International and Intercultural Communication

QUESTION

International and Intercultural Communication
After reviewing section 2.4 of the text titled International and Intercultural Interpersonal Communication, visit The Hofstede Centre (Links to an external site.) (https://www.hofstede-insights.com/product/compare-countries/) and continue to explore national cultural dimensions. Here you will choose two countries to compare and contrast in terms of cultural dimensions.

Develop a two-page, APA-formatted paper that addresses the following:

Describe how the two countries are similar in terms of Hofstede’s six cultural dimensions.
Describe how the two countries are different in terms of Hofstede’s six cultural dimensions.
Given a scenario where two organizations, one located in each country, are to do business with each other, provide recommendations that would be beneficial in helping management address communications in terms of the different cultural perspectives. Your paper must be two pages (not including title and reference pages) and must be formatted according to APA style as outlined in the approved APA style guide. You must cite at least two scholarly sources in addition to the textbook.

ANSWER

International and Intercultural Communication

Introduction

In this paper, national cultural dimensions are discussed through the application of Hofstede’s six cultural attributes model. For comparison purposes, the United States and Mexico are used to show the similarities and differences in the cultural dimensions in different countries, and how they influence business or organizational operations. Recommendations are provided for organizations wishing to operate in these countries.

Hofstede’s Cultural Attributes – the United States vs Mexico

The cultural attributes model by Geert Hofstede proposes that the cultural attributes of a community can be looked at or analyzed in terms of six main categories. The figure below shows the six categories by which the cultural attributes of a community or nation can be analyzed: individualism vs. collectivism, power distance, masculinity vs. femininity, uncertainty avoidance, long-term orientation vs. short term orientation, and indulgence vs. restraint (Hofstede, 2011).

Figure 1: Hofstede Cultural Dimensions.

1. Power Distance

Citizens in the United States oppose hierarchical structures within organizations and institutions, advocating for equitable distribution of power. The society has a high rate of inequality in terms of income, the population prefers decentralized power, and people follow individual culture (Minkov, 2012). The Mexican culture is different, as society is not against the hierarchical system of management and power-sharing. Centralization of power is common and popular, and the employees obediently follow the guidelines of their superiors.

2. Individualism versus Collectivism

The United States population is individualistic in nature. The Mexican population is a collectivist culture. People in the United States look after their own interests and the interests of their families. Employees and managers communication directly in a participative, informal manner (Neelankavil & Rai, 2009). In Mexico, people have good relationships with their neighbors and colleagues at work. Employees and employers relate well, and organizations operate as big families. Communication is formal and employees accept responsibility for their colleagues.

3. Masculinity versus Femininity

Both the Mexican and United States societies are masculine in nature. The dominant societal values show that society places men above women. Both societies value success achievement and competition. Businesses and employees compete to achieve success, and the best person wins.

4. Uncertainty Avoidance

Both Americans and Mexicans have a high rate of uncertainty avoidance. They work hard to achieve success, they are punctual, they focus on precision, and believe that time is money. They consider their security when taking a job or when participating in an activity at work. People want the freedom of expression and do not agree with oppressive rules and regulations (Minkov, 2012).

5. Long-Term Orientation versus Short-Term Orientation

In both the United States and Mexico, people are long-term oriented. The employees mostly focus on the long-term – achieving goals, earning a living, building their families, and building their careers. People have a futuristic and dynamic approach to things.

6. Indulgence versus Restraint

In both countries, people are less willing to spend money to enjoy life and participate in fun activities. They devote maximum time to earning a living and building wealth. People are in pursuit of their dreams and aspirations.

Conclusion and Recommendations

In the countries discussed, a number of cultural attributes differ. These attributes have implications for organizations and employers working in these societies (Hofstede, 2010). The management of an organization should consider the cultural attributes of each country before starting operations. This way, the management can determine the most effective methods to communicate with employees and the most effective organizational structure for each nation. In the United States, for instance, the management should adopt a direct, participative, and informal method of communication, while in Mexico, the management should adopt a formal and indirect method of organizational communication.

References

Hofstede, G. (2010). Geert Hofstede. National cultural dimensions.

Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online readings in psychology and culture, 2(1), 8.

Minkov, M. (2012). Cross-Cultural Analysis: The Science and Art of Comparing the World’s Modern Societies and Their Cultures. USA: SAGE Publications.

Neelankavil, J.P. & Rai, A. (2009). Basics of International Business. USA: M.E. Sharpe.