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Cultural Considerations

When working with people outside of one's home country there are some additional

challenges to consider as cultures and therefore working styles tend to differ. In this case, the two

countries involved are Singapore and the U.S. Reviewing Hofstede's cultural dimension model, it

is apparent that analyzing the cultural differences of nations working together is critical for

success. Many professionals have preconceived notions of various cultures based on personal experiences and familial traditions. Understanding that this bias exists and counteracting it with

data-driven science to professionally understand other cultures will ensure companies avoid

communication and professional concerns. The model reviews the six most critical areas where

intercultural communications lie and seeks to simplify this process. Using the scale to measure

each nation allows for companies to utilize strategies to work efficiently with various cultures.

Taking the necessary time to review each of the six considerations will keep both branches of the

company in better communication with a greater appreciation for how one another operates.

As an intercultural organization navigates through change management, understanding

the country's differences in Hofstede's model can shed light on frustration and

miscommunication. When engaging in change management, differences in the uncertainty

avoidance index can be a massive detriment to change success. Countries with high UAI need

rigidity and structure through change as uncertainty breeds chaos and anxiety. Whereas low UAI

is characterized by fluidity and easy acceptance of change, uncertainty is welcome throughout

the process. Two countries that have extreme variability in this dimension could see management

neglecting one side of the organization's preferred method of change management. Being

unaware of this dimension, especially during volatile change can lead to extreme frustration,

confusion, uncertainly, and eventual attrition.

It is evident that in the case of the U.S. and Singapore branches of the organization, there

was some strong variability in uncertainty avoidance. As mentioned, these differences are

challenging to navigate without awareness of each country's predisposed level of UAI. In

Singapore the country ranks the lowest overall with a score of 8 on this UAI index This means

that people of this nation let the future happen rather than work to control it, ambiguity is natural

(Hofstede, 2021). While The United States still skews towards a lower score in this area, theirs is

more of an intermediate score on this scale. This slight difference may impact cross-cultural communication as evidenced from the employee exit surveys. Based on employees' reactions to

ambiguity in communication from Singapore and management, this was not an area of strength

for the organization. Singapore may be more agreeable to having an uncertain standard operating

procedure whereas the U.S. branch requires more structure to succeed. Ensuring these UAI

differences are addressed will provide stronger communication and better business outcomes for

all involved.

Another aspect of Hofstede's dimensions is individualism which has the greatest degree

of variability between the U.S. and Singapore. Singapore is much more of a collectivist society,

focusing on group rewards, and intrinsic motivation for employees. The U.S. places much more

emphasis on individualism due to the inherent "American Dream" mentality. When

communicating with the U.S. branch of the organization it is important to consider how

employees prefer to work. Several exit surveys indicated that employees found the inability to

progress, challenge themselves professionally, and be rewarded with opportunities to promote

was frustrating. With low individualism, Singapore has not had to deal with this prior and thus

lacked the knowledge to appreciate these concerns before they occurred. Understanding the

differences in U.S. workplace culture surrounding individualism would help decrease attrition

and provide more incentivization for employees to work towards company goals.