Culture and HRM-application of Hofstede's cultural dimensions in hospitality HRM

Due to increased mobility in the internationalization of business, hospitality organizations are facing the challenge of managing an increasingly culturally diverse workforce. Each country has its distinct culture and working style so, organizations have to work according to host country's culture to manage their human resources. In order to maximize cross-national management capabilities, organizations need to understand how people in different cultural settings respond to similar concepts within their particular functions. Many cultural researchers have written on the concept of culture like Hofstede, 1980, Trompanaars, 1993 etc. But Hofstede's work in national culture is most referred and reliability and validity of his work has been tested by many researchers. Initially he gave four cultural dimensions i.e. power distance, individualism-collectivism, masculinity-femininity and uncertainty avoidance. And then later he added a new dimension long term-short term orientation. These dimensions provide an insight of the culture of a particular nation and help hospitality managers in managing their global work force efficiently. This paper critically evaluates Hofstede's work and its usefulness in understanding management of human resources of international hospitality industry.