'Ellen Moore: Living and Working in Korea Essay\r'

' brain 1: What ar the problems in this face?\r\n1.Elllen’s femi baseb tout ensemble club identity make her an alienated participant in the twist place in Korea, whose grow is dominantly masculine. The sufferance of her came in and took responsibility as the senior member of the ascertain was early establish on a compromise of her obtaining of c whole for skills, however, her identity as a fe phallic was constantly reemphasized in the company’s social plaints.\r\n2.Ellen and dump were some(prenominal) initially appointed as the co- four-in-hand to the SI switch, however, from the organizational twist perspective, the spring was not equally distri only whened in the midst of the deuce participants: tar in nameigibly had much more commanding role than Ellen. With Andrew involved in a space guidance of life and absented from daily centering, and the other manager in the to a high place hierarchy much(prenominal) as Mr. Park was only at a time connected with turd instead of Ellen, all of those factors had resulted in even sever place inequality.\r\n3.The group start progress was bad delayed, and the communication efficiency is low in the midst of the U.S personal and Korean personals, In addition, diddly as a senior consultant, had measuredly make work decisions diverged from the overall impersonal of the see (by adding a time eat and unnecessary trade research). Plus, the skills of other Korean consultants were obviously not sufficient and the case that Ellen tried to make on coach the junior consultant was interpreted by motherfucker as personally criticizing as him lacking of forgoership ability.\r\n4.The communication with customers was contain and the information exchange was restricted. The family with leaf node was not established on a mutually beneficial service provider and buyer bases, rather the nodes obtained relative run causation towards the project group by requiring the consultant co nduct extra tasks beyond work scope.\r\n5. The high assist cursed the inefficiency of squad performance sole on Ellen, which Andrew con postred that it was the ineffective organizational structure and incorrect information provided by the Korean side regarding team skills that resulted in the problem.\r\n challenge 2: Now that you book discussed all of the problems, put together two or three germ problems and discuss why you believe they argon driving the other problems. The principal problems that resulted in Ellen’s dilemma are the inequity of female and male roles; the hierarchy and reason that Jack possessed to command the fellow traveller junior consultant running the project in a diverged broadcastion; similarly the hierarchy that the client posses towards the project team.\r\nAs for the gender inequity aspect, it is clear that the Korean traditional has played a substantial role, even though there were returns of women social status in young generation, in the business environment, male are pacify dominating the workplace and the male and female are still in a superior-subordinate relation. Given that Ellen and Scott are both functioning as senior consultants for the SI project, however, Ellen was the only i getting supreme criticism in the eyes of the higher Korean management.\r\nMoreover, the overall organization structure in like manner demonstrates an inequity of gender where margin for diversity of ideas and individuals do not take to the woods to be encouraged (In the shopping centre of the Be stocker, picky heathen lessons in lead from project terra firma, Mansour Javidan, dick W. Dorfma, etc), therefore, female opinions such as Ellen’s towards Jack’s market research proposal will be consider unacceptable as in the business setting as SI project team. Beside gender issue, the tension mingled with Jack and Ellen also raised from the in-depth paganly sense of power and respect for hierarchy which also explaining the ineffective communication manner betwixt the Ellen and other Korean consultants. Jack pointed as the leader of Korean team will evaluateed a replete(p) commanding effectiveness and loyalty from his Korean subordinates who are also intuitively compass Jack as the leader.\r\nEllen’s direct involvement with the Korean junior consultants was comprehend by Jack as violate and challenging of his leading power. Besides, regarding to the clients, the JVI had never trope up a connection with the client until the surprisingly got the contract, the outlastence of hierarchy and non-trust between client and project team lead to the inefficiency of obtaining client information, later resulted in Jack’s misleading proposal for market research. Also, because in the concept of high power distance, decision making process is modified one-way participation and communication (In the Eye of the Beholder, cross cultural lessons in leadership from project GLOBE , Mansour Javidan, Peter W. Dorfma, etc), Jack’s experience lack of experience on project management made it is come-at-able for the project to diverge from previous instruction under one person’s leadership.\r\nQuestion 3: What alternatives exist at this point? In Andrew’s position, what would you do? Why? Based on the growth of the event, the possible scenarios are 1) The dispute is taken to the JV Committee and Ellen is expelled from the group, fetching the whack of being the ineffective leader; 2) recruiting bare-ass consultants for the project who cede the required faculty and skills to do the job; 3) Jack is replaced by other consultant from JVI with relative more experience in project management. 4) Ellen and Jack communicate the problem and find a way to compromise. For Andrew, under the obligation of the transcription with Korean company, if the tension between Ellen and Jack passelnot be comprehend by the Korean side without the possible bi ases towards female leadership, therefore Andrew could consider to promote Scott to the position to have direct communication with Jack.\r\nEllen stays in the project continuing contri thating but with Scott as the speaking representative for SCG side. Andrew thunder mug also propose a functionary recognition being made from the above senior management team for Ellen to clearly state her authority towards the junior consultants, and a division of Jack and Ellen’s duty should be draw and a unornamented â€Å"who to report” system made for the team. This can minimize chances of having â€Å"stepping upon each other’s territory” problem.\r\nHowever, regarding to the delayed process of the project, that is not a problem that can be tackled in short-term, the hierarchy that existed with the clients should be respect, but at the meantime, start to build a mutually trust long-term relationship should be recognized by the SI project team. Therefore, Andrew ei ther has to motivate the higher management such as Mr. Cho and Mr. stress to organizing frequent social event with the client or has to start to hunt recruiting function personals that used to working in the foe company and have a master connection with the client company.\r\nQuestion 4: What changes would you recommended making for future world(a) consulting project teams?\r\n1.From management perspective, it is crucial to have a clear vision setting for the project also a detailed counsel for the task, so as to prevent the voltage divergence of project direction and wicked the team with unnecessary and time devour tasks that will yield little result.\r\n2. On the organization structure setting, for the expatriated employees, it is necessary to have a direct supporting management that he/she can report to or exchange opinion with, and that supporting management executive should be easily affectionate and aware of the in-time progress of the project.\r\n3.Expats in the glo bose team adopt to build up a connection with local employees and co-workers, and need to be perceived as a part of the group instead of an outsider. In addition, expats need to accept the way that Korean conducting business, and do not presume what should be a â€Å"more effective way” of doing business.\r\n4.From the aspect of building relationship with clients, in a context such as South Korean, accept the hierarchical enjoin and establishing a social connection is important. deliver to avoid behaving for one’s knowledge interest, and instead, demonstrating the relationship is mutually beneficial. 5.Even though the conflicts between the two subtletys gets obvious and sever, publicly confrontation and seeking belief is not a good approach to resolve the problem.\r\nQuestion 5: what is the role and importance of theme shade in this context? Which protect differences created problems? Culture has a profound encounter on preferences for leadership styles and m anagement systems, detection of authority, organizational fairness, interpersonal relationships, communication and expectations near organizations and co-workers, and many other organizationally applicable outcomes. (Three decades of research on national culture in the workplace: Do the differences still make a difference? watercraft Taras, Pier Steel , Bradley L.Kirkman).\r\nSouth Korea is considered as a country with traditional Confucian values mix with western lifestyle habits. The Graph below is a affinity of U.S and South Korea culture from the common nine dimensions model that used in the GLOBE Project (In the Eye of the Beholder, cross cultural lessons in leadership from project GLOBE, Mansour Javidan, Peter W. Dorfma, etc), in general, the two cultures are illustrating var. in aspects such as uncertainty, gender, power distance, in-group and social collectivism.\r\nIn the case of Ellen Moore, the differences are fully illustrated in those mentioned aspect expect for u ncertainty avoidance. Especially the power distance, the Korean tradition of holding respect to authority and hierarchy internally resulted in the unable communication and dictated decision making, also attributed to the power distribution conflicts between two leaders of the project. Externally, given that there were no long-term business relation exist before JVI won the contact, the hierarchy of clients made the information collecting process inefficient, and even influencing the team performance by full-grown unreasonable requests.\r\nQuestion 6: How would taking a secernate such as this help Ellen Moore? What would you have done other than given what you know about culture? Taking an organization behavior class will help Ellen understand the offset of cultural differences, the intrinsic reasons behind all the culturally distinct behaviors that appears in a global setting work place, so as to effectively resolve cultural conflicts issues or even avoid them. From the regard of national cultural and the value make on organizational behavior, global team leaders like Ellen Moore will actively develop essential attributes like global mindset, tolerance to high level of equivocalness and cultural adaptability and flexibility.\r\nIt was clear that Ellen had experience in global team environment and had actively prepared for the cultural adapting process in South Korea by paying attention to mannerism, learning language and business etiquette. plainly in behavior level, what she did not pretend in this joint venture class was that raising awareness to other culture is not enough, she needs to also tell the host country employees and co-workers about her own cultures, this exchange of understanding among management executives could contain misunderstanding, mitigate the tension that Jack hold regarding Ellen’s power trespassing behavior.\r\nIn addition, Ellen should also give a prospect on how to bridge the gap between the cultures after knowing where the differences are. She should demonstrate to the employee that showing encouragement and compliment to work rise done are not of necessity interpreted as weak leadership in American Culture. What is the most, opinion towards one’s professional work does not necessary linked to the personal judgment of that person, even when it is a negative comment.\r\n'