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2.3 CASE STUDY: UNIVERSAL VALUES2issues may arise in which those from the collectivism culture are offended that their counterparts have no interest in mixing work life with social life and may feel stressed in maintaining harmony within the group as they are not able to bond on a personal level. In addition, the collectivist may be reluctant to challenge the individualist or voice their opinions and therefore hinder the project by not speaking up. Gender differences can show up when individuals from a masculine country and feministic country work together. The masculine country associates’ man with power, and control. Whereas those from a feministic society such as Costa Rica or Norway have a lower level or gender discrimination and treat each individual equally. In this instance, thefeminine team members will need to be patient and at the same time assertive while those from the masculine countries will need to work on being modest and show humility (Binder, 2007, Chapter 1) . The second value orientation relates to the family and lends to relationship patterns of individual, collateral and liner. In the individual pattern, the family bond is limited to the individual where as the linear pattern extends its family relationships to encompass distant living relatives and important ancestors. The collateral pattern is signified by extremely close family bonds. When working on aviation projects, individuals from a high context culture will find it relatively easy to enter a low-context culture group as the goal is accomplishing a task rather than forming long-lasting relationships. On the flip side, project members entering a high-contextsituation will find it difficult to be accepted as the high-context members have formed close relationships and are reluctant to let outsiders in. Also, members from a high-context culture will forgo working longer hours or committing weekends to work tasks out of commitment to their family and the values they hold on those relationships.