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ere in one an employee when given a task happily accepted (according to Fred but not in reality) just to come back on the deadline without finishing it and saying he had never thought it was possible to finish that in week’s ( stipulated) time ( Black, p. 3,4). In the second instance Fred was not able to understand why the meeting he had with a Japanese client did not progress despite his best efforts (from American point of view). The problems were not confined to his professional life only, his family specifically his wife was not comfortable in the new society as she had got tired of having no neighbors to talk to, being stared by people on the road, facing difficulty locating places and finding difficult to purchase the items of interest ( Black, p. 4). The problems were actually caused by their lack of understanding of the Japanese culture. Bailey Fred and his wife had very little time to prepare themselves for the cultural differences that were coming their way. Fred being high on assertiveness (Javidan and House 2001, p. 289-305)
, individualism, and low on power distance (Hofstede Models ) could not understand that Japanese values are different from American values and thus the business conduct in Japan had to be different that in America. The report applies MBI approach using Hofstede and Globe (Javidan and House 2001, p. 289-305)
Mapping: The personality of Bailey and several others were the main reason for the problems. Fred Bailey was individualistic, assertive, and able to deal with high uncertainty which all were less appreciated in Japan and thus less appreciated by his Japanese employees and Japanese clients.
Integrating – Fred must take several steps to ensure that his employees get enough opportunities to participate and discuss to integrate both the cultures. Towards this goal he must organize several programs for his employees to develop cross cultural understanding to foster participation and trust among each other.
Fred Bailey was
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