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美国研究生申请:Hofstede文化模型的应用

Hofstede文化模型的六个指标分别是权力距离指数、个人主义、不确定性规避、阳刚之气与阴柔之气、长期取向、放纵与克制。权力距离指数是指上级与下级保持的距离。一般来说,在印度和中国,权力距离更高。

美国研究生申请:Hofstede文化模型的应用

个人主义是人们喜欢个人成长而不是团队成长的分数。在这个体系中,中国的个人主义得分高于集体主义得分。不确定性规避是指人们为确保自己在长期方向上持续所做的努力。男子气概得分是在文化中发现的野心程度。有一个放纵得分用来表示人们的放纵程度。研究发现,中国人更倾向于男性化的文化,他们更倾向于避免不确定性。在印度,权力距离得分较高,与中国文化相比,不确定性规避得分较高。这些分数对不同的人力资源管理功能有影响。

美国研究生申请:Hofstede文化模型的应用

The six indices of Hofstede culture model are the power distance index, individualism, uncertainty avoidance, masculinity vs femininity index, long-term orientation, indulgence vs restraint . The power distance index is defined the distance that the superiors maintain with the subordinates. In general, the power distance is higher in the cases of India and China.

美国研究生申请:Hofstede文化模型的应用

The individualism is the score where the people like personnel growth rather than growth of the team. In this system, China has a higher individualism score when compared with the collectivism score . The uncertainty avoidance is the efforts taken by the people to make sure that they are sustaining in the long-term orientation. Masculinity score is the level of ambition that is found in the cultures. There is indulgence score that is used to indicate the level of indulgence that the people undertake. Chinese people are found to be more of a masculine culture and prefer to have lower uncertainty avoidance. In India, there is high power distance score and the uncertainty avoidance score is higher when compared to the Chinese culture. These scores have an impact on the different HRM functions.