LA498 3

Make initial post based on case study and directions provided. Please respond to posts provided. There will be 3 posts total. Complete within 6 hours of agreement but preferably as soon as possible. No plagiarism and follow all directions.

Case study: G2Q is a multinational company specializing in the commodification of water. In response to company shareholders’ demands for higher revenue, the company has adopted increasingly aggressive practices in its quest to acquire controlling rights to regional water resources around the globe. As part of that initiative, the company secretly proposed a profit-sharing agreement with some local leaders in a South Pacific location in exchange for the right to divert more surface and spring water to expand their bottled water production. This has resulted in local protests and work slowdowns at the local plant, which in turn decreased productivity and financial losses.

In an attempt to return to profitability, G2Q brought in managers from company headquarters to displace indigenous people previously hired in supervisory and leadership roles. None of the incoming managers speak the local language, and most complain about what they consider to be substandard living and working conditions.

Most of the employees are members of ethnic minorities from the host country with distinct differences in cultural norms and language preferences. For example, some behave as though they speak no English, while others refuse to make eye contact with managers. Still others appear to agree with everything managers say, then ignore their directions.

One former manager who quit, married a local, and lives in a nearby village has advised the incoming managers that “things are done differently over here” and cautions them against rushing to judgment. That presents a dilemma, as the company CEO has promised all managers a sizeable bonus if the plant regains its formerly profitable status within two years. Otherwise, the company will close down that location, firing the managers and leaving hundreds of people with little hope of finding other employment.

Directions for initial post:

Based on the results, brainstorm possible strategies to strengthen workplace harmony and improve performance:

Short-term actionsLong-term strategies and policy recommendationsHow will you measure success?

Respond:

Short-term actions

There are several things that could immediately be done to attempt to fix the problem. 

Immediate mandatory cultural immersion for the new managers funded by the company and taught by the locals. This provides income to locals and embraces their societal norms. Initiate zero tolerance for intergroup conflict and enforce it.  In the future demand corporate oversight to scrutinize all decisions for ethnic soundness. Initiate dialogue with the workers to make sure that the cultural sensitivity of water and its distribution is addressed.  Make sure that the local populous is not suffering for lack of a vital resource. Blatant disregard for cultural norms has upset the indigenous population. 

Long-term strategies and policy recommendations

Address profit sharing for the entire workforce, not just the in-group of leaders.  This is supported by the utilitarian ethical theory and is the morally correct thing to do.  A worker can see that he will get an annual kick back based on productivity from the highest to the lowest level he generally will work to achieve that goal.Initiate diversity training.  Set up a program in country for the new hires from abroad to become integrated into the culture and language and customs of the environment in which they now find themselves. Set up a training program for the workers to rotate to the company headquarters as for corporate indoctrination on the policies, principles and strategy of increased production and the positive outcome that this will bring to the local population. Promote locals into positions of management and send in a team from the corporate to provide direction and guidance on corporate policies and procedures.  Once again comingle foreign and local managers. Provide an incentive to learn the language of the locals for the employee and the family. Provide the same incentive to the locals to become fluent in the language of the business.

How will you measure success?

Give the situation 2 years and review with the local workers every 90 days the progress and address any pitfalls still requiring concentration.   Give the ownership of the problem to the people.  Explain that if there is not an increase in productivity then the company will close the site and move elsewhere. Change is inevitable either for more or less money or new management or realignment of workers.  A cross-cultural sensitivity approach is the key.  Kantian ethics apply.  Put yourself in the other’s shoes and then try to decide what you would be best.

Respond:

Looking at a fellow classmate's post from the previous post I think there are some good strategies to strengthen workplace harmony and improve performance. Alice Ann Drewki had the solution from the first thread to get an “annual kick back based on productivity from the highest to the lowest level worker”.  You had some good ideas in your issue thread as well. Going off those points, I think we can come up with some good strategies. First, we need to know what can be done to help change the locals’ perception of the company. Knowing this can get the ball rolling with short/long term goals. You also had an idea about getting management involved with the employees with social activities. A company cookout would be a good social event in a relaxed atmosphere, one step up would be allowing family members to join as well. If they want to measure success levels having individual evaluations or reviews, could prove more successful. It’s not just the employees that need focus on, though, the managers need to attend mandatory culture and diversity classes. The local leaders could call for monthly community meetings with leaders of G2Q. Collaborating to find positive solutions for both sides, at a minimum become more comfortable with each other.