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3 pages powerpoint about Gen Y  according the paper attached blow. with speech notes. 8 Using Hofstede Cultural Dimensions to Learn About Generation in the US Student’s Name Institutional Affiliation Course Name and Number Professor’s Name Assignment Due Using Hofstede Cultural Dimensions to Learn About Generation in the US Hofstede was born in 1928 as Gerard Hendrik Hofstede and described himself as a Dutch social psychologist who pioneered the study of cultures across modern nations. Many people believe Hofstede to be the gentleman who nailed corporate culture on the head. Geert Hofstede defined culture in five categories, four of which are highly prominent and widely discussed today. Geert Hofstede is a Dutch native from the Netherlands with an educational background who has never worked or studied in the United States. During the 1970s, Hofstede taught at INSEAD in Paris, one of the worlds largest and most prestigious business graduate schools (Chun et al., 2021). Hofstede also spent a lot of time in Hong Kong in the 1990s. He also taught at Maastricht University and the University of Tilburg for significant periods. He began his career at IBM, where he conducted the research that would later define his career and reputation. The Hofstede Cultural Orientation Model is based on a survey of IBM employees in 40 countries conducted by Hofstede between 1967 and 1973. Hofstede produced one of the most prominent cultural differences among countries, explaining cultural differences along four dimensions. The first dimension is a societys emphasis on individualism versus collectivism. Individualistic cultures place a premium on individual growth and attention, whereas collectivist societies emphasize unity, harmony, belonging, and commitment to others. The power distance is the second dimension. This dimension examines how hierarchical society is, with unequal power distribution among its members, contrasted with a society with fewer distinctions and more evenly dispersed power among individuals. The third factor is uncertainty avoidance, which refers to how comfortable a culture is with ambiguity and how risk-taking is valued and encouraged. The fourth dimension is the degree to which society is characterized by masculine or feminine characteristics (Chun et al., 2021). A masculine civilization stresses interpersonal interactions and sensitivity to the welfare and well-being of others. In contrast, a feminine society emphasizes interpersonal relationships and sensitivity to the welfare and well-being of others. Although many people are uncomfortable with the sexist implications of masculine and feminine and the stereotypes they promote, this component does explain a lot of cultural variations in countries. Some scholars have swapped quantity of life for Masculinity and quality of life for femininity in Hofstedes work. Various individuals and organizations have used Hofstedes cultural dimensions to understand cultural variations between societies better. Hofstede created this concept by contrasting the cultures of several societies. When it comes to power distance, the United States is ahead of Germany. The United States had a score of 40 out of 100, while Germany received 35. This means that when it comes to decision-making and implementation, management has the most influence. Individualism in the United States is far higher than in other countries. Individualism examines the degree of interconnectedness that exists among a communitys members. In the United States, individualism has a score of 91 (Escandon-Barbosa, Salas-Paramo & Rialp-Criado, 2021). In terms of Masculinity, Germany has a higher score than the United States. This is due to the fact that Germans want to work hard in order to improve their self-esteem and social standing. When it comes to avoiding ambiguity, Germany outperforms the United States. Germans want to minimize uncertainty by enlisting the assistance of professionals (Escandon-Barbosa, Salas-Paramo & Rialp-Criado, 2021). This is due to their limited power distance, which they attempt to compensate for by exhibiting high levels of uncertainty avoidance. In terms of long-term focus, Germany continues to outperform the United States. It has a score of 83, compared to 26 in the United States. As a result, Germany might be regarded as a pragmatic nation. Indulgence is far higher in the United States than in Germany (Escandon-Barbosa, Salas-Paramo & Rialp-Criado, 2021). The United States had a score of 68, whereas Germany received a score of 40. Germany is a country that places little value on leisure time and the controlled fulfillment of personal needs. Uncertainty avoidance is the second continuum. Uncertainty avoidance, according to Hofstede, is the ability of individuals of society to cope with future uncertainty without incurring undue stress. In addition, Hofstede believes that weak uncertainty avoidance is characterized by risk-taking, tolerance of different behaviors and viewpoints, flexibility, organizations with a low degree of structure and few rules, and merit-based promotions (Giunta, 2020). On the other hand, high uncertainty avoidance is characterized by organizations with clearly defined structures, many written rules, standardized procedures, a lack of tolerance for deviants, strong demand for consensus, a need for predictability, and respect for authority to Hofstede. Individualism is the Hofstede Cultural Dimensions third continuum. Individualistic countries are preoccupied with the relationship between their activities and their wants, interests, and ambitions, focusing on self or at most close loved ones. They also respect independence and self-sufficiency, preferring personal goals over group objectives and accepting disagreement as a quality. Finally, individual countries value pleasure, amusement, and personal enjoyment more than social standards and responsibilities. People in many in-groups believe their beliefs are unique, and they think they have little power over their life. There are collectivistic countries or cultures in opposition to individualist countries. Collectivistic cultures follow social rules that are intended to maintain social harmony among in-group members. They are also intensely worried about in-group members while being apathetic or hostile toward out-group members (Giunta, 2020). They place a strong emphasis on group structure and cohesion. They also share resources and are willing to put personal interests aside for the groups good, and they support particular in-groups. These two opinions are opposed, making it difficult for a country with one viewpoint to effectively promote a country with the other. Power Distance, Individualism, Indulgence, Masculinity, Uncertainty Avoidance, and Long-Term Orientation are the Six Dimensions of Culture. Power Distance received a 40 out of 100, Individualism a 91, Indulgence a 68, Masculinity a 62, Uncertainty Avoidance a 46, and Long-Term Orientation a 26. Germany received 54 points, 46 points, 42 points, 95 points, 92 points, and 88 points, respectively (Chen, Chen, & Chi, 2019). Long-Term Orientation has the most significant difference, while Power Distance has the most remarkable resemblance. Peoples comfort level with being involved in a countrys leadership and having a voice in how power is dispersed is measured by their power distance. It outlines how less powerful individuals of society accept that power is not distributed equally to all. The most striking resemblance in the workplace is that both cultures believe that everyone can improve their status by working hard and applying themselves (Chen, Chen, & Chi, 2019). The manner in which management communicates this hard labor, or lack thereof, to employees differs as well. When American management gives feedback to an employee, for example, they do so face to face, whereas in Germany, similar input is given through one of the individuals coworkers to save face. Individualism, as opposed to collectivism, refers to how individualistic a countrys people and organizations are. A country with a high score in this area prioritizes individual needs over group needs, whereas a country with a low score in this category prefers to work in groups and sacrifices individual needs for the groups welfare (Chen, Chen, & Chi, 2019). When comparing the two countries, one of the most significant variances is in the Individualism dimension, with the US scoring a high 91 and Germany scoring a moderate 46. The extent to which members of a society will engage in self-gratifying behaviors is called the Indulgence dimension. It is a measure of how much societys norms impact ones self-gratification. A country with a high score in this category has a culture that emphasizes the individuals control over daily decisions and activities (Chen, Chen, & Chi, 2019). A low score indicates a culture that believes society has a larger role to play and that individuals cannot act purely for their own sake. As a result, another area where the population of the United States differs is in the dimension of Masculinity. A high score in this category indicates a culture with more male characteristics, such as independence. A lower score indicates a country with a more feminine culture, with characteristics such as focusing on quality of life. Like their male counterparts, women tend to work harder and longer hours as a result of the United States high position in Masculinity (Beugelsdijk & Welzel, 2018). This is one of the most significant ways in which the workplace differs from the population of the United States. The United States low position reflects a culture that prioritizes quality of life. The work culture in the United States is characterized by long hours, which are in excess of what women are expected to do, making it more difficult for women to advance in the corporate world. Uncertainty Avoidance is defined by how rules and regulations influence a countrys culture. The United States has one of the highest rankings in the world, at 92, which is significantly higher than the other countries. This is due to the fact that natural disasters are always a possibility in the United States (Chen, Chen, & Chi, 2019). Uncertainty Avoidance, like Power Distance, is average in the United States compared to the rest of the globe. This shows that a culture with fewer rules and regulations is acceptable and that nothing is being regulated. Long-term Orientation, as opposed to short-term Orientation, refers to a countrys cultural tendency for making decisions in the present rather than in the future. A government with a high score values tradition and makes decisions with the long term in mind, whereas a country with a low score here is more likely to make judgments based on present conditions (Beugelsdijk & Welzel, 2018). Out of all the cultural aspects, long-term Orientation has the most disparity in results. The first of the cultural dimensions, as previously stated, is power distance—the degree to which power differentials within society and institutions are tolerated, according to Hofstede. In addition, Hofstede goes into great depth about what he believes are the characteristics of enormous power distance societies. According to Hofstede, they are characterized by centralized power, authoritarian leadership, paternalistic management style, multiple hierarchical levels, and more. On the other hand, Hofstede discusses what he feels are the characteristics of small power distance civilizations (Beugelsdijk & Welzel, 2018). Decentralized power and decision-making, consultative or participative management styles, flat organizational structures, a limited number of supervisory employees, a lack of acceptance and questioning of authority, and many others are among them. Many distinct situations and elements fall within one of the Hofstede Cultural Dimensions five continuums. References Chun, D., Zhang, Z., Cohen, E., Florea, L., & Genc, O. F. (2021). Long-term Orientation and the passage of time: Is it time to revisit Hofstedes cultural dimensions? International Journal of Cross-Cultural Management, 14705958211026342. Escandon-Barbosa, D., Salas-Paramo, J., & Rialp-Criado, J. (2021). Hofstede’s Cultural Dimensions as a Moderator of the Relationship between Ambidextrous Learning and Corporate Sustainability in Born Global Firms. Sustainability, 13(13), 7344. Giunta, C. (2020). Digital marketing platform tools, generation Z, and cultural considerations. Journal of Marketing Development and Competitiveness, 14(2), 63-75. Chen, M. H., Chen, B. H., & Chi, C. G. Q. (2019). Socially responsible investment by generation Z: a cross-cultural study of Taiwanese and American investors. Journal of Hospitality Marketing & Management, 28(3), 334-350. Beugelsdijk, S., & Welzel, C. (2018). Dimensions and dynamics of national culture: Synthesizing Hofstede with Inglehart. Journal of cross-cultural psychology, 49(10), 1469-1505. BUSINESS AND CULTURES VALUES 1 BUSINESS AND CULTURES VALUES 8 Business and Cultures Values Student’s Name Institution affiliations Business and Cultures Values Culture involves the collective programming of the individual mind from their birth. Notably, collaborative programming induces numerous variances, which distinguishes the various groups of people from another. Thus, the entrant of the business operation in multiple environments requires a comprehensive analysis of the numerous aspects of the cultural trends in the nation. Therefore, the study of the artistic value of the people in the different countries is very effective. The artistic value reflects on the various ways in which people interact and live in the community. Therefore, there is a lot of distinction on the cultural significance of the people in the different nations. The organization establishing the business enterprise in the foreign countries should comprehensively examine the societys cultural norms. The ideal enables the organization to understand better the market dynamics concerning the cultural norms and values in the country, hence enhancing efficient marketing strategy and identifying consumer behavior. The dynamic of the cultural difference dimensional between Brazil and the U.S.A vary in various ways based on the Hofstede cultural dimensions. For instance, in the power distance dimension, Brazil reflects that the society believes that the individual in the hierarchy should be respected and inequalities among people are accepted. Thus, the distribution at the helm of power justifies the fact that the power holders favor more benefit in society than the less powerful society. In contrast, U.S.A has a lower power distance; thus, all the people in the nation feel equally entitled to the specific amount of power (Rojo et al. 2020). The ideal makes the decision-making dimension more consultative, making the people in the community relate with each other more equally regardless of the formal positions. Hence the cultural dimensions democratic to an extent. The individual who holds the inferior position has the mandate to question and challenge the individual in the superior work. On the individualism, Hofstede cultural dimensions hold at 38 indicating, that people in the Brazil Nation are more integrated from birth. Hence, they have a strong, cohesive group primarily represented by the extended family. The aspects are relatively substantial as it provides the favorable business environment. Moreover, the extent of the trustworthy building is somewhat greater in society, especially for the individual within the extended family. Thus, its slightly irrational for the organizations to approach the individual they dont understand well to conduct the business together. On the other hand, the individualism Hofstede cultural dimensions in the case of the U.S.A induce liberty and justice for all, which is emphasized through the aspects of equal right in the dynamic of the American society and government (Glauner, 2021). Thus, the hierarchy in the organization is articulated for convenience. Moreover, the society is loosely knit where the community expects that the individual should look after themselves and their immediate families only. Furthermore, they hold that they should not at any cost depending on the authorities (Chin, et al.2021). Notably, the organizations have the tenancy of doing business with the people they dont know well. On masculinity, Hofstede cultural dimensions hold a scorecard of 49, which indicates the intermediate extent. Thus, the level of masculinity in the nation, which suggests that the government will be driven by competition, achievement, and success, is intermediate; hence the productivity in the government may be relative. Thus, with the medium score, its evidence that the productivity is at the average rate. On the other hand, the Hofstede cultural dimensions in the U.S.A stand at a scorecard of 62, indicating that the combination of the higher masculinity drives productivity forward (Lazányi, Holicza, & Baimakova, 2017). Therefore, the nation has the ease on the productivity culture as the result of the comprehensive competition, extensive organization achievement and success the ideal which creates a lot of dynamism in the society as the society believe in the possibility of doing much better On the Uncertainty avoidance, Hofstede cultural dimensions, Brazil has a scorecard of 76, which indicates that the individual in the culture feels more threatened by the ambiguity of the unknown situation hence creating the belief and the institution they try to avoid. Thus, the individual in the society indicates the strong need and requirement for inducting the rules and the more effective elaborate legal system to enable better structuring of the life; thus, the individual obeys the rules however weak they are. Therefore in Brazil, the bureaucracy, law and regulations are crucial to making the nation safe to live in. On the other hand, Uncertainty avoidance Hofstede cultural dimensions in the U.S.A stand at the scorecard of 46 (Goularte, & Zilber, 2019). In this context, the perceived context in which most of the Americans find themselves impacts their behavior more than the culture could have done. Thus, there is the normality of adopting the new idea, innovation and willingness to try something different in the community. At some point, the people in the community do not need a lot of rules, and thus they are less emotionally impressive than the higher scoring cultural nations. On the long-term orientation, Hofstede cultural dimensions, Brazil holds at 44, which is being intermediate? Then, the score indicates that the nation is in the average range in their preference to maintain their time-honoured traditions and norms while still viewing societal change (Zilber, & Goularte, 2018). On the other hand, the long-term orientation Hofstede cultural dimensions of the U.S.A stand at a score of 26. Most of the American people are reflected by the mentality. Thus they are prone in the analyses of the new information to identify its authenticity. Therefore, the culture does not make the most of the Americans pragmatic. On the indulgence Hofstede cultural dimensions, Brazil has a higher score of 59, indicating that its a tolerant society as the individual in society exhibits the effective willingness to release their impulse and desires(Al-Haddad, & Galib, 2020). Notably, most of them pose good and positive altitudes hence tending towards optimism. On the other hand, the indulgence Hofstede cultural dimensions of the U.S.A stands at the score of 68. The score indicates that the culture is diluted as the contradicted altitude and behavior reflect it. The impulse and desire to collect the culture are impossible due to modern socialization. The Hofstede cultural dimensions are comprehensively crucial for the organization to equip them to formulate an effective marketing strategy. For instance, through the information, its possible to identify the norm and values that the nation values through its people. The ideal will enable the organization to determine which product they should sell and study consumer behavior more easily (Huggins et al. 2020). Moreover, the information gathered allows the organization to choose how the nation can adopt the new products in the market. For instance, some countries like innovation and new ideas; thus, adopting the new product is relatively straightforward. The information gathering enables the organization to identify the hierarchy of the rule of law and leadership. The ideal will allow the organization to be more articulate on the effective measure which wills favorer their market entrant. The information allows the organization to study the do and dons of the consumer in the specific nation on the particular products in the market. Moreover, it makes it possible to identify how the products consumer can develop the royalty towards the specific product in the market dynamic. Generally, the evolution of cultural values is relatively effective. The organization should ensure that they scrutinize the cultural aspect of the nation before they establish the business. Moreover, the organization should be more relevant to ensure that they adopt the norm and the artistic value of the country where they have selected, the organization to provide to enhance their conducive operations. References Al-Haddad, H. B., & Galib, M. H. (2020). A Comparative Analysis of Mobile Marketing Adoption in the Light of Hofstedes Cultural Dimensions. International Journal of Online Marketing (IJOM), 10(3), 62-89. Chin, T., Hu, Q., Rowley, C., & Wang, S. (2021). Business models in the Asia-Pacific: dynamic balancing of multiple cultures, innovation and value creation. Glauner, F. (2021). Vices, Virtues, and Values: A Business Case on Family Enterprise and Its Philosophical Implications Implementing Humanistic Management Practices. Humanistic Management in Practice: Volume II, 97-115. Goularte, A. D. C., & Zilber, S. N. (2019). The moderating role of cultural factors in the adoption of mobile banking in Brazil. International Journal of Innovation Science. Huggins, K. A., White, D. W., Holloway, B. B., & Hansen, J. D. (2020). Customer gratitude in relationship marketing strategies: A cross-cultural e-tailing perspective. Journal of Consumer Marketing. Lazányi, K., Holicza, P., & Baimakova, K. (2017). Different Cultures Different People. In Exploring the Influence of Personal Values and Cultures in the workplace (pp. 183-200). IGI Global. Mbah, S. E., & Kuye, O. (2019). Cross-cultural Human Resource Management Practices: The Case of Nigeria, USA and Japan. E-Journal of International and Comparative Labour Studies, 8(2). Rojo, J., Everett, B., Ramjan, L. M., Hunt, L., & Salamonson, Y. (2020). Hofstedes cultural dimensions as the explanatory framework for performance issues during clinical placement: A mixed-methods study. Nurse education today, 94, 104581. Zilber, S. N., & Goularte, A. (2018, July). The Moderating Role of Cultural Factors in the Adoption of Mobile Banking in Brazil. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 11859). Briarcliff Manor, NY 10510: Academy of Management. BUSINESS AND CULTURES VALUES 1 Business and Cultures Values Student’s Name Institution affiliations BUSINESS AND CULTURES VALUES 1 Business and Cultures Values Student’s Name Institution affiliations