Geer Hofstede’s Cultural Dimension Theory is currently used to discern cultural language in the company or business setting. Hofstede's 6 cultural dimensions are: power distance index (high versus low), individualism versus collectivism, masculinity versus femininity, uncertainty avoidance index (high versus low), long versus short-term orientation and indulgence versus restraint (Mindtools, 2018).
This 6-dimension theory is useful in a public organization because there are subcultures or subsets within the entire scope of what public administration is and who is in the organization in question.
...regarding administrative culture, understood here in its broadest sense as the modal pattern of values, beliefs, attitudes, and predispositions that characterize and identify any given administrative system (Dwivedi, 2013).All of these subsets in public administration make the 6 dimension cultural theory by Hofsted useful in this space.
Hofstede's theory is useful in managing an effective public sector team or department by utilizing all 6 dimensions as posited in his theory. If I had to narrow this down to the two of the 6 dimensions that are most prevalent and observable in municipal government agencies I have observed, they would be…(drum roll, please)…power distance index (PDI) and individualism vs. collectivism.
These two dimensions were part of the original 4 dimensions that Hofstede theorized. Power Distance Index refers to the degree of inequality that exists – and is accepted – between people with and without power (Mindtools, 2018). PDI is scored out of 100 where 100 is highly polarized or indicates a high PDI and is characterized by centralized organizations, more complex hierarchies and large gaps in compensation, authority and respect (Mindtools, 2018). Hofstede suggests that within this high PDI you may need to look for answers only from heads of departments or leadership and promotes no deviations from the accepted hierarchical chains of command established in the public organization to effectively work within this structure.
Regarding Individualism and collectivism, this dimension of the theory refers to the strength of the ties that people have to others within their community whereby a high IDV score indicates weak interpersonal relationships (Mindtools, 2018). This could be the relationship of a government employee with the community it serves. Functioning effectively within this dimension with a high IDV you must understand the need for privacy and try to avoid social with professional life (Mindtools, 2018).
While prevalent, these 2 pillars of the Cultural Dimensions Theory can be adjusted to meet the needs of the organization and residents or customers it serves, having staff in a public organization that is organized and is a place where hierarchies can be flexible and a place where staff and customers are relatable, speak the same language and see each other as equals with common interests, the better the communication amongst all parties will be. Having and feeling supported goes a long way within and around a public organization. As with most things in life, Hofstede’s Cultural Dimension Theory teaches us the value of balance and the effects of extreme polarization amongst individuals, municipal government agencies are no exception.
References:
B2B Administrator, 2017. Hofstede’s Cultural Dimensions. Retrieved from: https://www.business-to-you.com/hofstedes-cultural-dimensions/
Dwivedi, O. P. (n.d.) Chapter 1: Administrative culture and values: Approaches. Retrieved fromhttp://desitterpublications.com/books/images/admin_intro.pdf
Holt, Troy. “Creating a Great Organizational Culture in the Public Sector.”PA TIMES Online, 14 June 2013, https://patimes.org/creating-great-organizational-culture-public-sector/.
Mindtools, Midgie, et al. “Hofstede's Cultural Dimensions: – Understanding Different Countries.”From MindTools.com, 2018, https://www.mindtools.com/pages/article/newLDR_66.htm.
