PRESENTED BY:

PAUL O’TOOLEALYSSA MALINAOPAUL STEDMAN

MIKE CHAN

Cross-Cultural Conflict – Gung Ho

Agenda

Synopsis

Concepts to be illustrated

Masculinity versus Femininity

Individualism versus Collectivism

High Context versus Low Context

Neutral versus Affective

Theory X & Theory Y

Transactional versus Transformational Leadership

Quiz at the end!

Gung Ho - Synopsis

1986 ComedyAmerican Manager: Hunt Stevenson Japanese Manager: Oishi KazihiroEconomically depleted hometown in USTravels to Japan to promote town as vehicle

production siteAutomaker Assan Motors begins production in the

townJapanese managers conflict with American

employeesEventually both learn to work together and accept

the others differences

Masculinity vs. Femininity

Degree of equality between men and women

Defines gender roles

Distinct Gender Roles

Fluid Gender Roles

Japan Masculinity Rating: 90

Men assertive, women nurturing

United States Masculinity Rating: 62

Men and women are nurturing

Individualism vs. Collectivism

Individualism (Americans)

“I” before “we”

Composition of individual needs, wants and values

Attitudes of individuals determine cultural behaviour

Collectivism (Japanese)

“We” before “I”

Priority of the groups goals

Adopt group norms ; shape behaviour and attitudes

High Context vs. Low Context Culture

High Context (Japanese)Use of silence

Respectful approach to declining and rejecting suggestions

Low Context (American)Perceives silence as

an awkward void

Negates the context of high context speakers

Protagonist grows and develops as movie progresses

Neutral vs. Affective Relationships

Neutral (Japanese)Remained silent

throughout initial meeting

Often misinterpreted since it is visually measureable

Affective (American)Express emotions, but

remain rational in decision making

Theory X & Theory Y

Japanese support Theory X Monitoring/Supervising Japanese management program

Americans support Theory Y Employees self-motivated

Transactional vs. Transformational Leadership

Japanese: Transactional Focused on numbers and

bottom line Defect Rate

Americans: Transformational Energizes and inspires

employees Trust between managers

and employees

Conclusion

Cross-cultural management presents challenges

Must understand cultural differences and embrace them

Must be tolerant and accepting Knowledge is the key to effective cross-

cultural management Results in content employees and productive

workplace