BUSI 604
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HOFSTEDE ANALYSIS COMPARISON BETWEEN THE USA AND “…” ASSIGNMENT
INSTRUCTIONS
OVERVIEW
The purpose of this research project is for you to write a professional, graduate-level research
paper in current APA format. Competency in current APA format is required of all Business
graduates of Liberty University, as set forth by policy of both the graduate faculty and the
administration.
INSTRUCTIONS
You will conduct a Hofstede Analysis of the nation you selected for the Business Cultural
Dimensions Analysis Assignment and compare that with a Hofstede Analysis of the USA.
After reading your paper, the reader should be able to comprehensively answer the following
research questions. Thus, the research questions form the major aspects (APA Level 1 headings)
of your outline.
1. From the perspective of a Hofstede Analysis, what are the differences and similarities
between <the selected nation> and the USA?
2. What are the implications for USA businesses that wish to conduct business in <the
selected nation>?
Important Points to Consider
Length of assignment: 10 pages minimum
o 10 pages is approximately 2,500 words of content, that does not include the Title
Page, Table of Contents, Abstract, or References. Absolutely no tables or figures
or columns must be included as they will not count toward the 10 full pages [2500
words] minimum – only written content will earn credit.
Format of assignment: APA Format
Number of citations: 10 citations
Acceptable sources include references from reputable professional and/or scholarly
journals and/or informational venues that deal with the content of the course (i.e., not
blogs, Wikipedia, newspapers, etc.).
Use the following as the exact title of your paper:
o “Hofstede Analysis Comparison between the USA and <insert nation name>”
The paper must consist of only 2 sections, as indicated above. Do not add sections or
revise the research questions.
Three levels of current APA headings must be used throughout the paper, as this is a
graduate-level research paper.
The paper must be submitted as a Microsoft Word Document.
Note: Your assignment will be checked for originality via the Turnitin plagiarism tool.
Some students do not fully understand the difference between plagiarism and paraphrasing.
Paraphrasing is when you take a source or someone else’s idea and say it in your own words.
When you paraphrase, you must still give the author’s name, date, the title of the source, the
scholarly journal from where it came, and the exact website address or book from where it came.
However, when you directly quote a source, it must have quotation marks around the quote, or
BUSI 604
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(if 40 words or more) it must be set in block-quotation format. Give detailed information of
where you acquired the quote.
For the purpose of this paper, adhere to the following rules when quoting or using a source:
Do not directly quote more than 120 words from any 1 source.
If the source is 2,000 words or less, do not directly quote more than 50 words from it.
Do not use the same source more than a total of 3 times within the whole document for
quoting or paraphrasing.
Quotes must contain the section (if provided) and paragraph or page numbers of the quote
and this information must be placed in the reference.
In all instances, use current APA guidelines for citations and references.
BUSI 604
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HOFSTEDE ANALYSIS COMPARISON BETWEEN THE USA AND “…” EXAMPLE
Title: Hofstede Analysis Comparison between the USA and <Insert Nation Selected>
Outline Example
Introduction
Seriously relevant graduate school research requires a question for which no ready answer is
available. The research is conducted, to answer specific questions regarding a topic, problem, or
issue for which the answers are not yet known. Let us focus on the concept of a topic. What do
you want to know about a topic? Asking a topic as a question (or series of related questions) has
several advantages:
Questions require answers. A topic is hard to cover completely because it typically
encompasses too many related issues; but a question has an answer, even if it is
ambiguous or controversial.
Questions give you a way of evaluating the evidence. A clearly stated question helps
you decide which information will be useful. A broad topic may tempt you to stash away
information that may be helpful, but you are not sure how. A question also makes it easier
to know when you have enough information to stop your research and draft an answer.
A clear open-ended question calls for real research and thinking. Asking a question
with no direct answer makes research and writing more meaningful to both you and your
audience. Assuming that your research may solve significant problems or expand the
knowledge base of a discipline involves you in more meaningful activity of community
and scholarship.
In this course, the required research questions are open-ended and require a variety of
accumulated data to develop answers. Your topic is a Business Cultural Dimensions Analysis of
the nation you selected. You have been provided two specific research questions to guide you in
the study of this topic which, if done well, will demonstrate you have attained an advanced
measure of expertise in the topic. The research questions provide the framework of your
analysis.
1.
From the perspective of a Hofstede Analysis, what are the differences and
similarities between <insert nation> and the USA?
2.
What are the implications for USA businesses that wish to conduct business in
<insert nation>?
The example begins on the following page.
Be sure to use the exact wordings in this outline
for your APA level-headings.
BUSI 604
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EXAMPLE OUTLINE
1.
Research Question 1: From the perspective of a Hofstede Analysis, what are the
differences and similarities between <insert nation> and the USA?
o
Hofstede Analysis of <insert nation>
o
Hofstede Analysis of the USA
o
Similarities
o
Differences
2.
Research Question 2:
What are the implications for USA businesses that wish to
conduct business in <insert nation>?
o
Conclusions regarding the similarities and differences
o
How could USA managers use the above information to create and sustain
competitive advantages when doing business with <insert nation>
o
How might a Christian manager/leader prepare to address the differences and
similarities while working in that nation?
1
Hofstede Analysis Comparison between the USA and Japan
Name
Instructor
Institutional Affiliation
Course
Date
2
Table of Contents
Abstract ................................................................................................................................................. 3
Research Question 1: Hofstede Analysis, differences and similarities between Japan and the
USA ....................................................................................................................................................... 4
Research Question 2: Implications for USA businesses that wish to conduct business in Japan.... 9
Conclusion........................................................................................................................................... 13
Reference ............................................................................................................................................. 14
3
Abstract
This study was conducted to establish the Hofstede analysis and the differences and
similarities between the United States of America and Japan. In addition, this research sought to
identify the implications for USA businesses that wished to conduct business in Japan. From the
above study, it was evident that there existed significant differences between the USA and Japan
regarding the Hofstede analysis and dimensions. First, this research evaluated Hofstede
differences between the USA and Japan by basing them on masculinity and femininity. It is
essential to note that Japan is one of the most masculine nations on the globe today. It was found
out that cultural norms lead to increased masculinity at the workplace in Japan. Women are not
able to get access to better jobs and pay. On the other hand, it was found out that the U.S. has
made tremendous strides in enhancing gender equity.
Secondly, this study found out that Japanese culture is based on collectivism compared
to individualism experienced in the U.S. Also, it was noted that similarities in terms of power
distance existed between the two countries. On top of this, individualism has increased in both
countries. This research also noted the implications of a U.S. company wishing to venture into a
Japanese market. From this, it was evident that U.S. companies need to first understand Japan's
socio-cultural and economic aspects before penetrating the market. Women are still negatively
impacted by Japanese cultures, and they still have a long way to go in their quest to achieving
gender equity at the workplace. This study concluded by noting the need for more research
regarding the Hofstede dimensions with emphasis on different cultures of different nations across
the globe.
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Section 1
Research Question 1: Hofstede Analysis, differences and similarities between Japan and
the USA
Differences between Japan and the United States of America
It is important to note that there are differences and similarities of Hofstede analysis
between the United States of America and Japan. This is indicated and actualized through the use
of Hofstede six dimensions of culture. This research paper first established the differences that
exist between both countries using Hofstede six dimensions of culture. First, based on
individualism and collectivism. Historically, Japan has been famous for being a country with the
ability to provide sufficient employment opportunities to its citizens. On the flip side, in this
quest to providing full employment to its citizens, Japan has been able to experience strained
relationships between employers and employees over the years. Looking from a historical point
of view, it can be concluded that Japan has been a collective country rather than an
individualistic one. However, it is experiencing a shift in terms of this cultural dimension.
Japan's old generation embraced the culture of collectivism over individualistic nature. This
shows that for one to be a leader in Japan, they have to strike a balance in appealing to the old
generation who hold a different cultural perspective that is different from that of the new
generation (Beugelsdijk et al., 2017)
Nonetheless, the United States of America has always been an individualistic society.
This has been accelerated by the capitalistic economic theme upon individuals of a country who
drive the economy. In short, "everyone is for himself, and God is for us all. To cement the
individualistic nature of the United States of America, it is vital to note that since gaining
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independence on 4th July 1776, the founding fathers and other political leaders came up with
policies, laws and regulations that provided the optimum environment for capitalism to run deep
into every socio-economic aspect of the country. In the United States of America, individual
entrepreneurial success is fulfilling. The U.S. has also experienced a shift in terms of its
individualistic nature. Today, most countries embrace cooperating and joining hands together
while undertaking social and community work. For instance, in terms of security and welfare,
people are today coming up together. However, the majority of the U.S. population still believe
in being self-made rather than depending on collectivism (Burton et al., 2019).
Secondly, this research examined Hofstede differences between the USA and Japan by
basing them on masculinity and femininity. It is essential to note that Japan is one of the most
masculine nations on the globe today. This means that Japan's community and society are driven
by prosperity, competition, and here, the best individual in a specific field of specialization is
nurtured right from school up to the organization they are going to work with. To justify the
reason for high masculinity in Japan, this research sought to examine the chief fundamental
reasons of what motivates individuals to embrace masculinity in Japan. First, Japan as a nation
and culture has been able to integrate mild collectivism whereby people are not assertive or so
competitive (Dissanayake et al., 2015).
Here, groups intensely compete with each other. For instance, in the Japanese corporate
world, employees are always motivated and trying to win as a team rather than individuals
claiming all rewards and achievements that come from doing great work. Consequently, this has
made it hard for the female gender to climb up the ladder of success associated with the
corporate world in Japan. On the other hand, the United States of America has incorporated both
masculinity and the individualistic nature. In the 20th century, the USA was able to experience a
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tremendous shift in terms of masculinity whereby both men and women have access to equal
opportunities. Femininity has increased in the United States of America, thus lowering
masculinity levels, which has had a trickle effect on other countries.
Thirdly, another Hofstede dimension that provides differences between the United States
of America and Japan is uncertainty avoidance. This research examined how both Japan and U.S.
societies and communities have tried to deal with the fact that the future would be so
unpredictable and that no country would be aware of what would happen in the future. With this
ambiguity in terms of rightly forecasting and predicting the future, these two countries have been
able to experience anxiety within their own socio-economic, political and cultural systems.
Consequently, this has led to the two countries creating institutions that would correctly examine
how the future would look.
First, this study established that Japan had a higher score in uncertainty avoidance
compared to the United States of America. To justify this, it is essential to note that since time
immemorial, Japan always has and continues to be susceptible to natural disasters, for example,
floods, earthquakes, tsunamis, volcanic eruptions and many more. As a result, Japan has been
able to develop mechanisms of preparing itself in advance so that when such eventualities strike,
it can respond adequately and save lives and effectively maintain and sustain its economy.
Suffice to note that this kind of advance avoidance preparation has been incorporated into other
crucial aspects of Japanese society and not only on natural calamities. This has made things be
done without precedence. For example, employees and even managers prioritize accuracy in the
corporate world by utilizing detailed facts and figures before making any substantial business or
corporate decision (De Bellis et al., 2015).
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However, the USA has a low uncertainty avoidance score when compared to Japan. In
short, it is "uncertainty accepting." This paints a picture of a society and culture that accepts new
ways of doing things and intense innovations. To justify this, this research established various
factors that have led to the USA having such a low uncertainty avoidance score compared to
Japan. First is the constitution of the U.S. U.S citizens have never tried to come up with a new
constitution. Instead, it has been amended on numerous occasions since the country gained
independence. Also, rules are crucial, but they are not usually followed by a country's political
class and its citizenry. It is important to note that Americans embrace each other's thoughts,
freedom of expression and even ideas. Consequently, there has been a lot of fear within the U.S.
communities with such low uncertainty avoidance levels, thus enhancing the need to bolster and
beef up security intelligence systems to monitor citizens.
Power distance as a Hofstede dimension in Japan varies significantly to that of the U.S.
Power distance is whereby small members and companies agree and that political power be
shared disproportionally. In Japan, there is a borderline hierarchical setting whereby, for
example, critical decisions, whether political, cultural or business-related, take the most time to
be approved. Consequently, this leads to slow decision making. It is vital to note that no one
individual can make decisions quickly and that there is a standard procedure. Also, this not so
high power distance in Japan has led to the immense and positive transformation of critical
sectors like health and education, where individuals are empowered to achieve great success
irrespective of their own socio-economic and cultural background. On the flip side, people in the
United States of America feel entitled to possess a certain amount of power. Here, employees are
willing to confront their managers and bosses concerning corporate decisions being made. This
research established that the power distance between the U.S. and Japan do not significantly
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vary. In terms of long term orientation, Japanese people are more determined to achieve long-
term goals than short-term. On the other hand, people in the USA are used to achieving both
short-term and long-term goals (Diaz et al., 2016).
Similarities between Japan and the United States of America
In terms of power distance, this study established the ever-growing similarities between
the two countries. To prove this, Japan is near-global mean in power distance. However, recent
research has shown that people in Japan are more often willing and able to question those in
power. This portrays a dramatic shift from the previous way of holding into account those in
power. Through this, Japan has been able to diminish the chances and possibility of bureaucrats
taking overpower tremendously. This display of change in power perception and the willingness
to hold into account leaders in Japan is a true reflection and similarity to that of the United States
of America. In short, the cultural norms of Japan and the U.S. concerning power distance is
becoming more similar.
Today, the similarity in terms of individualism between the United States of America and
Japan has increased tremendously. For example, in Japan, the ever-increasing nature of the
strained working relationship between managers, employees and employers paint a picture of
individualism experiencing inevitable changes. In fact, many white-collar employees in Japan
are being laid off due to overwhelmed management systems. It is vital to note that this is finding
in Japan already exists in the U.S., showing the ever-growing similarities between Japan and the
U.S. concerning individualism.
Femininity in Japan has become more drastic in recent years, which shows that it will
catch up with the United States of America soon. Whereas both countries have become feminine,
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Japan continues to experience increased femininity, closing the gap with the U.S. and even
becoming similar (Minkov et al., 2017)
SECTION 2
Research Question 2:
Implications for USA businesses that wish to conduct business in Japan
First, employment practices that increase job security will be favoured in Japan because
of its uncertainty avoidance norm. This is the first vital implication that a U.S. business should
take into account. For example, lifetime employment is the Japanese employment practice. This
means that an employee hired by a U.S. company doing business in Japan would have to give the
Japanese a lifetime employment contract. An individual's job in Japan usually comes to an end
upon retirement between 55 and 60 years. It is important to note that Japan is a high-risk
business environment because of the potential natural disasters like floods, tsunami, and
earthquakes. This forms the basis for why workers in Japan are given lifetime employment to
safeguard their social and economic well-being and that of the country.
However, it is essential to note that global competition requires flexibility in
employment. A U.S. business wishing to conduct business in Japan will find it hard to make
quick, efficient and effective changes to its staff, thus losing its competitors. It is crucial to note
that most young employees do not want and expect longevity and permanence in one job
opportunity in today's global business environment. The majority of workers given lifetime
employment in Japan often find it hard to adapt to the latest changes. Economy and technology
are two growth determinants of a country that experience inevitable changes. On the flip side, the
benefits that accrue to Japan from using lifetime employment outweigh the costs. Japans
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uncertainty avoidance culture serves to solely boost job security and prioritize the general well-
being of its population. This is one vital implication that a U.S. company should be aware of.
Secondly, Japan's society is less based on individuals and more community-based. This
means that a U.S. company venturing into Japan would most likely experience unwavering group
loyalty from its employees in Japan. Group loyalty is comparatively high in Japan as tasks and
responsibilities are delegated to groups and performance evaluated based on a group. This proves
to be another implication likely to be faced by a U.S. business wishing to operate in Japan.
Japans tradition has always been to reward groups and not individuals (Ybema et al., 2015).
Japans collective approach to undertaking responsibilities among employees would
cement group loyalty, and this has various benefits that would accrue to a U.S. company wishing
to enter into Japans competitive market environment. First, there would be shared experience and
knowledge. The U.S. Company would hire employees in Japan with certain different and
relevant sets of skills. Through the collective approach, pooled work experiences would be
enhanced; hence everyone would learn. It is vital to note that when an employee works as an
individual, they might fail to meet the timelines, deliver shoddy quality work, and contribute to
poor business performance. Collective work experience enables an employee to draw the
expertise of his colleagues and consequently improve on their work performance (Takano &
Osaka, 2018).
Sense of support would be enhanced. The U.S. Company wishing to venture into Japan
would be able to improve support among its employees. When an employee feels secure and
supported, they will have the motivation, effort and drive to successfully undertake business
projects and eventually efficiently thrive in a team environment like the one provided by Japan's
culture and norm of collective responsibility and not individualism that is so prevalent in the
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United States of America. In the long run, the company would experience immeasurable success
and prosperity, thus leading sustainability and economic growth of Japan. However, some
studies have critiqued the essence of the collective approach in international business.
Thirdly, workers from low power-distance countries like Japan would show little respect
to seniors and managers of a U.S. company venturing into the Japanese business environment.
This is because people in Japan believe in institutions rather than individuals. To effectively
handle these critical issues, a U.S. company should come up with mission, vision, and goals that
align with the culture of the Japanese people. Understanding and being sensitive to employee's
cultural diversity would go a long way in helping the U.S. company achieve its objectives. To
justify this, coming up with a concrete business culture that can easily be integrated and accepted
by employees would help attract and retain loyal, highly qualified, and committed employees.
Consequently, this solidifies relationships with customers and other strategic business partners
(Taoka et al., 2018).
In the long run, the U.S. company wishing to venture into Japan would define its internal
identity with that of Japan. People in Japan would be able to embrace the goods and services
being offered, thus leading to the company's success. Sound perception and reputation would be
maintained. Also, the employees by which the majority are of Japanese descent would be
transformed from just mere employees to advocates of the company. This is one of the most
significant arsenals that a company can successfully initiate. Japans culture of collectiveness
rather than individualism is another crucial aspect that would be cemented. This would be an
advantage to the country.
Also, in workplaces in more masculine societies like Japan, there is a maximum
likelihood that rigid gender stereotypes would be displayed. Masculinity has had its benefits and
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costs to Japan as a country and even to individual international businesses. In Japan, men the
upper hand in terms of access to opportunities, job promotions and huge salary perks as
compared to women. This vividly portrays the masculinity and femininity issues that still need to
be addressed in Japan. Consequently, this makes it crucial for a U.S. company to consider this
factor before venturing into the Japanese business environment. It's deeply engraved in Japanese
cultures that men can work more hours and become more resilient in any work environment than
women, which has been a long outstanding issue in the country. However, there is no proven
study showing that hiring many men over women increases the output of an organization and
even success. Women also have the potential to demonstrate their capacity. Various
disadvantages come with enhancing masculinity in a business, especially in Japan. Challenging
gender stereotypes benefits everyone. A U.S. company wishing to invest and start operations in
Japan should be aware and wary of such an implication. Also, gender stereotyping is not a
Japanese problem alone but a global problem.
In Japan, due to enhanced masculinity and suppressed femininity, women occupy
designations, roles and responsibilities with less power and tend to be harshly judged. The U.S.
company wishing to start operations in Japan should seek to maximize identifying and hiring
employees based on competency, skills, attitude and not because of gender. In short, it should
leverage gender equality. Studies have shown that no significant and fundamental difference
would accrue to a business hiring men over women. Effective ways of achieving gender equality
should be initiated and implemented by companies operating in Japan (Cook, 2019).
Also, another implication is that Japan incorporates masculinity with mild collectivism.
The notorious work holism of the Japanese people is deeply ingrained in their norms and
cultures, and this is one primary reason for continued masculinity in the Japanese workplace
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setting. Also, incorporating Japan, the drive for excellence and perfection is another way of
portraying masculinity. In the long run, this makes it hard for women to climb up the
professional ladder and equate themselves with men.
Conclusion
To sum up, it can be noted from this study that Japanese cultural norms and culture has
since time immemorial and continues to dictate and shape the socio-economic, political and
cultural environments of its people and even international businesses venturing into the market.
Also, the differences between the American and Japanese cultures based on Hofstede dimensions
are astounding, whereas the similarities are also notable. Individualism is one thing that
continues to be upheld in the United States of America, whereas collectivism is the workplace
cultural identity of the Japanese people. Also, Japan has a long way to go in terms of achieving
gender equality concerning job opportunities. The profound cultural beliefs that form the basis
and expression for masculinity in Japan cannot be easily washed away. On the other hand, the
United States of America has shown immense strides towards embracing gender equality in the
workplace hence gender diversification. In finality, more studies must be conducted concerning
the Hofstede dimensions with emphasis on different cultures of different nations across the globe
and how they influence the prosperity of the people and success of business worldwide.
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Reference
Beugelsdijk, S., Kostova, T., & Roth, K. (2017). An overview of Hofstede-inspired country-level
culture research in international business since 2006. Journal of International Business
Studies, 48(1), 30-47.
Burton, L., Delvecchio, E., Germani, A., & Mazzeschi, C. (2019). Individualism/collectivism
and personality in Italian and American Groups. Current Psychology, 1-6.
Cook, E. E. (2019). Masculinity studies in Japan. In The Routledge Companion to Gender and
Japanese Culture (pp. 50-59). Routledge.
De Bellis, E., Hildebrand, C., Ito, K., & Herrmann, A. (2015). Cross-national differences in
uncertainty avoidance predict the effectiveness of mass customization across East Asia: a
large-scale field investigation. Marketing Letters, 26(3), 309-320.
Diaz, C., Nelson, R., Morin, J., Denn, A., Tien, H., & Steinberg, H. (2016). CUSTOMER
SERVICE & HOFSTEDE'S CULTURAL DIMENSIONS IN CHINA, IRELAND
MEXICO, & THE USA. In Allied Academies International Conference. Academy for
Studies in International Business. Proceedings (Vol. 16, No. 1, p. 5). Jordan Whitney
Enterprises, Inc.
Dissanayake, D. M. S. B., Niroshan, W. W. A. E., Nisansala, M. H., Rangani, M. L. D.,
Samarathunga, S. K. R. A., Subasinghe, S. E. I., ... & Wickramasinghe, W. W. M. E. G.
P. M. B. (2015). Cultural comparison in Asian countries: an application of Greet
Hofstede’s cultural dimensions.
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Minkov, M., Dutt, P., Schachner, M., Morales, O., Sanchez, C., Jandosova, J., ... & Mudd, B.
(2017). A revision of Hofstede’s individualism-collectivism dimension: A new national
index from a 56-country study. Cross Cultural & Strategic Management.
Takano, Y., & Osaka, E. (2018). Comparing Japan and the United States on
individualism/collectivism: A follow‐up review. Asian Journal of Social
Psychology, 21(4), 301-316.
Taoka, Y., Kagohashi, K., & Mougenot, C. (2018). A cross-cultural study of co-design: the
impact of power distance on group dynamics in Japan. CoDesign.
Ybema, S., & Nyíri, P. (2015). The Hofstede factor: the consequences of Culture’s
consequences. In The Routledge Companion to Cross-Cultural Management (pp. 87-98).
Routledge.
OUTLINE
1. ABSTRACT
2. Research question 1: Hofstede Analysis, differences and similarities
between Japan and the USA
3. Research question 2: Implications for USA businesses that wish to
conduct business in Japan
4. Conclusion
5. Reference
