Cultural Dimensions and Perceptions
PURPOSE OF THE ASSIGNMENT: To acquaint you with common behavioral analysis tools by using them to break down and view your current organization (or a prior organization) in smaller elements and discover how each element can influence you individually and your organization as a whole.
1. Workplace Cultural Diagnoses : The goal of this analysis is to describe your organization (or a prior organization) in terms of Hofstede’s Model on Cultural Dimensions. In other words, I am looking for how you perceive your workplace in terms of five (5) dimensions – PDI, IDV, MAS, UAI and LTO.
a. Before beginning the assignment, be sure to watch the video on the Hofstede dimensions and compare the U.S. to another country in which you are familiar as outlined on the syllabus.
b. Then, score each dimension by circling the appropriate number on the scale. List at least one example that influenced you to score where you did on the scale. Use short descriptive phrases and personal examples of how your comments apply to you.
Power Distance Index (PDI)
Degree of inequality among people considered normal.
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Low
-flatter organizations
-supervisors & employees considered equals
-tend not to use formal titles for people
High
-centralized companies
-strong hierarchies
-large gaps in pay, authority and respect
List an example that supports your score:
Individualism vs. Collectivism (IDV)
Degree people prefer to act as individuals or as a group.
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Low
-emphasis on collective good, focus on welfare of the group to which an individual belongs
High
-emphasis on the individual
List an example that supports your score:
Masculinity vs. Femininity (MAS)
How much society values traditional masculine and feminine attributes
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Low
-emphasize caring for individuals’ health and well-being, quality of life, care for the sick and those lacking in resources to take care of themselves. Feminine values of nurturing others.
High
-emphasize achievement and competitiveness. Masculine values of aggressiveness and winning are important.
List an example that supports your score:
Uncertainty Avoidance Index (UAI)
Degree of anxiety that society members feel when in uncertain or unknown situations. Degree of preference for structured over unstructured situations.
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Low
-informal business attitude
-more concern for long-term strategy than what happens on a daily basis. Comfortable with uncertainty.
High
-very formal business conduct – lots of rules & policies. Not comfortable with uncertainty and lack of structure.
-sense of nervousness, spurs high levels of emotion & expression
List an example that supports your score:
Long Term Orientation vs. Short Term Normative Orientation (LTO)
How much society values long-standing vs. short-term traditions and values
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Low
-short term focus, e.g., emphasis on quarterly results. Impatience: desire for immediate feedback.
High
-long term focus. Strong values on traditions and a long-range outlook on the future.
List an example that supports your score:
2. Psychological Contract : Based on your understanding of the psychological contract, do the following.
a. Describe in a short paragraph the psychological contract you have with your current organization (or an organization you were affiliated with in the past). For example, is it transactional? Why? Is it relational? Why?
b. List three examples of how your contract has been fulfilled, violated, and/or modified.
3. Inclusivity, Diversity and Workplace Bias :
a. Name one bias you have held toward others. How did that affect your behavior?
b. Name one stereotype/bias others have held toward you. Are these stereotypes/biases founded or unfounded? Explain.
c. Based on what you’ve read to date, what is something you could do to make a workplace more inclusive?
