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SECTION 1: INTERCULTURAL AWARENESS: -

Essay question B

In this essay, I will apply relevant theoretical dimensions from our syllabus to discuss the statement above that is about the attitudes of people in the organization towards projects and participation and how projects are managed vary from culture to culture. In multicultural organizations, ignorance of cultural differences can lead to misunderstanding and frustration have hindered the project’s chances of achieving its goals. I will discuss fire types of culture differences in this assignment. The first one is a difference between high power distance vs. low power distance dimension by Hofstede, the second one is difference between individualism vs. collectivism by Hofstede, the third is difference between deal - focused vs. relationship - focused by Gesteland and the last one is difference between particularism vs. collectivism by Hofstede.

The first important dimension is management style which influences companies’ culture and can create misunderstanding among some individuals and hinder the projects chances of achieving its goals. I am going to discuss about Hofstedes dimension that can create difference between two cultures. I choose one of his dimensions that is called high- power distance vs low-power distance. In high - power distance cultures the manager is seen as an automatically decision maker, and the employees will expect their leaders to have all the answers and giving all the orders rather than asking for opinions. The boss has the authority. In these cultures, the organization is hierarchical organized, and managed with a directive style. The subordinates evaluate close supervision positively.

In low - power distance cultures the employees expect their managers to have consultative and democratic management styles, where the manager admits a need for support. These cultures will have a flatter organization pyramids. Team building and openness are valued factors in these cultures.

The reason I chose these dimensions is because it can lead to misunderstandings. Both of these dimensions are related to the hierarchy in the sense of the company from employees from high – power cultures tend to have a high tolerance for the huge gap between those who have strong power and authority but few those. In

contrast, if the differences are unfair and the authority is not strong, the employees from low- power culture may get bored.

The second dimension that lead to misunderstanding toward people is social identity. I am going to discuss about Hofstedes dimension that is called individualism vs. collectivism. This dimension is like Tromponaars dimension, individualism vs. collectivism.

Individualism is a concern for yourself as an individual. People in individualism cultures tend to think of themselves as «I». They are independent, and the believe in individual decisions.

Collectivism is a concern for the priorities and rules of the group which you belong to. In collectivism societies, is the major source of your identity and the unit which you owe lifelong loyalty to. They believe in group decisions. You will have a strong sense of belonging to a team and will focus on common goals and objectives. They are proud of their groups achievement and share credit for success.

These types of dimensions can create a dilemma because the individualism is more independent and their priority and rules are not made bye the group, and collectivism on the other hand is more group oriented.

The third reason for this statement is the dimension about business orientation. I am going to discuss about Gestelands dimension, deal-focused and relationshipfocused. Deal-focused people want to get straight down to the business and are not interested to build relationship with the person they are doing business with. They believe that contracts can solve deal problems and have no problems to work with strangers. Relationship-focused people on the other hand believes in building relationship with their partners before doing business with them. They want to know more about them, beside the work. RF people do not business with strangers and they

do not feel comfortable with strangers. They mean that trust can solve problems and does not believe in contract only. In our statement the conflict like misunderstanding and frustration can arise because Gesteland means that occasionally interpretive moves from his behavioral focus, about the importance of trust. The last dimension I choose is about ethics and I choose Troompenaars dimension, particularism vs. universalism. Universalism applies where people believe that what is true and good can be discovered, defined and “applied” everywhere. Particularism is said to prevail where the unique circumstances and relationships are more important considerations in determining what is right and good than abstract rules. A clear example of this dimension that can lead to hinder the projects chances of achieving its goals in some companies is the role of contract in different cultures. Although the important role of the contract is often a way of life in the general culture, more participating cultures tend to rely on relationships with people they value highly to execute transaction. The encounter between universalism and particularism merchants may cause both parties to be suspicious of each other’s trust. This universalism businessperson might think, “how can you trust particularism, they will always help their friends!” A particularism in the other hand will think “how can you trust them; they won’t even help their friends!” I can clearly see that this statement is expressing the employee’s emotions. Not all people are effective, but in some cases can some employees be irritated, and some try to keep calm and act professionally. The behavior from different cultures can effect their business. In all we can say that you must be aware of differences between business culture. If someone wants to do business and have different culture involved, than they must research about differences and respect them so they can have a great time with each other and make their goals.

SECTION 2: ETHICAL AWARENESS: To: Councilors. From: Pat Smedley, the secretary to Lancashire County Council. Date: Tuesday 1. December 2020. A report containing an ethical awareness on the company Apake Energy on behalf of their proposed wellhead construction and drilling operation. This company is doing its best for this environment. Over the last decade the company wants to give 1 000 well paid jobs in the local area. Its good for the local area because people with not so good financial economy will save lots of money by avoiding local transport. They will spend more time with their family and friends. It will be huge difference in their life. The second reason why they should get the permission is because its reducing half of the greenhousegas emissions of coal. By reducing demand for crude oil, it has driven down gasoline patrol prize. Its positive for the nature and its going to be more greener in some places, and its good for the health. James Martin mentions in his statement that there have for many years, same political parties have warned against hydraulic fracturing, claiming that they want to protect the health of nearby villagers near Dunthorpe Bridge. He also mentioned that its their own budget cuts have caused financial instability and harmed peoples well-being. And they are guilty for that. Apake Energy using the neutralizing method to destroy facts to themselves so at to avoid violations of specific norms. First, from a moral background, this may be the right side of your company’s moral dilemma. In all cases, moral ethic play the right tole, and once role should be applied to everyone. This method can make most people stickiness. In this case, providing jobs for the rural poverty is good for the locals and a positive thing for the company. For all the reasons, Apake Energy believes that there is no harm in the construction of the project. Best Regards Pat Smedley...