Cultural Differences in Engineering Decision-Making - Research Paper Example

Cultural Differences in Engineering Decision Making Student’s Name Institutional Affiliation Table of Contents Exploring Cross-Cultural Differences in Engineering Decision Making 3 An Overview of Cultural Differences 3 Definition of Culture 3 Literature Review 4 Risk Preference in Engineering Cross-Cultural Teams 6 Engineering Ethics and cultural diversity 7 Recommendations on dealing with Cultural Differences in an Engineering Organization 9 Conclusion 11 References 13 It is generally agreed that culture is a behavior, which is shared by almost all members of a given social group. The following paper analyzes cultural differences in an engineering organization. However, much emphasis has been put on analyzing how risks are viewed in a cross-cultural environment and how the same affects decision making in an engineering firm. The paper starts with a general overview of cultural differences in an organizational setting. This is followed by a deeper definition of culture and cultural diversity in terms of values held by various people or groups in organizations. Literature review on risks and decision making in engineering have been provided. Some requirements on the code of ethics and how they are related to cultural diversity have as well been outlined. Further, recommendations on how to deal with cultural diversity among employees are given before a final paragraph to summarize the paper. Exploring Cross-Cultural Differences in Engineering Decision Making An Overview of Cultural Differences It is evident there is need to understand cultural differences and diversities which are held by various individuals and groups in an organization. It is even more critical in an organizational set up. This is important since it is challenging business managers to understand and provide the necessary leadership in an environment that is so diverse (Wang, 2008). Thus, understanding how to deal with different cultural values is crucial in successful performance of a business. It is for this reason that this paper evaluates the cultural differences topic in order to improve organizational performances among managers. It is important to note that many societies are multicultural. This is further transferred to organizations or workplaces. This calls for cooperation across cultural and geographical boundaries (Bandhauer & Veber, 2009). Various aspects play important roles in ensuring that organizational goals are met within the scheduled time. One of these is good leadership, which involves knowing how to communicate within an organization. Different individuals from various backgrounds hold different values (Daniell, 2012). Values are core beliefs that one holds dear in his heart and of which he may do what is possible to defend. These values are directly related to one’s cultural background and environment in which one has been brought up. The manifestations of these values are observed in one’s life interaction, including in the business or in a workplace environment. Definition of Culture Various sociologists have studied the topic of culture widely. This has attracted various definitions given to culture by different scholars (Darling et al, 2011). However, it is generally agreed that culture is a behavior, which is shared by almost all members of a given social group. The same behavior is passed from one generation to the other. It is also seen are as dictated by morals, laws and customs, in order to direct and shape a certain behavior. Culture is intended to structure and determine one’s perception and attitude towards the world or other aspects of life. In addition, some scholars argue that culture is more than art, in that it is a framework towards which directs the kind of life of an individual or a given society leads. Culture influences everyday life of a human being including myths as well as value systems (Male, 2012). It is seen as well, as system of lifestyle and as key component in defining the style of life. It is mainly through lifestyle that a given culture can be determined. It consists of beliefs and values that depict the social interaction of an individual or a group of people. On the other hand, values refer to factors that are implicitly or explicitly desirable to an individual or group of people, and which affect the lifestyle adopted by the said party especially in making decisions (Jupp, 2001). Values are expressed through attitudes, which make one to act in a given manner towards something. This means that there is no any value, which is not depicted through actions, which shows what one holds dear (values). It is prudent to note that the behavior of a group or an individual influences the society’s culture. Literature Review Routinely, engineers are expected to be responsible in recommending solutions for engineering issues, which are related to process reengineering, product design, as well as selection of technology (Patil et al, 2012). In most cases, there is significant uncertainty that is surrounding core components of the decision, which may have a huge effect on decision-making practices of engineers. For instance, Failure Mode and Effects Analysis (FMEA) is always a mandatory task when one is carrying out the process of designing in engineering. In this, engineers should evaluate the solutions of engineering using three criteria, which include likelihood of occurrence, severity, as well as inability to regulate detection (Unhelkar et al, 2010). Further, other uncertainties come up because of cost of product development, performance to specification, as well as the ability of meeting the deadline of a product launch. Thus, it is important that, where possible, all members of a given engineering team cooperate in sharing a cognitive understanding, which is common of the uncertainties that are surrounding their work (Rajan, 2013). If the team lacks a common understanding, this will lead to the difficulties in arriving at the consensus in decision-making as an engineering project continues to develop. It is important to note that risk is mostly recognized in the matters of finances as well as in insurance industries. In such industries, there is enough data that objectively define the risk involved including conducting an analysis (Rajan, 2013). However, in the context of engineering, quantification of risk is always a process of subjectivity, which merges information with available practical experience. This is usually the case especially when one is dealing with matters of meeting the targets on cost, performance and timing (Unhelkar et al, 2010). As a result, when one is working on a difficult engineering task, especially in the degree of the perceived risk, the attitude in taking risk usually varies from one individual to another. This is because people have different work experiences as well as having varying levels of maturity in various cultural environments. In the theory of classical decision, risk is usually seen as variation in the distribution of potential possible results and the likelihood of their happening. Risks have also been termed as characteristics of decisions, which are, to some degrees, uncertain about if gains (satisfied) or losses (disappointing outcomes) of decisions to be made can be realized (Unhelkar et al, 2010). Further, it is important to note that the measurement of risks is either through the use nonlinearities in the function of individual’s utility or through the degree of varying probability distribution of potential gains as well as losses related to a given decision alternative(Rajan, 2013). There has been criticism that this classical definition on risk confounds downside risk with upside opportunities, which has resulted into other definitions of risk. Other scholars observe that managerial perspective risk is solely related to the negative results as opposed to the entire distribution. This opinion is consistent with the Oxford dictionary definition of risk as “a situation involving exposure to danger” or “the possibility that something unpleasant will happen.” Further, risk is thought of as a property of given decision alternatives, with an assumption that it is negatively associated with preference of decision makers on an alternative. Thus, decision makers will go for smaller risks as opposed to larger. This is in case the other factors such as the expected value are the same (Jupp, 2001). In addition, risk perception, as well as risk attitude plays great roles in the various stages of cognitive process of human beings, as far as risk conceptualization is concerned. In the cross-cultural engineering teams, such like variations can further be magnified due to differences in culture. This is one of the complexities that add challenges to decision making. Research indicates those engineering teams performances are affected if not all members agree upon decisions (Jupp, 2001). Thus it is critical to note the differences existing among engineering team members as far as their in their risk preferences are concerned in order to avoid conflicts and resolve them up front and then increase the opportunity of succeeding in a for cross-cultural environment (Bandhauer & Veber, 2009). Further, it is also important to distinguish the reasons why differences in risk preference exist, since it can affect the decision-making process in many ways. Therefore, every reason should reflect different cultural values underlying differences in decisions or preferences. Study shows that many entrepreneurs have strong tendencies to taking risks (Rajan, 2013). However, some entrepreneurs only show preferences for investments that are having moderate risks. This tendency of taking what some people see as risks is as a result of an over optimistic “perception ” towards risks as opposed to being a reflection of the attitude of risk. Risk Preference in Engineering Cross-Cultural Teams It is crucial to have an understanding of those factors that can be influenced by cultural norms. This can assist in predicting individual as well as group preferences in engineering (Rajan, 2013). It can also help in enhancing the possibility of one addressing the differences that exist, having consensus on decisions, as well as creation of solutions which are integrative in cross-cultural engineering teams. Further, if varying “perceptions” on engineering risks forms part of the major factors in bringing differences in risk preferences, there is need for efforts to have risk management plans ,which manipulate variables of both perceptual or cognitive and mitigate the engineering risks’ perception and arrive at a consensus (Jupp, 2001). If for instance, the different “attitudes” on engineering risks are part of the driving force in the difference about risk preferences, the concentration should be put on the plan or process that influences team members’ affective response as well as on the organizational variables including as the system of reward and support from engineering management. Risk preference is an important element when it comes to decision making and analyzing of risk. In the context of uncertainties, there should be a structured approach in decision modeling (Bandhauer & Veber, 2009). Both pioneering decision analysts, together with psychologists, carried out original research on risk preference (Rajan, 2013). although risk analysis and decision has been applied widely in the medical, pharmaceutical, oil and industries, it is not usually applied in fields of engineering despite a wide array of factors ,which contribute to the uncertainties surrounding many decisions making processes. However, the risk attitude and risk perception that influence preference in risk, are seen to be of a specific domain. Engineering Ethics and cultural diversity It is evident that engineering is a very important and exciting profession for students especially after they are through with their course. However, after this, he is supposed to register with the engineering body in order to practice as an engineer. At same time, in his practice he is expected to show the highest standard of responsibility and integrity (Bandhauer & Veber, 2009). This is because engineering is one of the few practices, which have direct impact on the lives of people. On this note, the services provided to the public need impartiality, fairness, equity, honesty, as well as dedication in the protection of the public health, welfare and safety (Bandhauer & Veber, 2009). On this note, engineers are thus required to perform under strict guidelines that describe the way they should conduct themselves in engineering profession. They should adhere to the principles set out under the code of conduct. It should be noted that in every profession, workers socialize with different people who come from different backgrounds. For this reason, it is critical to know how to interact and coexist in a working environment. However, code of conduct, in any profession, helps workers to be guided on how to carry themselves, respect each other’s cultural values, and accept diversity (Rajan, 2013). This should be the case also in engineering. The engineers code of conduct has many elements that assist them to peacefully interact with their colleagues and more so know how to serve the community at large. The core objective of ethics in engineering is to ensure that the public gets the best services, as well as making sure that professionals cooperate peacefully with each other. One of the requirements is that engineers are expected to take in mind the health, safety and welfare of the public (Bandhauer & Veber, 2009). In this connection, the judgment of an engineer will be overruled in circumstances where it endangers the life of property. He is expected to notify the relevant authority or client. It should be noted that engineers find themselves working in various communities with diverse cultures. The relationship with these communities is critical (Rajan, 2013). An engineer is expected to socialize with the community members and understand their culture so that he can be making well-informed decisions on matters of development. On this aspect, he is not supposed to reveal any client’s information or data without his consent. A good example is where men in a given culture are not supposed to disclose their projects to their wives. Thus, understanding such a culture is crucial, as an engineer. Further, an engineer is also expected to offer their services in areas where they know they are competent. This means that one should not purport to understand the services needed by a given community without enough expertise on the same (Bandhauer & Veber, 2009). In relation to cultural diversity, it is important to understand the kind of services a given community needs so that one can weigh if he is able to provide the same or not. As noted above, engineers are expected not to give public statements on an issue they are not sure of. He should be truthful and objective in giving any statement or report publicly. In any culture, there is a way information is disbursed (Rajan, 2013). These could be through administrative officials, public gathering, among others. Therefore, knowing how and when to give information is crucial in order to avoid any backlash of a project. This should include knowing political structure in a given region. Other requirements include conducting themselves in a professional manner to their clients, employers, agents or trustees. For instance, they are supposed to inform their clients about any issues about the project such as the obstacles involved. In this respect, some obstacles in a project could be culturally related. This means that he needs to have understood the culture of the community, group, organization or the entire society to assess the viability of a project. Recommendations on dealing with Cultural Differences in an Engineering Organization As noted above, the cultural differences are based on what people hold dear in their lives and are manifested in the environment in which they are. This means that in workplaces employees come from different background thus holding varying values (Daniell, 2012). The effect of such diversity in the performance of an organization can be adverse if necessary measures are not put in place to ensure all stakeholders know how to coexist with one another .The success of any organization depends on how mangers and subordinate workers interact and cooperate. The leadership of any organization has thus a major role to play in ensuring that cultural diversity does not negatively affect the performance of an organization. On the contrary, diversity in values or culture should be utilized for the benefit of the organizational performance and the entire workforce. However, dealing with cultural difference is not easy for managers or workers in a business environment. The following are some of the strategies that an organization can employ in dealing with cultural diversity and ensuring that performance is improved instead of being negatively affected by the same. Training engineers on how to embrace cultural diversity is important. Training is one of the core values that any organization should embrace. It helps in making an organization strong in all fronts. However, many organizational concentrate on training their employees on how to work hard for the benefit of an organization and forget to do the same on how to coexist with one another (Unhelkar et al, 2010). The failure to recognize the role cultural diversity plays in organizational performance is unhealthy. There is need for managers of any business to ensure that all employees are taught basic aspects of how to coexist with their colleagues. Collective responsibility is critical in achieving goals of an organization .The acceptance of these diversity means that colleagues in workplaces are able to bring their efforts together and take an organization to the next level. The training programs should be carried out on regular basis and be inclusive of all workers in an organization. Communication skills are critical in ensuring that cultural differences and values are dealt with in an organization (Daniell, 2012). Communication, in this respect, should involve both the top and bottom levels of management. At the same time, this can be done at an individual or group level. It is important to apply this strategy as many organizations have individuals with personal problems in interacting with their counterparts. In such cases, it is important for mangers to invite such people and try to understand them and have beneficial coexistence together with the rest. Leadership qualities should as well be applied in dealing with varying cultural values at a work place (Unhelkar et al, 2010). Several leadership styles can be used in this front. However, the critical component here is ensuring that one has good qualities of leadership, which can be emulated by others (Daniell, 2012). This includes how one interacts with his colleagues at workplaces, as well as the level of understanding he integrates in his operations. If a manager or management shows this level of understanding, then other workers will follow and minimize the negative impacts these differences could have in an organization. Further, an engineering firm can organize for cultural events in order to ensure that its workforce come into terms with differences in values held by various colleagues. This strategy has been used by many organizations as a way of enriching the cultural cohesiveness and coexistence. It is a way of making employees respect their colleagues’ culture and see the goodness in it. Organizational members need to know that there is no any perfect culture in the world and thus it is useless to disrespect one’s beliefs and values. In addition, every culture has something good in it. This knowledge can be enhanced through such cultural events, which show both negatives and positives about a given culture. In order to ensure that there is mutual respect of cultural differences in an engineering organization, there is need to have policies and rules in place (Daniell, 2012). These laws should be formulated to ensure that colleagues in a working environment do not disrespect other people’s culture or values (Bandhauer & Veber, 2009). The main objective should be to see peaceful coexistence among employees and all stakeholders in an organization. There should be well spelt out procedures on how those who violate the same should be punished. At the same time, rewards should be awarded to those that show improvement in understanding other people’s culture and values in an organization. Further, policies or rules in organizations require a lot of training (Unhelkar et al, 2010). As noted above, it is necessary for human resource management to ensure that there is a training program in an organization. This should include trainings on organizational policies such as those dealing with cultural values among individuals and groups. Conclusion As has already been noted in the above discussion, cultural differences exist in every engineering organization. The issue is to know how to embrace this reality and coexist for the benefit of both individual and the entire engineering organization or business. Diversity in cultural values should be taken as an advantage for an engineering firm. Thus being utilized positively since individuals have various engineering abilities. However, it requires certain measures to be taken by engineering managers such as training. It is important to ensure that as an engineer, one understands the cultural diversity of the community he is serving. This will go a long way into helping him carry his engineering duties without much resistance. At an organizational level, it is important to embrace the diversity of culture and learn to work together with one’s colleagues. As an engineer, one should follow code of ethics to assist him in services delivery. References Bandhauer, A., & Veber, M. (2009). Migration and cultural contact: Germany and Australia. Sydney: Sydney University Press. Daniell, K. A. (2012). Co-engineering and participatory water management: Organisational challenges for water governance. Darling, P., & Society for Mining, Metallurgy, and Exploration (U.S.). (2011). SME mining engineering handbook. Englewood, Colo.: Society for Mining, Metallurgy, and Exploration. Male, S. (2012). The value management benchmark. London: Thomas Telford. Jupp, J. (2001). The Australian people: An encyclopedia of the nation, its people and their origins. Cambridge [u.a.: Cambridge Univ. Press. Patil, A. S., Eijkman, H., & Bhattacharyya, E. (2012). New media communication skills for engineers and IT professionals: Trans-national and trans-cultural demands. Hershey, PA: Information Science Reference. Rajan, K. (2013). Informatics for Materials Science and Engineering: Data-driven Discovery for Accelerated Experimentation and Application. Elsevier Science & Technology. Unhelkar, B., Ghanbary, A., & Younessi, H. (2010). Collaborative business process engineering and global organizations: Frameworks for service integration. Hershey, PA: Business Science Reference. Wang, G. (2008). Exploring cross-cultural differences in engineering decision making. London: Thomas Telford. Read More

The following paper analyzes cultural differences in an engineering organization. However, much emphasis has been put on analyzing how risks are viewed in a cross-cultural environment and how the same affects decision making in an engineering firm. The paper starts with a general overview of cultural differences in an organizational setting. This is followed by a deeper definition of culture and cultural diversity in terms of values held by various people or groups in organizations. Literature review on risks and decision making in engineering have been provided.

Some requirements on the code of ethics and how they are related to cultural diversity have as well been outlined. Further, recommendations on how to deal with cultural diversity among employees are given before a final paragraph to summarize the paper. Exploring Cross-Cultural Differences in Engineering Decision Making An Overview of Cultural Differences It is evident there is need to understand cultural differences and diversities which are held by various individuals and groups in an organization.

It is even more critical in an organizational set up. This is important since it is challenging business managers to understand and provide the necessary leadership in an environment that is so diverse (Wang, 2008). Thus, understanding how to deal with different cultural values is crucial in successful performance of a business. It is for this reason that this paper evaluates the cultural differences topic in order to improve organizational performances among managers. It is important to note that many societies are multicultural.

This is further transferred to organizations or workplaces. This calls for cooperation across cultural and geographical boundaries (Bandhauer & Veber, 2009). Various aspects play important roles in ensuring that organizational goals are met within the scheduled time. One of these is good leadership, which involves knowing how to communicate within an organization. Different individuals from various backgrounds hold different values (Daniell, 2012). Values are core beliefs that one holds dear in his heart and of which he may do what is possible to defend.

These values are directly related to one’s cultural background and environment in which one has been brought up. The manifestations of these values are observed in one’s life interaction, including in the business or in a workplace environment. Definition of Culture Various sociologists have studied the topic of culture widely. This has attracted various definitions given to culture by different scholars (Darling et al, 2011). However, it is generally agreed that culture is a behavior, which is shared by almost all members of a given social group.

The same behavior is passed from one generation to the other. It is also seen are as dictated by morals, laws and customs, in order to direct and shape a certain behavior. Culture is intended to structure and determine one’s perception and attitude towards the world or other aspects of life. In addition, some scholars argue that culture is more than art, in that it is a framework towards which directs the kind of life of an individual or a given society leads. Culture influences everyday life of a human being including myths as well as value systems (Male, 2012).

It is seen as well, as system of lifestyle and as key component in defining the style of life. It is mainly through lifestyle that a given culture can be determined. It consists of beliefs and values that depict the social interaction of an individual or a group of people. On the other hand, values refer to factors that are implicitly or explicitly desirable to an individual or group of people, and which affect the lifestyle adopted by the said party especially in making decisions (Jupp, 2001).

Values are expressed through attitudes, which make one to act in a given manner towards something. This means that there is no any value, which is not depicted through actions, which shows what one holds dear (values).

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