Hofstede Insights, 2021) a) Short term societies have a preference for having traditions and unwavering change.

5 b) Long term societies value adaptation and problem solving as a necessity. IV. Like other new paradigms, Hofstede’s theory was initially met with rejection, criticism, and limitations. (Jones, 2007) A. For the dimension Individualism versus Collectivism, it led people to study individualism in the U.S. at the individual level, not at the society level. (Hofstede, 2011) 1. In this case it is no longer a dimension of culture but an aspect of personality. 2. There is no more reason why individualism and collectivism need to be opposite; they should rather be considered separate features of personality. B. Hofstede research has a problem with the definition. (Jones, 2007) 1. Hofstede uses his own definition of the word ‘culture,’ which itself is open to interpretation. 2. There are more than 164 definitions for this one word alone. 3. It can become a case of: is the question determining the culture, or the culture determining the question? C. Hofstede research has a problem with methodological simplicity. (Jones, 2007) 1. One error most researchers have in common, is that they are based on an ethnocentric pattern, and they represent a single time frame only. 2. These errors can provide bias, misinterpretation and inaccuracies. 3. The population used by Hofstede was only employees who work in the IBM company. D. Hostede research has problems with equivalency. (Jones, 2007) 1. Equivalency can be divided into four dimensions: functional, conceptual, instrument and measurement equivalence. 2. Functional equivalence assumes that a functional role in one country is the same in another. 3. Instrument equivalence and measurement equivalence regard the cross- cultural consistency of the research instrument, whether it is equally represented across the entire sample. V. Hofstede research acts as a guide to the future. A. Hofstede research is the base for new research. (Hofstede, 2011; Gunnel, 2016) 1. Some critics suggest that the number of dimensions should be extended. 2. The GLOBE project tried to extend to 18 dimensions. 3. The number of meaningful dimensions will always be small. B. Companies are using these dimensions to improve their productivity and team work. (Vasile & Nicolescu, 2016)

6 1. Companies are preparing their leaders to face cross-culture. 2. Companies are preparing their employees to assume cross-culture. C. Technology plays an important role in cultural changes. (Hofstede, 2011) 1. Technologies tend to affect all countries without necessarily changing their relative position or ranking. 2. China is one of the rare cases of change. 3. Some authors predict that new technologies will make societies more and more similar. Conclusion I. In this presentation, we discussed the connection between intercultural communication, and how Hofstede’s Cultural Dimensions theory manifested from it, as well as the criticisms it received from people within his field, and how it is applied today through the furthering of his research. (show comic) II. It’s important to learn about Hofstede theory as he was one of the pioneers of the study of culture and institutions by developing the analysis of national cultures and creating Hofstede's Cultural Dimensions Theory. III. It opened up lots of avenues of studies that we still continue to use today.

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7 Annotated Bibliography Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture , 2(1). https://doi.org/10.9707/2307-0919.1014 This article describes the Hofstede model of six dimensions of national cultures: Power Distance, Uncertainty Avoidance, Individualism/Collectivism, Masculinity/Femininity, Long/Short Term Orientation, and Indulgence/Restraint. It summarizes the content of each dimension opposing cultures with low and high scores. It then expands onto covering the other applications of the dimensional paradigm such as the GLOBE’s 18 dimensions, dimensions of organizational cultures, concluding with the future directions of its use. Jones, M. L.: Hofstede - Culturally questionable? 2007. https://ro.uow.edu.au/commpapers/370 . The author explain that Hofstede research has been one of the most important reference To analyze cross-cultural relationships. However, it has some limitations because the researchers made some mistakes, or they overlooked some aspects. It is important realize about these limitations to improve the future analysis of cross-cultural dimensions. Vasile A C & Nicolescu L. Hofstede's Cultural Dimensions and Management in Corporations. Cross-Cultural Management Journal. Vol XVIII, Issue 1, 2016. CMJ2016_I1_5.pdf (seaopenresearch.eu) The authors analyze the importance of recognizing the role that intercultural differences play in the workplaces. They describe that companies fail because their leaders ignore or overlook this information. For this reason, the authors highlight the importance of people who manage companies must be aware about the Hofstede

8 dimensions, and from this diversity find the strategies to foster teamwork and its productivity. References Gunnell, M. (2016, December 16). A Comparison of the GLOBE and Geert Hostede findings and their Implications for Global Business Leaders. Linkedin. https://www.linkedin.com/pulse/comparison-findings-globe-geert-hostede-implications- global-gunnell Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture , 2(1). https://doi.org/10.9707/2307-0919.1014 Hofstede Insights. (n.d.). [Data Set of Country Comparisons]. Retrieved October 30, 2021, from https://www.hofstede-insights.com/country-comparison// Jones, M. L.: Hofstede - Culturally questionable? 2007. Retrieved June 26, 2007, from https://ro.uow.edu.au/commpapers/370 Mansour, M. A. (2016, January). Intercultural Communication. Research Gate. https://www.researchgate.net/publication/310459788_intercultural_communication Meyer, E. The culture map: Breaking through the invisible boundaries of global business. New York, Public Affairs,2014, pp. 98-115. Samovar, L. A., & Porter, R. E. (Eds.). (2002). Intercultural communication: A reader (tenth ed.). Belmont, Ca: Wadsworth Publishing Company. http://libgen.is/book/index.php? md5=A45A71D6951422D2FEF8401519E18EC4 Vasile, A. C., & Nicolescu L. Hofstede's Cultural Dimensions and management in corporations. Cross-Cultural Management Journal. Vol XVIII, Issue 1, 2016, pp. 35-46. CMJ2016_I1_5.pdf (seaopenresearch.eu)

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