Brazil vs. United Kingdom

Brazil vs. United Kingdom

Introduction

The basic advantage for implementing well-defined organizational culture is that it is useful for establishing common values and controlling behaviors of the employees. There are a number of multinational organizations which takes assistance from different corporate ethics guidelines, handbooks of employees, written value definitions and different tools for their worldwide employees so that they are able to derive this kind of behavior control(Hill 2013). The globalization markets refers to the merger of separate and distinct national markets into a large global market place and people from different nations are able to work together in the globalized markets. Falling barriers have made it easy to sell internationally but an element of cultural difference also emerges in this system.

The culture differences are extremely important to identify for the organizations because they are not easy to measure or observe. If culture differences are not recognized, then it can lead to numerous embarrassing errors, weak association and decrease in business performance and this is the reason that many cultural dimensions have been identified and explained in works of Hofstede, Hampad-Turner, Trompenaars etc. These different dimensions of culture combine together in integrated configurations of culture linked with other subsystems. There are few dimensions of culture that can be treated as primary whereas, some can be treated as secondary dimension depending on the semantic analysis of a particular dimension (Bauman 2007). This research report will analyze different cross-cultural dimensions based on Hofstede study in which behavior and personality of Brazil and United Kingdom citizens will be determined.

Brazil vs. United Kingdom

Hofstede's Cross-Cultural Dimensions

The culture has been defined by Hofstede as a collective mind programming in which members of a particular group or category of people are differentiated from the others. According to Hofstede, examining and evaluating culture is an effort for collecting general trends from a large group of people on a level that is incredibly general. This is the reason that findings of Hofstede cannot be related with an individual level and they are applied on the group of people belonging to any specific region as a whole. Hofstede developed a model based on the elaborated research in which different scores are given on the values and they are called cultural dimensions (Rosenhauer 2009). Four basic dimensions according to Hofstede are Power Distance Index (PDI), Individualism (IDV), Masculinity (MAS), and Uncertainty Avoidance Index (UAI).

The PDI is considered that dimension of culture where less strong organizational members believes and admit reality that the power is not distributed equally in the organization. The IDV is degree of cultural dimension where individuals are incorporated into different groups. The MAS is allocation of values and roles between genders in which women living in feminine countries are considered to have similar caring and modest values as men posses. In masculine countries, women are competitive and assertive to some extent however, not as much powerful comparing with men and this is the reason that these countries exhibit gap between values of men and ...