Hofstede's Framework of Personality
Table of Contents
Hofstede's Framework of Personality:-
This
framework explains how cultural premises influence the values, behavior,
actions, perception and personality of people. According to this framework,
cultural dimensions influencing personality are given below:-
1.Long Term and Short Term Orientation:-
It shows the time length within which people wants to fulfill psychological, physical and social needs. It means people think for how long or for what duration of time.
(a).Long Term Orientation:-
People growing in long term focused organization, societies and countries focus more for future. They worry about future so that they follow practical values. They follow saving habit, modern education and developing capacity for adaptation. Long run focused organizations stress more on increasing market share, technological and human development. China, Japan and South Korea have more long run focus.
(b).Short Term Orientation:-
People growing in short term focused organization, societies and countries focus more on past and present only not future. They focus more on fulfilling current needs. They seek fast results. They believe in imitating others. They focus on what other says. They spend more money due to social and surroundings pressure. They enjoy followings culture and fulfilling social responsibility. They value more to social and family discipline. Organization having short run focus stresses more on earning profit. Australia, United States, some Latin American, African, and Muslim countries are examples of short term orientation.
2. Individualist and Collectivism:-
The
amount of involvement of individuals into groups is called individualist and
collectivism.
(a).Individualist:-
People
growing in individualist organization, society and country focuses on personal and
family interests. They focus more on
individual achievement, goal, interest, rights, and family benefits. They want
to enjoy autonomy everywhere. These type people select their interest groups
and take part in many different groups which help them to fulfill personal
interests. Communication is direct in individualist society. US, Western Europe
and Australia are example of individualist society.
(b).Collectivism:-
People growing in collectivist organizations, societies and country give more priority to cooperation, collaboration, relationships and loyalty. These people more focus on group achievement, goal, interest and rights. They feel pride of being member of particular group and working under collective monitoring. They just involved in limited groups. Communication is more indirect. Portugal, Mexico and Turkey are examples of collectivism. Organizational relationships, recruitment, selection and promotion depend upon group decision there.
3.Power Distance:-
The amount of acceptance for unequal distribution of power by weak people anywhere is known as power distance. Unequal distribution of power can be found everywhere like workplace, society and country. Some societies, workplaces and countries are comparatively are maintaining more equality than others.
Power distance of surroundings influences behavior, actions, attitudes and personality of individual in workplace and society. Perception of power distance is being observed in lower level.
(a).High Power Distance:-
People growing in organization, society and country with high power distance easily accept hierarchies. They properly follow order of state, parents and bosses without any arguments. They accept naturally unequal distribution of power and wealth as a culture. Malaysia, Philippines, Mexico, and China are examples of counties practicing more power distance. These countries have clear power distribution. People enjoy following boundary of power there.
(b).Low Power Distance:-
People growing in organization, society and country with low power distance have no tolerance towards hierarchies. They demand equal distribution of power. They seek naturally equal distribution of power and wealth as their right. They prefer advisory role of other than else. They enjoy practicing autonomy and democracy. Power is mostly decentralized in this type of organization. These organizations have less managers and supervisors. Highly qualified people are working at lower level in this type of organization. Austria, Israel, Denmark, and New Zealand are examples of countries practicing low power distance.
4.
Masculinity and Femininity:-
Amount of
value given to genders for specific issues is known as masculinity and
femininity.
(a). Masculinity:-
People
growing in masculine organizations, societies and country support male focused
norms and values. These people more focus on gaining power, following ambition,
earning wealth, involving in competition and assertiveness. These people
believe that women must be kept as housewife and women should take care home
and child. They should not be given more challenging job, autonomy and leadership.
United States, Mexico, China, and Japan are examples of masculine culture. No
more women can be seen in challenging jobs there in comparison of feminine
nations.
(b). Femininity:-
People growing in feminine organization, societies and countries support female norms and values. Femininity provides more emphasis to friendship, cooperation, collaboration, relationships, caring, issues of weak people and quality of life. This concept advocates that there must be provision of equality and equity for women. Women are given autonomy. They are allowed to do challenging jobs and taking leadership. Sweden, Norway, the Netherlands, and Costa Rica are examples of feminine culture. Women from these nations enjoy leading the organizations.
5.Uncertainty Avoidance:-
Tolerating
capacity of societies for uncertainty and ambiguity is related to uncertainty
avoidance. It is related to how much societies prepare themselves for reducing
uncertainties. Uncertainty avoidance creates belief and mechanisms to reduce
unknown risks.
(a).High Uncertainty Avoidance:-
People
growing in organization, societies and countries with high uncertainty avoidance
predict and prepare for uncertainties. They analyze past suffered uncertainties
too. These people are highly sensitive and sentimental. They keep efforts to
minimize unknown and unusual conditions. They make plan and precautions
strategy against uncertainties. They abide proper laws, rules and regulations
against uncertainties too. South Korea, Japan, Mexico, Portugal, Greece,
Belgium, Italy and Germany are example of countries with high uncertainty
avoidance.
(b).Low Uncertainty Avoidance:-
People
growing in organization, societies and countries with low uncertainty avoidance
accept uncertainties. These people are more tolerant towards change. They
easily adjust with changing surroundings. They enjoy unstructured conditions.
They try to maintain less rules and regulations. Singapore, China, India, England, United
States are examples of low uncertainty avoidance.
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6.Indulgence vs. restraint:-
Indulgence
and restraint is amount of autonomy given by society to its member to gratify
their human needs.
(a).Indulgent:-
The
people growing in indulgent organization, society and country get opportunity
to fulfill their all basic and additional human desires. They can get opportunity
to enjoy their life and having fun. They have more freedom.
African
countries, Chile, US, Argentina, Canada and Australia are examples of countries
with high indulgence.
(b).Restraint:-
The
people growing in restraint organization, society and country are controlled to
fulfill their human needs. They don't get proper opportunities to fulfill basic
and additional human desires properly. These societies have strict norms and
values. Strict controlling system guides
them.
Frequently Asked Questions
1.Explain
How Does Hofstede's Framework Influence Personality?
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Conclusions
Cultural premises influence the values, behavior,
actions, perception and personality of people. So, managers should understand
cultural patterns of employees. So, they can predict personality type of
employees. They can mobilize properly employees for organizational interests.
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