Cross Cultural Work Adjustment Case Study English Language Essay

Adjustment is required to cut down grade of uncertainness, increase effectivity and cut down emphasis ( Wong, Jun 2001, Brandl and Neyer, 2009 ) . This is the epoch of globalisation and companies need to be familiar with host civilization and its milieus to execute outstandingly. Cross cultural consciousness is going more and more of import for directors, posted abroad. Knowledge of cross cultural work accommodation may ensue into lessening in ambiguity in footings of concern traffics and covering with interest holders ( Yakushko and Sokolova, 2010 ) . Literature shows that there are differences between civilizations with in a state and across states ( Hirtenlehner et al. , 2010, Mohammed et al. , 2010, Runyan et al. , 2010 ) . This geographic cultural difference is making jobs and troubles for international directors to understand and adjust between the civilizations. But at the same clip, it is most of import for directors to understand the differences of civilizations ; they will be working in. The ground of high importance of transverse cultural cognition is because failure in accommodation may ensue in early return of exile to place state and waste of human resource development cost to company ( Paik et al. , 2002, Watt et al. , 1996 ) .

To research the procedure and factors set uping transverse cultural accommodation, an interview was conducted with Mr. Hafeez Niazi in individual, who had multi-national on the job experience. This interview will supply a base to larn transverse cultural accommodation in footings of work and general accommodation.

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Mr. Hafeez Niazi is a Pakistan based Australian, who has worked in a figure of states including Pakistan, KSA, UAE, Bahrain and Australia. His adjusting and flexible nature made him to work successfully in assorted states. He started his calling with Oil and Gas Development Corporation Pakistan ( OGDC ) as a information base applied scientist. He served 3 old ages in OGDC, left as helper undertaking director and moved to oil researching states. He worked in different Muslim states for 12 old ages and so came to Australia. At the minute he is working with Xstarta-Cooper, as undertaking director at Townville. The chief focal point of study will be his experience in Australia. As remainder of his working experience was in rich oil researching states and there is non much difference between Pakistan and other Muslim states as compared to the difference between Australia and Pakistan ( Watt et al. , 1996 ) .

His Australian work experience will be the chief focal point of study. He has been working in Australia since 2002. As a undertaking director he has to supervise twenty-four hours to twenty-four hours activities and pull offing smooth flow of operations. He is apt for surveillance of cooper withdrawn per twenty-four hours and so describing it to central offices so that they may be able to aline with supply and demand. Australian economic system wholly relies on excavation industry and there are figure of people employed in this sector. The greatest part in Australia ‘s economic development among the industrial sector has been contributed by the excavation industry. For a period crossing over more than 100 old ages Australia ‘s mineral industries have built an substructure embracing whole of the state ( Martinez-Fernandez, 2010 ) . So it was really of import for Hafeez to get by up with the civilization and working environment of Australia and organisational civilization. As an person, Hafeez has an exploring nature and willing to take to accept the challenges, so he took this place and was ready to confront the challenges, because if he met the challenges decently so it was traveling to give him ultimate satisfaction. After analysing Hafeez ‘s experience it can be said that he passed through U-Curve cultural accommodation procedure ( Ward, 1998 ) .With a alteration in occupation place a individual encounters new fortunes which stimulate a high degree of occupation satisfaction in the individual. But as the clip passes on there is a diminution in the satisfaction degree attained ab initio and the individual gets used to the occupation and his degree of involvement lessenings ( Ashforth, August 2004 ) .

Pakistan has rich hoarded wealth of humanistic disciplines trades and assorted traditions. Pakistani civilization is much influenced by its faith, household, position and assorted imposts. Islam is the major faith, followed by a big figure of Pakistanis. 5 pillars which include, Prayers ( Five Timess in a twenty-four hours ) , Fasting ( During Ramadan ) , Alms, Pilgrimage, and believing in merely one GOD i.e. Allah are largely followed rules by all Pakistanis. And these pillars determine the manner of life as good ( Kwintessential, 2010 ) . In Pakistan there are different ways of recognizing. Pakistanis greet physically to the same sex. They usually shake custodies ; clinchs and adult females some times kiss each other ( Saeed Tahir, 2010 ) . Family is the most of import factor which influences Pakistani civilization. Harmonizing to ( Hofstede, 2010b ) , Pakistani society is a collectivized society ( See Appendix 3 ) . So they prefer to be in groups and be loyal to them. They are more loyal to household as comparison to concern and societal web ( Kwintessential, 2010 ) . Harmonizing to Hostede, Pakistani society is hierarchal. High power distance is observed. Peoples are called by their rubrics. And regard is given on the footing of appellation and age. Gift giving is a common wont. Even if they are sing some one for the first clip, they prefer to purchase some Sweets or some gift for the host. Equally far as Business Customs are concerned they are besides influenced by the General Culture. Peoples who follow these Islamic rules offer supplications 5 times in a twenty-four hours, so you may non happen them in their offices during the supplication clip ( Kwintessential, 2010 ) . Trust worthy and already known people are preferred by Pakistanis to work as they are high un-certainty avoiders argued by ( Hofstede, 2010b ) . Business cards are normally used, when both parties are run intoing for the first clip. Appointments are extremely appreciated and seek to be in clip and anticipate to wait for 10 – 15 proceedingss.

Equally far as company is concerned it is an old experient transnational participant in the market expected to convey new criterions, accomplishments and techniques in the market. And this was true as there are some other cardinal participants like Rio Tinto and etc are besides playing in the market. So in footings of efficiency and flawlessness of operations Hafeez ‘s public presentation is extremely dependent on employees working at Townsville works. Australia is a multicultural state with a immense population of Non-English Speaking Background ( NESB ) people ( Griffin, 1992 ) including Asiatic, Africa, South Americans, Chinese and etc. In add-on to that Hafeez faced some troubles in footings of linguistic communication, engineering, legal system, faith and Aussie manner of life. This heterogenous civilization made him passed through cultural daze.

Although Hafeez is a success narrative but he faced many challenges on his manner. One of the major jobs he faced was multicultural employees. He was non cognizant about different spiritual personal businesss, ways of recognizing and naming foreman.

Cultural Shock

As Hafeez told earlier that he was covering with employees of different civilizations. So it was reasonably hard for him to larn different ways. Once he was hugged and kissed by her co-worker, which was truly flooring for him. As a Muslim he is non allowed to make so. So it was rather a suffering state of affairs for him and his face turned ruddy because of shame. Australia is a state with low power distance ( Hofstede, 1983 ) . One of his subsidiary called him Hafeez, the twenty-four hours he joined Xstarta. His subsidiary did non utilize any word like Sir or Mr. which was truly flooring for him. But by the transition of clip he became normal with such things.

Motivation

Motivation of employees was another job for him. He got some excess ordinary hardworking employees. But he did n’t cognize how to actuate them. ( Esomar. , 1970 ) explained that people get motivated after acquiring wagess. These wagess could be extrinsic or intrinsic. Once, Hafeez appreciated his Chinese employee in forepart of his subsidiaries. Chinese are non that extrinsic ( Xu and Zhang, 2010 ) . This grasp resulted into ruddy face of her. Hafeez found that honoring an employee separately from collectivized cultural back land will non do them experience comfy. Equally far as his Australian subsidiaries are concerned they like to acquire more extrinsic awards, as Australia has individualistic society ( Hofstede, 1983 ) as comparison to other Middle Eastern states and his place state which was ground of happening jobs in actuating his subsidiaries. Hafeez came up with the thought of go arounding hebdomadal circular with the name of employee of the hebdomad and some other tips sing wellness, energy economy or H2O economy. And if that employee belongs to individualistic civilization so he will be rewarded separately otherwise squad name will be published on circular.

Because of culturally diverse employees, Hafeez introduced a new manner of motive. He prepared an single profile working under him. In which he categorized each of them against Maslow ‘s Need theory. Then he started honoring his employees against their current position. He provided occupation security to employees of Grade 1. He figured out that if wages does n’t alter the position quo of individual, it will do him less satisfied ( Salceanu and Trifu, 2010 ) .

In add-on to rewarding, he started forming employee retreat on bi-monthly footing. In this ceremonial lower degree of employees are guest of top direction. Top direction used to function them with nutrient and drinks. And all of the employees and directors ate their material on same tabular array. Such type of informal assemblages decreased the distance between employees and the top direction ( Fisher, 2009 ) .

Leadership

Hafeez gave voice to everyone with the position of treatment. Harmonizing to his positions he wanted everyone to inquire and to discourse because treatment can take ambiguity and helps to accomplish the ends ( Yulk, 2006 ) . He wanted to fit all of his subsidiaries with right of raising voice. Hafeez believes that voice does audit, conveying creativeness and assist organisation acquire maximal out of its human resource. In Hafeez ‘s positions most of the employees had already achieved foremost 3 phases of Maslow ‘s demand theory ( Maslow, 1954 ) . He wanted to supply them with ego regard and self- realization. In this respect the major measure he took was decentalisation of authorization. He delegated authorization to employees to believe about organisation and come up with new thoughts. He did n’t desire to restrict the creativeness. More over to better adjust in Australian civilization he delegated authorization to diminish power distance and do people experience comfy. Hafeez discovered that most of his subsidiaries are non reserved and belong to individualistic society. He kept himself at arm ‘s length to employees as he wanted to be available all the clip. Hafeez adopted policy of “ Be a mate ” so that his employees can come over and discuss affairs with him.

In Pakistan where civilization is collectivized sometimes look of emotion is considered to be abashing ( Aycan, 2000 ) . Peoples do non portion their desires and an sentiment openly in Pakistan but it is rather common in Australia, Hafeez said. He realized that paternalistic manner is non considered appropriate in individualistic and low power distance society.

Different Work Practices

Hafeez had to work with diversified concern patterns. In Pakistan they had different operating system. There were different security steps taken by OGDC as comparison to Xstarta. Even there was different coverage system as Pakistan is non exporting oil and gas so the coverage system and that hebdomadal coverage but they are high uncertainness avoiders ( Hofstede, 2010 ) . But here in Australia, Xstarta which is a transnational and exports Cooper, they report on day-to-day footing to run into supply and demand. So here in Australia, Hafeez had to update his accomplishments to run into up the demand of new employer as they are moderate uncertainness avoider as good ( Hofstede, 2010a ) . It was non that hard because the interviewee was working in Pakistan which is high uncertainness avoider state and Middle Eastern states, the economic system of which is dependent on oil export, so he was reasonably much cognizant about daily based coverage system.

Equally far as working relationship and deadlines are concerned, Australians are pretty rigorous in instance of deadlines. Specially if there is any meeting both parties need to be in clip ( Hall, 1976 ) .

Communication Practices

Australian communicating civilization is considered to be low context communicating ( Nguyen et al. , 2007 ) . Messages are largely conveyed by rationale statement. Gudykunst et Al. ( 1988 ) explained that low context civilization tend to be individualistic. Hafeez found a great difference of communicating between Australia and Pakistan. He started explicating every individual undertaking to subsidiaries. Employees were given opportunity to inquire and statement. Back in Pakistan he used to state the undertaking and ne’er went in inside informations. He started qualifying the occupation into little undertakings and started explicating undertaking to the individual responsible for carry throughing undertaking.

Successful Adjustment

Hafeez was successful in retrieving from cultural daze phase. And the chief ground behind his success was his interpersonal features, accomplishments and his explorative nature. In add-on to that his organisation supports him to retrieve from cultural daze by supplying him some cultural therapies ( Selmer and Lauring, 2009 ) . Furthermore while going to Australia he prepared himself to get the better of from cultural daze. Hafeez had been working in other Muslim states but he had no experience of covering in western civilization so he helped himself to go successful exile ( Aycan, 1997 ) .

Organizational support was offered to Hafeez in order to program and counter differences present in the proficient substructures. In add-on to organisation, his co-workers helped him a batch to set. Zero-order correlativity consequences explain that aid of organizational-supervisor and co-worker ‘s aid to set but arrested development analysis see merely colleague ‘s support to be effectual ( Ayree, 1996 ) .

Furthermore it is considered that exiles can calculate out the cross cultural differences and that is why Hafeez was cognizant about the cultural countries he was in demand to work on ( Selmer, 2007 ) .

As suggested by ( Ng et al. , 2009 ) , Hafeez went through three different phase of accommodations i.e. General, work and interaction accommodation. And these accommodations are consequence of his professional and non-professional personality properties. He understood his ambitious place decently and to run into his meet his internal satisfaction, he went through whole procedure swimmingly and rapidly. His single personality attributes self efficaciousness and ego readying helped him a batch to get by up with the cultural distance ( Kotler, 2009 ) . Luckily his organisation provided him with clip and installations to set faster.

All these factors led to Hafeez ‘s recovery from the initial cultural daze and he easy reached an accommodation phase that was followed by achieving a command degree. Aycan ( 1997 ) argued that employees are more enthusiastic towards new over assignments because they are more motivated and experience less emphasis from new civilization. It is understood that although Hafeez had a tough clip but he managed to undertake the challenges posed to him.

Recommendation

Although Hafeez did a antic occupation of seting good in Australia but there are rather a figure of recommendations that could assist out to do procedure of accommodation easier.

In Hafeez ‘s instance, company ‘s success narratives made him really much motivated to exercise more attempt to set decently. But his co-workers and staff were involved in giving him existent experience so he may larn by himself which proves Australian civilization as Masculine civilization ( Hofstede 2010 ) .

Furthermore to develop accomplishments and actuate employees Hafeez should hold rotated the occupations of employees, which can make involvement, actuate employees and could assist employees to heighten their accomplishments ( Lin, 2007 ) .

Restriction of Study

One of the restrictions of survey is that Hafeez is the lone sample of survey. Sample size was excessively little. Merely one individual was interviewed and examined. So the consequences and recommendation can non be generalized because what he experienced in Australia could non be the instance with any other exile from Pakistan. In add-on to that, Hafeez was showing merely one sector, i.e. excavation sector instead than the full Australian economic system. The on the job status for each industry could be different that could ensue in different work accommodation pattern for exiles. Furthermore there was no measurement index was used to analyse except Hostede ‘s 5 dimension index. So to mensurate the deepness of his experience was hard. Furthermore there was no grounds collected or any other Pakistani exile interviewed, sing whether the above statements are right or non? In add-on to all above restrictions, both interviewee and interviewer were originally from same civilizations. So the things they were sing different or shocking might be non much intense for person from other Muslim state like Turkey.

Mention

Appendixs:

Appendix A:

Appendix B

Transcript- Direct Interview

Usama

Asalam-O-Alikum, How are you Bro? Suprized to see me?

Introduction

The undertaking director ‘s function in a nutshell is the overall duty for the successful planning, executing, monitoring, control and closing of a undertaking. And I was covering with day-to-day footing informations of Cooper production so I was responsible of informations analysis, fixing a day-to-day footing study and directing it to be aftering section. Because my company has clients all around the universe.

Usama

How is your experience in Australia? How did your household make?

Initial Adjustment

Work Adjustment

Cultural Shock

Hafeez

Oh adult male, That is a long narrative. Australia and Pakistan are merchandises of wholly different cultural mix. Before taking this place, I was believing that I will be all right as I have worked in different states. Think what. I was incorrect. Australian civilization and Australian organisational civilization they were wholly different.

Earlier, I was believing that industry is same, regulations and ordinances will be same but I was wholly incorrect. Back in Pakistan a small hold in deadlines was accept able. But here in Australia you have to run into the dead line. Peoples say that Australian civilization is an easy traveling civilization. But I say that Pakistani civilization is more flexible. In Australia, you have to be in clip. And you can stop up right in clip. But back in Pakistan you may anticipate holds.

Legal system is wholly different. Back in Pakistan some times employees do non take precationary steps while working in works. But here in Australia you are non allowed to work, even you are non dressed up decently.

Language was another job. I have visited so many states for meetings but I did n’t happen it that hard to understand as I find trouble in understanding Australian speech pattern. They speak truly fast and some times I was non able to understand what did my co-worker said. Same was the instance with communicating on phone or nomadic phone. It was atrocious. For an case, I thought that I am at a incorrect topographic point. This was non merely the instance with me but with some other freshly hired employees. I had some multicultural staff. I had people from Chili, Peru, Asians and Chinese. I figured out that they were enduring from same job

Technology and substructure was besides a job for me. Back in Pakistan and in some in-between eastern states we used to work manually. But here in Australia it was different. So it took me some clip to understand the system.

A

As I mentioned earlier, that I had multicultural co-workers. Once I was sitting in cafeteria with a female co-worker for tiffin. She was from Chile. She had to go forth early. When she was go forthing, I stood up to state her good pass. But some thing happened. She came near to me, hugged me and kissed on my cheek. It was truly abashing me. My face turned ruddy and I was non able to confront the state of affairs. Although no 1 noticed me but it was un-expected for me.

Usama

Hahaahahaaˆ¦ . It is interesting. I must state this to your married woman. Hahahahaahaˆ¦.So were you ready for this and how did you pull off this cultural daze?

Hafeez

Honestly talking, I thought I will be all right. I have worked in so many states so I will be making good in Australia every bit good. But I was incorrect. I was ready for this cultural difference but non this much ready. I started turn toing the issues flatly. Equally far as engineering and substructure was concerned, I was already on my manner. I borrowed an operating manual and legal manual from company to understand the company ‘s values, civilization and manner of making things. Equally far as linguistic communication barrier is concerned, I started passing more clip with my Australian co-workers, started listening to Radio on the manner to office and on the manner to place and this thing truly helped me. And that snoging incident, I read about Spanish civilization and now I am all right with that. And my married woman does non cognize about it. So maintain it secret. Hahahahaha… .

Usama

So as a leader in your organisation what kind of affairs you were confronted with and how did you turn to them?

Leader ship

Hafeez

I studied Australian civilization and figured out that it is an individualistic society where every one wants to be listened. So I gave voice to every 1. In add-on to civilization, I found that giving voice may ensue in to creativeness and maximal usage of resources.

Usama

What if there was a debatable state of affairs. How did you manage it? Did you seek for the sentiments of others or you were by your ego while doing any determination?

Hafeez

Well, It wholly depends on the state of affairs. For illustration if there is some issue related to operations, I listened to every one and made determination with the consent of every one. But if there is some human related issue, I listened to every one but made determination by myself.

Usama

How about the authorization? I meant to state was at that place any power distance or non? If yes or no, Were you comfy with that?

Hafeez

Most of the employees in Xstarta Cooper belong to Australia, South Americans and Asians. So most of them were from the civilization of low power distance. They started naming me by my name non with any rubric like Sir, Mr. or Boss. Initially It was flooring for me because I was from the state and my working experience was from the states where there was high power distance. But subsequently ain I felt comfy with that.

Equally far as authorization is concerned and I decentralized the authorization and determination devising. I asked my staff to believe as it is at that place ain company. By the manner it reduced my work burden as good. Hahahaaaˆ¦ .

Usama

Hmmaˆ¦ You got an interesting narrative mate. Hahahahaaˆ¦ Hey I need to inquire you about the manner you made corrections? If some one has made any misidentify how did you cover with that? And how did you drive them to execute outstanding?

Motivation

Hafeez

Ok this is a state of affairs. Initially I went into a atrocious state of affairs when an employee came over with a surrender. This Chinese chap made a error in describing. It was a twelvemonth terminal and we have to do a one-year study of informations we collected. That study is so matched with the other sections so you can state it is an audit study. Now this chap erroneously added informations of last twelvemonth every bit good. So by adding old informations it can be presumed that this works has over worked and this could ensue into different legal jobs for company. When I checked the study, I found the error and thought to discourse him at tiffin. During tiffin I went to his tabular array where he was sitting with his chaps. I sat down at that place and started taking portion in on traveling treatment. After a piece I told him that you made this error and this could ensue into such fatal jobs. He was truly ashamed of that and after wards he did n’t talk even a individual word. I smelled the state of affairs and inquire him to see me in individual. When he came to my office along with his resign. Now this was the state of affairs, I had to cover with. I said sorry to him and explained him that my connotation was non to dishonor him. And after some account he was all right. So I found that I have to happen some other manner.

In footings of motive, I felt that there people different from different civilization and I have to set them on easiness. So I decided to establish a hebdomadal paper. In which we will advert the employee of the hebdomad and some other accomplishments. Furthermore if I found that some one is non working decently, I put his name as employee of the hebdomad so he will concentrate his attendings to wards work once more. Furthermore as I mentioned earlier that I delegated authorization at lower degree, this helped a batch. This made them people to believe that they are the proprietors. This provided them with the assurance

Usama

How was the communicating between you and your subsidiaries?

Hahahahaaˆ¦ No Problem mate.