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behave and do behaves. Different organizational culture belonged different rules and regulation (Beauregarda, 2017). However, every organization follows a unique culture, The running of the organization is done based on the culture. Geert Hofstede’s Cultural Dimension: Every organization follow some various cultural theory before all the employees come from various culture, they were not motivated appropriately. That’s why they feel bored to do the same work continuously without appropriate motivation. TCC also follow some different cultural theory to motivate their employees. Geert Hofstede’s dimension of cultural theory are six categories. Power Distance: The first theory of Geert Hofstede’s dimension of cultural theory is power distance. This is applied on employees who are not able to express their ideas and thoughts. The power distance within TCC is high which has reflected in the case. Employees used to group together and have a gap with other groups and they maintain this distance due to cultural difference and qualifications. However, now they have change their culture because they faced a huge turnover rate of employees which caused a huge loss to them, this influenced the decision to introduce a different culture, where every individual get opportunities to share their thoughts and ideas (Markoulli, 2017). Indulgence Vs Restraint: Indulgence Vs Restraint is the second cultural theory of Geert Hofstede’s dimension, which meters capability to gratify the instant wishes and individual needs of an organization’s employees (Beauregarda, 2017). TCC also follow this dimension on their employees to fulfil their instant need. Employees are not satisfied in working at TCC
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