Index Power distanceIndividualismMasculinityUncertainty avoidanceLong term orientationWorks CitedDifferent countries around the world have different cultural practices and this has an effect on working relationships and development. Geert Hofstede came up with a structured way to compare the cultural dimensions of different countries. The theory explains the impacts of a community's culture on the values ​​of community members and how these values ​​relate to their behaviors. It provides scores as a way to help distinguish people of different nations using the following dimensions: long-term orientation, individualism, power distance, indulgence, necessity avoidance, and masculinity. We examine comparisons between two countries: the United Kingdom and China, based on Hofstede's six dimensions of culture. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Power Distance Power distance refers to the degree to which individuals with less power, working in a given organization or institution in a state, accept or expect that power is not equally distributed. The size suggests that people are not the same. Consequently, it indicates cultural attitudes regarding inequalities between individuals (Hofstede, 2011). There is a wide gap in levels of power distance between the UK and China. The United Kingdom has a score of 35, while China has a high of 80. If you don't know, the lower the number, the better. As reinforced by the study, it suggests that the majority of people in the UK believe that people should be treated equally within society. There it is believed that this is a good quality to have, as it enhances good performance; people, especially those with less power, have the opportunity to actively participate within their companies and are highly respected. In contrast, Chinese citizens believe that those in authority should receive special respect and attention. It may seem that the Chinese system has its advantages, but it has some negative effects, especially on a company's performance. Employees do not have the opportunity to speak freely or participate in decision-making procedures. Furthermore, organizations in China do not challenge any form of abuse of power, as the powerless are believed to have no voice and are not expected to perform any duties beyond their rank. IndividualismIndividualism implies the degree of interdependence between a community and its members. This dimension explains whether people act as individuals or work as groups. In individualistic communities, members are expected to value only themselves and their families, not other members of their community. On the other hand, collectivism is a scenario in which members of a society work in consideration and with the opinion of the group, regardless of whether they have a close blood relationship or not (Hofstede, 2011). They act in a way that shows their loyalty to the group. China has an individualism score of 20, meaning that individuals are more collectivistic than individualistic. They act in line with the interests of a group, not just those of individuals. Collectivism has negative effects on promotions and hiring, because collectivists consider team members' ideas, or consider them when hiring or promoting, more frequently. Additionally, a Chinese employee is likely to have low commitment to the company. Instead, they value relationships more than assigned tasks, which leads to the poor performance of their companies (Greif & Tabellini, 2010). On the other hand,, 2(1), 8.