© günter k. stahl pdw: interactive teaching methods in international management: how to enrich...
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© Günter K. Stahl
PDW: Interactive Teaching Methods in International Management: How to Enrich Case Discussions by Incorporating Experiential Exercises
Günter K. Stahl, INSEAD
Academy of Management Conference, Philadelphia, August 3-8 2007
© Günter K. Stahl
Using Exercises to Enrich Case Discussions: Examples
CREATES IDENTITY
Topic Examples of Case(s) Exercise(s)
Managing Across Cultures
David Shorter/Bob Chen (Ivey);Johannes van den Bosch (Ivey)
Role plays;Coaching exercise
Managing Change Nissan Turnaround (INSEAD) IBM Turnaround (HBS, INSEAD)Guangdong Electronics (INSEAD)
ChangePro Simulation
Performance Management
Wolfgang Keller at Koenigsbraeu (HBS)
Role plays;Coaching exercise
Aligning People With Strategy
Southwest Airlines (Stanford)GE Talent Machine (HBS)
Strategy Mapping exercise
International Assignments
Andreas Weber (INSEAD)Jaguar or Bluebird? (INSEAD)
Europa Construction Intl. exercise (LBS)
Ethics Changmai Corporation (INSEAD) Negotiation simulation; Role plays
© Günter K. Stahl
Understanding and Working With Cultural Differences
14:00 – 14:30 Introduction: Culture and its impact on management
14:30 – 14:50 Table discussion: Personal experiences working across cultures
14:50 – 15:30 Understanding cultural differences: Cultural frameworks
15:30 – 15:45 [Break]
15:45 – 16:15 Group work: Shorter/Chen cases (case analysis and role play preparation)
16:15 – 16:45 Role plays and debriefing
16:45 – 17:30 Creating cultural synergy: The Map-Bridge-Integrate approach (if time permits, followed by coaching exercise)
Shorter/Chen Cases: Suggested Timing (3-hour session)
© Günter K. Stahl
Perceptual Processes and Mental Models Vary Across Cultures
Example of item measuring whether judgments of similarity are based on family resemblance or rules
Source: Nisbett (2003). The geography of thought:
How Asians and Westerners think differently. New York: Free Press.
© Günter K. Stahl
Nonverbal Negotiating Behaviors Vary Across Cultures
Behavior Americans Brazilians Japanese
Silent Periods
Number of silent periods greater than 10 seconds, per 30 minutes
Conversational Overlaps
Number of overlaps per 10 minutes
Facial Gazing
Minutes of gazing per 10 minutes
Touching
Not including handshaking, per 30 minutes
3.5
10.3
3.3
0
0
28.6
5.2
4.7
5.5
12.6
1.3
0
Source: Graham (1985), The Influence of culture on the negotiation process. Journal of International Business Studies, 16, pp. 81-96.
© Günter K. Stahl
Cultural Orientations
Basic issues that all societies throughout history faced, but different societies developed different ways of coping with these issues.
Source: Kluckhohn & Strodtbeck (1961). Variations in value orientations. Evanston: Row, Peterson and Company.
1. Environment: What is our relationship with the world around us? (Harmony-Mastery-Subjugation)
2. Human Nature: What is the basic nature of humans? (Good-Mixed-Evil)
3. Relationships: To whom and for whom do we have responsibility? (Hierarchical-Collective-Individualistic)
4. Mode of Activity: What is the primary mode of activity? (Being-Doing-Thinking)
5. Time: How do we think about time? (Past-Present-Future)
6. Space: How do people see and use space? (Private-Public)
© Günter K. Stahl
Cases: David Shorter – Bob ChenSource: Joe DiStefano & Neil Abramson, Ivey Business School
* Practice Director ** Other Partners
Pat Czarski Mary Delehanty
Joe Silverman**
Bob Chen
Erin Cole
Jane Klinck**
Tak Li
Mike McLeod**
David Shorter*
James-Williams: The New Enterprise Group Organizational Chart
© Günter K. Stahl
David Shorter – Bob Chen: Case Questions
1. Taking the perspective of either David Shorter or Bob Chen, please explain the situation as of the end of the case. What are the causes of developments up to now?
2. Prepare to play the role of either Shorter or Chen in their upcoming meeting.
a) What is the outcome you desire for the meeting?
• b) What will you do and say to help this come about?
• c) What assumptions do you have about the other person's motives and his likely responses to your
plan for the meeting?
© Günter K. Stahl
David Shorter and Bob Chen: Different Perspectives
Issue Shorter and others Chen
Motivation
Get Chen to comply with doing the Softdisk audit
Loyalty to client and to the organization
McLeod and Silverman frustrated, low confidence
Get transfer now, as promised (friends have been transferred
without any audit responsibilities)
Loyalty to mentor and to the organization
Discouraged about chances of resolution, feels trapped
PerceptionChen is disloyal and hypocritical, is
not being straight
Personality problem
Shorter hasn’t protected me, others want to persuade me
Problem is firm’s need
Communi-cation
Tell Chen to do the audit
Meetings are for disclosure and discussion
Express disagreements openly and directly
Get others to tell them no
Meetings are for persuasion and coercion
Express disagreements indirectly and avoid conflict
Source: Joe DiStefano, IMD, Teaching note: Bob Chen/David Shorter.
© Günter K. Stahl
Some Clues to Cross-Cultural Conflict
Bob Chen's current behavior vs. his reputation in the firm
Resistance to doing the audit vs. previous accommodating behavior
"He's out of line; fire him!" vs. solid performer, potential partner, liked by colleagues
"He's acting crazy; must be a personality clash” vs. polite (indirect), civil (modest)
Disclosure of reluctance to do audit to colleagues vs. shy, private person
Apparent agreement to do the audit vs. signals that he won't do it
Seems to agree to audit three times vs. Mike doesn't sense real agreement
Seems to accept 3 year tax program vs. tells Shorter he doesn't want it
Agrees during the 3 hour meeting vs. Mike hears indirectly he won't do it
Past self-sufficiency vs. requests for help
Has only dealt with Shorter regarding career issues vs. asks Jane for help
Source: DiStefano, J., Teaching note: Bob Chen/David Shorter.
© Günter K. Stahl
High Context and Low Context Cultures
Source: Hall & Hall (1995)
Swiss
Germans
Scandinavian
North Americans
English
Japanese
Arabs
Italians/Spanish
French
Messages
High
Low
Co
nte
xt
Explicit Implicit
Latin Americans
© Günter K. Stahl
Sixteen Ways to Avoid Saying ‘No’ in Japanese
1. Vague ‘no’2. Vague and ambiguous ‘yes’ or ‘no’3. Silence4. Counter question5. Tangential responses6. Exiting (leaving)7. Equivocation or making excuse8. Criticizing the question itself9. Refusing the question10. Conditional ‘no’11. ‘Yes, but …’12. Delaying answers13. Internally ‘yes’, externally ‘no’14. Internally ‘no’, externally ‘yes’ 15. Apology 16. The equivalent of English ‘no’
Source: Ueda (1974)
© Günter K. Stahl
Sixteen (and More) Ways to Avoid Saying ‘No’:Bob Chen’s Communication Style
10. Conditional ‘no’
11. ‘Yes, but …’
12. Delaying answers
13. Internally ‘yes’, externally ‘no’
14. Internally ‘no’, externally ‘yes’
15. Apology
16. The equivalent of English ‘no’
17. Avoid the other person(s)
18. Get another person involved
19. …
1. Vague ‘no’
2. Vague and ambiguous ‘yes’ or ‘no’
3. Silence
4. Counter question
5. Tangential responses
6. Exiting (leaving)
7. Lying equivocation or making excuse
8. Criticizing the question itself
9. Refusing the question
© Günter K. Stahl
Common Stereotypes About Asian Americans
Observed Behavior of Asian Americans
Common Stereotypical Misinterpretations
Possible Cultural Explanation
Nonconfrontational Passive; does not care one way or another
Values harmony
Quite; reserved
Has no opinions Values opinions of others and fitting in with group
Agreeable; dependable follower
Unassertive; no leadership qualities
Values what is good for group; can be assertive if needed for the group
Industrious Make good “worker bees” Values carrying their share of work; believes hard work will be recognized
Technically and scientifically competent
No management skills or leader-type charisma
Values science as universal language crossing cultural barriers; believes leadership comes in many forms
Deferential to others Not committed to own opinions, judgments, or preferences
Values being respectful of others; believes in “saving face” for self and others; values age and wisdom
Source: Osland, Kolb & Rubin (2001). Organizational behavior: An experiential approach (7th ed.). Prentice Hall: NJ.
© Günter K. Stahl
Update: What Happened During and After the Meeting
The meeting was, in Shorter’s words, “a disaster”. Chen felt that he had no choice but to resign. He was sure that his relationships with the partners had been so badly damaged that he could never recover. He also felt that he was being taken advantage of because of his easy nature and that there were other people who could have done the audit.
Shorter was stunned. He never expected such a turn of events. Even worse, he hadn’t ever faced a male employee breaking down and crying in his office. He didn’t know how to handle the emotions being displayed by the normally reserved Bob Chen.
Shorter was unhappy to lose a good employee (and the Softdisk audit still had to be done!), and Chen was unhappy to leave the firm that had given him the opportunity to work and live in Canada.
Chen obtained employment as a financial analyst in a financial institution in Toronto within three weeks of resigning at James-Williams.
Source: DiStefano, J., Teaching note: Bob Chen/David Shorter.
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