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Casestudy Moreexercises Case1 JimEllis vicepresidentofaNorthCarolinaknitwearmanufacturer wassentbyhiscompanytoobservefirsthandhowoperationswereproceedingintheirKoreanplantandtohelpinstitutesomenewmanagerialprocedures Beforeanychangescouldbemade however Jimwantedtolearnasmuchaspossibleabouttheproblemsthatexistedattheplant Duringhisfirstweekhewasmetwithbows politesmiles andthecontinualdenialofanysignificantproblems ButJimwasenoughofarealisttoknowthathehadneverheardofanymanufacturingoperationthatdidn thavesomeproblems Soaftersomeresearch heuncoveredanumberofproblemsthatthelocalmanagerandstaffwerenotacknowledging Noneoftheproblemswereparticularlyunusualordifficulttosolve butJimwasfrustratedthatnoonewouldadmitthatanyproblemsexisted Ifyoudon tacknowledgetheproblems hecomplainedtooneofthemanagers howdoyouexpecttobeabletosolvethem Andthentofurtherexasperatehim justtodaywhenaproblemwasfinallybroughttohisattention itwasnotmentioneduntiltheendoftheworkdaywhentherewasnotimelefttosolveit Casestudy Typicalsections casesummaryCulturalreasonsalternativesconclusion Suggestedanswer JimwassenttoKoreanplanttohelppeopletherewithsomenewmanagerialprocedures thoughJimwaswelcomedwithgreathospitality onlytofindthathisKoreancolleaguestriedtoavoidacknowledginganysignificantproblems letalonesolvingthem Jimcouldn tunderstandthewaythatKoreansolvedtheproblem Tohisexasperation aproblemwasmentionedwhentherewasnotimelefttosolveit Casesummary CulturalAnalysis High context low contextcultureIndividualistic collectivisticcultureAttitudetowardsbadnews Inindividualisticculture theyviewconflictasfundamentallyagoodthing Workingthroughconflictcangainnewinformationaboutmembers defusemoreseriousconflict andincreasegroupcohesiveness Individualsshouldbeencouragedtothinkofcreative evenfar reachingsolutionstoconflicts Thereisalsovalueindirectconfrontation recognizingconflictandworkingthroughitinanopen productiveway Culturalanalysis Peoplefromcollectivisticcultureviewconflictasultimatelydestructiveforrelationships thinkingthatwhenmembersdisagreetheyshouldadheretotheconsensusofthegroupratherthenengageinconflict Inculturelikethese silenceandavoidancemaybeusedtomanageconflict Thus inthiscase Koreanstriedtheirbesttotakethepeacemakingapproachtode escalateconflicts sothatharmonybetweenmemberswouldbemaintainedaslongaspossible However Jim fromindividualisticculture considereditstrangethathisKoreancolleagueswouldratherhidetheproblemstothelastmomentthansolvetheconflicts Inhisview suspendingtheconflictswouldn treleasetensionsandsolidifytherelationshipbuttopotentiallydestructtherelationship Combinethetheorywiththecase Problemsshouldbesolvedfrombothside Jim Koreans Conclusion solution conclusion Case2 OnhisfirsttriptoMexico Harry aU S managerwhointendedtonegotiateacontractwithaMexicanfirm wasinvitedtoadinnerpartybyhisMexicancounterpart Sincetheinvitationindicatedthatcocktailswouldbeginat7p m Harryarrivedpromptlyatthattime Hishostseemedsurprised andnooneelsehadarrived Peoplebeganarrivingabout8p m Harryknewheha
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