Masculinity-femininity: In many countries, roles are evidently distinguished based on gender.

Being
tough, and assertive are related to the qualities of men whereas women are supposed to be modest.
Due to this, people from masculine countries score high on such factors which is not the case for
other countries.

Fatalism: In this, individuals believe that the outcomes that are produced are not related to their
actions and they have no control over them. This reduces the motivation of individuals to give their
best to gain something in life. The opposite of this factor is self-determinism, where people take full
responsibility that their actions lead to the outcomes produced and hence work harder.

Based on these dimensions it becomes easier to implement the following systems:

Creating job descriptions:

Positive aspects of the article:

Due to this article, we have understood the importance that cultural values hold while forming
performance management systems and how based on these factors their implementation should
also vary. Apart from this it also helped us understand the five cultural dimensions and the relevance
each of them holds when it comes to PMS. Due to this, it become easier to implement several
management systems as we are now aware of what factors need to be taken into consideration
while doing so. We were also able to gather how these performance management universals are
implemented differently based on the cultural norms followed in various places. As we are now
aware of the appropriate factors that need to be considered and thought of while designing PMS,
the systems created will help to endorse better behaviour and will lead to employee satisfaction
which will ultimately reduce unethical practices to a great extent.