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      Home Columns Strategy Acuitatis

      The Hofstede Factor in strategy, to organisational culture and all his cousins.

      Gomolemo Manake by Gomolemo Manake
      February 14, 2023
      in Strategy Acuitatis
      Reading Time: 3 mins read
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      The Hofstede Factor in strategy, to organisational culture and all his cousins.
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      The famous phrase by a legendary management consultant Peter Drucker, “Culture eats strategy for breakfast,” remains a common denominator in modern-day strategy execution and implementation.

      The gravity of  organisational culture is often taken for granted, perennially left to go  unchecked and diluted into a  soft  enigma   that has no  effect. Organisational culture has been the death knell of  some brands we used to know .

      On the flip side, some have risen to prominence due to their  culture. Culture in any organisation sets the tone on how both the internal and external environments  are manoeuvred. In his earliest works, Gerard Hendrik Hofstede , a Dutch social psychologist, IBM employee, and Professor Emeritus of Organisational Anthropology and International Management at Maastricht University,  defined  culture “ as a collective programming of the mind that distinguishes  members of one group or category of people from others”. Hofstede  developed a  framework (Cultural dimensions)  to understand the differences in culture across countries. His  theory   describes the relationship between culture, society and individuals through dimensions of power distance, uncertainty avoidance, individualism-collectivism, masculinity-femininity,  short vs. long-term orientation and restraint vs. indulgence.

      I shall not delve much into the dimensions as I have  previously written on  this.   The general rule in business is that strategic intentions of any given organisation should be a continual search of competitive and comparative advantage. Succinctly put, the basic task of strategic management is to build and maintain competitive advantages of an enterprise.  The cultural DNA of an organisation must be the main  catalyst in enabling this.

      Looking back into time, David Ricardo  in his book published in  1817, “The Principles of Political Economy and Taxation,” coined the term “comparative advantage” and defined it as the    economy’s ability to produce a particular good or service at a lower cost than its trading partners. Factors such as natural endowments, availability and use of technology, knowledge and human capital, as well as specialisation, are some of the sources of comparative advantage.  Michael Porter’s   theory  of competitive advantage is also very key to this discussion.  He defines it as what sets a company apart from its competitors seen through the eyes of its consumers.  Porter argues  that competitive advantage can be achieved through  cost leadership, differentiation  and Focus strategies.

      My standpoint is that to a certain degree, both competitive and comparative advantages are products of a prevailing culture. Let’s take natural endowments out of the equation, then everything  else is an  output   influenced by stakeholders in an organisation. The actions and decisions of the  stakeholders are determined by the prevailing culture. In  uncertainty avoidance where   the extent to which a society, organisation or group relies on social norms, rules, and procedures to alleviate the unpredictability of future events,  if the culture does not encourage  a “fail safe” atmosphere  , no one would dare take risks.

      If individualism is more prevalent than  collectivism,  “rock stars” are likely to be the thing in that given  organisation.  It can be  okay to have rock stars   but they need to be kept in check without limiting their creativity.  The rather reserved  ones should not be upset either.  However, two minds are always greater than one, hence  collectivism always wins but   as long as everyone is clear on the goal to be achieved.

      It is rather a relative  affair in classifying culture as  poor, bad , or great. Those within an organisation would normally deem their culture  more preferable  and superior  to the next one, even more so when the actors have never had any experience in any other organisation, while a  pair of eyes from outside may have a different view altogether. However, great organisations will balkanise cultural elements  that  prohibit maximisation of profit ,  business growth , positive customer experience and high employee engagement indexes. These cultures are nothing but anathema.   It  is only businesses that are fast movers that gain competitive and comparative advantages. Followers may salvage something but late adopters will get nothing.

      The current  status quo requires proactiveness, open-mindedness, being switched  to the value chain needs and preferences, innovativeness and taking calculated risks. A more enabling, engaging energising culture would guarantee better success.


      Lets interact on;

      e-mail: gomolemo.manake@icloud.com

      LinkedIn: Gomolemo Kololo Manake

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