ns in Japan, states that culture of a given community affects and control all aspects of life by influencing values, behavior and attitudes of a society. However, the nature of organizational cultures is highly inclined by the cultural alignments of the people developing it (Mesa 2014). According to Hofstede, culture is ideals, values and assumption of someone personality to individuality. Culture is always seen as a source of conflict than interaction in Hofstede. In most cases, conflict arises when people from different cultures and origin interact with each other. Such conflicts resulting from culture division may primarily cause an extent of the success or failure of the international business amongst them (Mesa 2014). Culture in most cases acts as the fundamental in management of the modern global workforce dynamics. Hofstede have divided culture in two main groups including the organizational and national cultures. These two cultures had a powerful influence in the organization and the entire different aspects of international labor force management.
Hofstede has various cultural dimensions that require one to get well conversant with their cultures (Fang 2003, P. 350). These cultures need to be understood by every individual in workplaces around the world. In order to build a strong connection with others is just through motivating, structuring reasonable projects and developing strategies with a focus. Any country in need of negotiating a contract according to Hofstede requires understanding about the nature of culture (Venaik et al. 2013, P.363).Five dimensions of culture in negating contract in Japan by Hofstede include power and distance (PD) that always explains the extent at which inequality exists (Fang 2003, P. 350). The inequality can be accepted among the people with and to the lacking power people. High power distance marks shows if the society allows uneven circulation of authority.