The Floundering Expatriate
M.Erdem Tokgoz
R11066674
Case 0
The Floundering Expatriate
What I recognized from the case study is that, there is no direct confrontation to discuss the real issues and what can be done to improve problems. This lack of communication problems has to be solved by ignoring individual egos and working for company’s sake. And I would suggest that, not only Frank Waterhouse, but also all of the staff of Argos Diesel, Europe, including the CEO and vice presidents, get together and they need to discuss regarding problems, and find the best solutions and individual tasks based on the common decisions have been made.
The brief explanation of the problem is that the team’s cultural diversity and lack of understanding for each other’s differences, demonstrates intense friction cohesiveness among members. To be more specific with regard to errors, such as; lack of understanding between Frank Waterhouse and Bill Loan about each others necessities and overall company performance. Bill does not want to encounter in solving the particular problems that the Zurich office having. Also, lack of communication between Frank Waterhouse and Bert Donaldson about what is expected from Bert, how can be better adjust to the culture, ways of solving friction between Bert and the team. Moreover, Bert does not able to see that his experience back in Cairo was significant success, yet, European culture and each countries customs differs. Bert’s problems can be identified as his stereotypes among countries use of titles and names, difference in perception of time, dress code, understanding of hierarchical organizations, use of humor and so forth. The biggest mistake what creates a disharmony in organization is again lack of communication and high egos of individuals.
As the problem is clearly stated in the case the solution is to understanding individual’s failures and establishing new organizational structure. Each of team members must face their deficiencies and must go on by
R11066674
Case 0
The Floundering Expatriate
What I recognized from the case study is that, there is no direct confrontation to discuss the real issues and what can be done to improve problems. This lack of communication problems has to be solved by ignoring individual egos and working for company’s sake. And I would suggest that, not only Frank Waterhouse, but also all of the staff of Argos Diesel, Europe, including the CEO and vice presidents, get together and they need to discuss regarding problems, and find the best solutions and individual tasks based on the common decisions have been made.
The brief explanation of the problem is that the team’s cultural diversity and lack of understanding for each other’s differences, demonstrates intense friction cohesiveness among members. To be more specific with regard to errors, such as; lack of understanding between Frank Waterhouse and Bill Loan about each others necessities and overall company performance. Bill does not want to encounter in solving the particular problems that the Zurich office having. Also, lack of communication between Frank Waterhouse and Bert Donaldson about what is expected from Bert, how can be better adjust to the culture, ways of solving friction between Bert and the team. Moreover, Bert does not able to see that his experience back in Cairo was significant success, yet, European culture and each countries customs differs. Bert’s problems can be identified as his stereotypes among countries use of titles and names, difference in perception of time, dress code, understanding of hierarchical organizations, use of humor and so forth. The biggest mistake what creates a disharmony in organization is again lack of communication and high egos of individuals.
As the problem is clearly stated in the case the solution is to understanding individual’s failures and establishing new organizational structure. Each of team members must face their deficiencies and must go on by