1. 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.

2. 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)

3. 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.

4. 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

5. 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.

6. 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

7. 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

8. On-line application to explain the dimensions