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How Culture Shapes Workplace Growth

Relocating from Nigeria to a Western country was more than a change of address, it was a transition into a completely different professional culture. The shift touched everything, how I communicate, how decisions are made, and how I collaborate with people.

Thriving in a multicultural workplace requires more than technical skill. It calls for an understanding of how culture shapes behaviour, influences communication, and defines what “professionalism” looks like across different contexts.

One powerful tool for making sense of these differences is Hofstede’s Cultural Dimensions Theory. Developed by social psychologist Geert Hofstede, this framework outlines six dimensions that explain why people from different cultures think, communicate, and work the way they do. Exploring these dimensions provides a practical lens for building stronger, more inclusive, and more effective teams.

Dimension
 Definition Description How this helps Immigrants

Power Distance

 How societies view hierarchy, authority, and power differences. High Power Distance Cultures (For example: Nigeria, Malaysia, Libya, Philippines, Slovakia)

o    Questioning authority may be seen as disrespectful

o    Workplaces emphasize hierarchy, seniority, and formal leadership

Low Power Distance Cultures (For example: Canada, Netherlands, Austria, United Kingdom, Australia)

o    Leaders act more like facilitators

o    Open debate is encouraged
  • You’ll understand why colleagues may question a manager’s decision, it’s not disrespectful.
  • You’ll feel more comfortable voicing ideas early instead of waiting to be invited.
  • You can build visibility by showing initiative, which is highly valued in Western workplaces.
Individualism Vs. Collectivism
 Whether people prioritize personal goals or group harmony Individualist Cultures (For example: U.S, Canada, Australia)

o   Emphasize personal achievement

o   Encourage self-expression

o   Value independence in tasks

Collectivist Cultures (For example: India, China, Nigeria, Japan)

o   Prioritize harmony over confrontation

o   Prefer group consensus

o   Emphasize loyalty and community
  • You’ll learn to advocate for yourself during performance reviews
  • You’ll understand when to collaborate and when to take ownership independently.
Uncertainty Avoidance
 How cultures handle risk, change, and unclear situations High uncertainty avoidance cultures (For example: Greece, Japan, France)

o   Prefer detailed plans

o   Avoid rapid change

o   Value rules and procedures

Low uncertainty avoidance cultures (For example: United Kingdom, Singapore, Denmark)

o   Comfortable with ambiguity

o   More flexible and entrepreneurial

o   Open to trial and error
  • You’ll adapt more easily to flexible processes and shifting priorities
  • You’ll feel more confident proposing new ideas without needing everything to be perfect
Masculinity Vs Femininity
 The degree to which societies value competitiveness versus cooperation Masculine Cultures (For example: Japan, Mexico, Nigeria)

o   Value ambition, competition, and achievement

o   Celebrate high performance and ambition

Feminine Cultures (For example: Canada, Sweden, Norway)

o   Prioritize work-life balance and well-being

o   Emphasize equality and collaboration
  • You’ll adapt to feedback styles that are softer and more indirect
  • You’ll understand why colleagues prioritize balance
  • You’ll learn to frame success not just as personal achievement
Long-Term Vs Short-Term Orientation Whether societies focus on long-term planning or short-term results Long-term oriented cultures (For example: China, Japan, South Korea)

o   Focus on perseverance and long-range goals

o   Value adaptability and continuous improvement

Short-term oriented cultures (For example: U.S, Canada, United Kingdom, Nigeria)

o   Prioritize social obligations

o   Value tradition, stability, quick results
  • You’ll align your career goals with long-term growth paths
  • You’ll adapt to slower, more strategic decision-making processes
Indulgence Vs Restraint
 How freely societies allow people to express desires and enjoy life.

Indulgent cultures (For example: U.S, Canada, United Kingdom, Sweden, Nigeria)

  • Encourage fun, creativity and personal freedom

Restrained cultures (For example: China, Hong Kong, Eastern European nations)

  • Value discipline, self-control, and moderation
  • You’ll understand why colleagues talk openly about vacations, hobbies, and personal interests.
  • You’ll feel more comfortable participating in social activities that build workplace relationships
  • You’ll adapt to environment that encourage relaxation and creativity

 

Cultural differences are not barriers, they are opportunities. When immigrants understand the cultural expectations of their new workplace, they navigate more confidently, communicate more effectively, and accelerate their career growth. Likewise, organizations that embrace cultural intelligence build stronger, more innovative teams.

Have you experienced cultural differences at work? Share your story or insights in the comments, let’s learn from each other.

Thanks for reading.

Akhere Omosigho

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