The function of organizational culture: The way in which the members of an organization relate to: Each other Their work The outside world in comparison to other organizations.

The Hofstede Model consists of 8 dimensions D1: Means versus goal oriented We identify with the “how” versus we identify with the “what” (Health risks versus effectiveness) D2: Internally versus externally driven We know what is best for the client or we don’t need to care about them versus we do whatever the client wants D3: Loose versus tight work control (Innovation and/or unpredictability versus efficiency/planning) D4: Local versus professional We identify with our direct boss and/or with our work group versus we identify with our profession and/or with the content of our work (Work life is a dangerous affair versus we love to find out what is happening in the rest of the world)

D6: Employee versus work oriented D5: Open versus closed systems Newcomers are welcome versus they first have to proof themselves D6: Employee versus work oriented Management takes co-responsibility for the welfare of their people versus management believes that if they don’t put their people under pressure nothing will happen Please note: - The definitions define the extreme positions - The combinations of dimensions will define well known topics, e.g. D1 and D2 together define process versus result orientation And D1 and D5 together define open versus closed communication.

D6 Management philosophy Employee oriented The employer takes co- responsibility for our welfare Our personal problems are taken into account It is not easy to be fired Work oriented Our welfare is our own business We are put under pressure to finish our tasks Individuals take most important decisions 0 50 100

Change Changing people’s ways in organisation on purpose can be realised in two ways: • Directly by tell and sell • Indirectly by changing people’s work environment to such a degree that they would be stupid not to adjust their behaviour Readiness for change is also dependent on culture, it is connected to feelings of trust and security. In our case the perceived insecurity can make the change more difficult.

The link between national and organizational culture The Hofstede Model Symbols While national culture has very slow dynamics (small changes between generationsl), the organizational culture can be intentionally changed in 1-4 years. Heroes Rituals Values Practices National Culture 6-Dimensional Model

How the culture change using the Hofstede model works Culture scan (getting the data on current culture) Discussion with the management, which culture should be optimal for the organization. Comparison of actual and optimal scores Identification of priorities for change Planning the change Actions to change the culture

On-line application to explain the dimensions https://www.hofstede-insights.com/models/organisational-culture/