Power Distance Index (PDI) What is the PDI? The Power Distance Index (PDI), developed by Geert Hofstede, measures how much members of a society accept unequal distributions of power, authority, and wealth. A high PDI indicates acceptance of clear hierarchies and centralized authority; a low PDI reflects more egalitarian relations and openness between managers and subordinates. PDI in Hofstede’s cultural dimensions PDI is one of six dimensions in Hofstede’s framework for comparing national cultures:
Power distance (PDI)
Individualism vs. collectivism
Masculinity vs. femininity
Uncertainty avoidance
Long-term vs. short-term orientation
Indulgence vs. restraint Explore More Resources
Interpreting PDI scores
* High PDI
* Strong, formal hierarchies
* Decision-making is top-down
* Status and rank are emphasized; deference to authority is expected
* Low PDI
* Flatter organizational structures
* Open communication across levels
* Employees expect to be consulted and can challenge decisions
PDI scores are comparative—useful for anticipating cultural tendencies, not predicting individual behavior. Example country scores (illustrative)
* Russia: very high PDI — centralized power, top-down approaches common
* Many Arab countries: high PDI — formal respect for rank and seniority
* Austria: low PDI — preference for egalitarian workplace relations
* United States: moderate–low PDI (around 40) — emphasis on equality, informal and participative management
* Denmark: very low PDI — strong egalitarianism and employee autonomy
* Latvia: moderate–low PDI — respect for management but growing preference for collaboration among younger workers
Practical implications for international business Understanding PDI helps adapt management, communication, and negotiation strategies:
Leadership and decision-making
High-PDI contexts: appoint respected senior representatives, expect deference, provide clear direction
Low-PDI contexts: use collaborative decision processes and empower teams
Communication style
High-PDI: formal, indirect, and status-aware language
Low-PDI: direct, informal, and participative communication
Negotiation and relationships
High-PDI partners may expect formal protocols and senior-level sign-offs
Low-PDI partners appreciate egalitarian exchanges and fact-based persuasion
HR and performance management
Tailor feedback, reporting lines, and incentives to local expectations about authority and autonomy
Expatriate support
* Prepare staff for local hierarchical norms and advise local managers on foreign expectations Explore More Resources
Practical checklist for operating across PDI differences
* Research local PDI tendencies and ask local stakeholders about expectations
* Match the seniority of visiting negotiators to local norms
* Design meetings and decision processes to reflect local preferences for consultation or directive leadership
* Train employees on culturally appropriate communication and feedback methods
* Avoid imposing home-country practices without local adaptation
Cautions and limitations PDI provides helpful generalizations but can oversimplify:
Cultures contain subcultures and individual differences.
Scores are comparative, not prescriptive—avoid stereotyping.
* Use PDI alongside other cultural, economic, and organizational data when making decisions. Key takeaways
* PDI indicates how societies accept hierarchy and authority.
* High-PDI cultures favor top-down structures; low-PDI cultures favor egalitarian interaction.
* Awareness of PDI improves cross-cultural management, communication, and negotiation—when applied carefully and without stereotyping.