Cultural diversity in the workplace and society in general.
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What are the dimensions of cultural diversity? Identify and briefly explain the dimensions.
According to Hofstede there are five dimensions of cultural diversity. Power/Distance is the first measure of cultural diversity. It describes the quantity of inequality that exists between the powerful and powerless in society. This gap is typically accepted by the society. Cultures with a high PD ratio accept a large discrepancy between those with and those without power. Those with a low PD ratio would be more likely to share power and view leaders as almost equals. The second dimension of culture is Individualism (IDV). Cultures with a high IDV have loose associations with other people and tend to value their own individualism and self-sufficiency. Cultures with a low IDV tend to be group oriented and repress selfish desires for the good of society in general. Masculinity (MAS) is the third cultural dimension and refers to how rigidly a culture sticks to the traditional male/female roles. High MAS cultures view men as strong leaders who are tough and assertive. Men and women would not generally work together in the same job. In low MAS cultures the roles are blurred with men and women typically working in the same profession and often on the same team.
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This solution focuses on cultural diversity in society and in the work place. The dimensions of cultural diversity, different ethnic groups, inclusion and diversity training are all discussed. Over 1,300 words of original text along with links to informative websites for further research.
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What are the dimensions of cultural diversity? Identify and briefly explain the dimensions.
According to Hofstede there are five dimensions of cultural diversity. Power/Distance is the first measure of cultural diversity. It describes the quantity of inequality that exists between the powerful and powerless in society. This gap is typically accepted by the society. Cultures with a high PD ratio accept a large discrepancy between those with and those without power. Those with a low PD ratio would be more likely to share power and view leaders as almost equals. The second dimension of culture is Individualism (IDV). Cultures with a high IDV have loose associations with other people and tend to value their own individualism and self-sufficiency. Cultures with a low IDV tend to be group oriented and repress selfish desires for the good of society in general. Masculinity (MAS) is the third cultural dimension and refers to how rigidly a culture sticks to the traditional male/female roles. High MAS cultures view men as strong leaders who are tough and assertive. Men and women would not generally work together in the same job. In low MAS cultures the roles are blurred with men and women typically working in the same profession and often on the same team. The fourth dimension is the Uncertainty/Avoidance Index (UAI) and refers to how comfortable members of that culture are with uncertain or ambiguous situations. Do members of the culture favor a strict routine or do they prefer loose guidelines? High UAI cultures try to avoid ambiguity and develop laws and rules to structure many aspects of society. In contrast, low UAI cultures seem to embrace freedom from strict guidelines and are comfortable with a more relaxed view of time commitments. The final cultural dimension is Long Term Orientation (LTO) and refers to how firmly the culture holds on to long term traditions as opposed to short term (recent) traditions. Asian cultures typically rate very high on the long term orientation index indicating that ...
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