March 28, 2011
Gung-Ho And Work place: How Never to Manage
Phase 1 of James C. McCroskey's " Organizational Interaction for Survival” states that " a lot of people believe ‘competent communication' is definitely ‘competent communication' no matter where it truly is practiced”. (1) I believe this to be entirely untrue. Subordinate to subordinate communication differs greatly via subordinate to supervisor communication. As is authentic for different ethnicities communicating. In the movies " Business office Space” and " Gung-Ho” we see two different operate places with different management models, different office culture, different everything. They both are related in the way that they can feature a conflict between management and the staff. While equally feature a style for the dramatic (obvious considering they are movies for entertainment not really factual purposes) they equally do offer a semi-realistic work place, perfect to analyze for this course. Both characteristic management styles and more specific styles of management straight away of our book. I believe both equally movies are a crash course in how NOT to manage your employees. Film production company " Gung-Ho” Is about a Japanese firm that purchases a manufacturing plant in an American town. Japan send all their management to make the factory about their criteria. There is a serious culture collide made worse by stereotypical American employees plus the stereotypical Japanese people bosses. The book declares when " organizations branch into fresh cultures trying to make points work the way they do in their home traditions. They nearly always fail. ” (142) the movie gives several instances of the dangers of poor intercultural communication and organizational interaction. The Japanese make use of a Theory By management design, in our book, McGregor's Theory X administration style is definitely described as, " assum(ing) most people had very little capacity for creativeness in problem solving, most workers needed to be closesly controlled and quite often coerced to achieve goals, job was innately distasteful to the majority of people, most of the people were not focused and had very little desire for responsibility”. In the movie the character Oishi Kazihiro is a moderate innovator placed under the watchful vision of his boss's nephew. Unfortunately pertaining to Oishi as well as the americans, his boss is a Task leader and supervision has very little concern to get the American way of life. The Japanese workplace lifestyle (atleast according to this movie) has no moment for personal associations or whatever other than completing tasks. Japan decide to use an American liaison called Hunt Stevenson to get everyone up to date on the new way of carrying out things. Look is a social leader. The of management from level to level causes a lot of miscommunications and issues. The work leader executives demand the Americans perform many things they were never expected to do ahead of and give them little leeway. One worker can't also leave job early for taking his son to obtain his tonsils removed. When the executives usually are happy Oishi (the average leader) endeavors to let Look know the People in the usa must work harder. Hunt asks for bonus, if they can produce 12-15, 000 automobiles in a month he asks for a pay raise. Oishi agrees. The semi-lazy with this point fed up Americans will be discouraged on the amount they need to produce for a raise, Quest attempts to get them to work harder simply by lying and saying 13, 000 vehicles still gives them a split raise. Most of the movie you can clearly see whether it is Western or American workplace tradition that is flawed depending on the situation, this is a great example of when Hunt, seeking to be a sociable leader and thus too much of an associate to his employees rather than stern leader is the one causing complications. Hunt placed more value in friendship within the work place; this caused him to end up getting his friends in to trouble at work. Oishi wonderful bosses located all benefit on work and completely none on personal or social lives. This motion picture offers contrary ends from the spectrum, in...
Cited: McCroskey C., David Organizational Interaction for Endurance: Making Operate, Work next ed. Richmond, Virginia: Pearson Education, 2009