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International Journal of Business Administration

Vol. 4, No. 2; 2013

The Cultural Approach to the Management of the International Human
Resource: An Analysis of Hofstede’s Cultural Dimensions
Kwasi Dartey-Baah, PhD
Department of Organisation & Human Resource Management, University of Ghana Business School
P.O. Box LG 78 Legon, Accra, Ghana, West Africa
Tel: [phone]
Received: December 14, 2012 doi:10.5430/ijba.v4n2p39 E-mail: [e-mail]

Accepted: February 27, 2013

Online Published: March 14, 2013

URL: http://dx.doi.org/10.5430/ijba.v4n2p39

Abstract
The subject of culture has gained much prominence and attention in the management of international human resource.
This paper examines the issues of culture, both national and organisational, reviews and discusses relevant literature and draws conclusions based on the issues at hand. The discussion of this paper is based on Hofstede’s cultural dimensions. The findings of this paper revealed that elements contained in national cultures can transcend into organizational concerns. Moreover, not only are national cultures the main determinants of the success or failure of multinational businesses, but also organisational cultures. The paper advances that in dealing with matters of culture in the international domain, the point in question is how these cultural issues are managed and not the mere existence of the same that determines the success or failures of organisations.
Keywords: Hofstede, National culture, Organisational culture, Multi-national companies
1. Introduction
Culture affects and governs all facets of life by influencing values, attitudes and behaviours of a society. The culture of an organisation relates to the unique modes of carrying out their activities. Furthermore, the nature of organisational culture is largely influenced by the cultural orientations of the individuals forming it. Viewed as the socially transmitted

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