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Copy of West indies yacht club resort (WIYCR)

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by

Ifrah Harun

on 3 July 2014

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Transcript of Copy of West indies yacht club resort (WIYCR)

West Indies Yacht Club Resort (WIYCR)
Body
Conclusion
When Cultures Collide
Ayushmaan Datta
Cathy Wong
Elisabetta Sorrentino
Jessica Min Ho
Wong Sharon Cheuk Yan

Agenda
Cultural differences according to Hofstede’s theory
Problems faced by WIYCR
Short-term and long-term solutions
Timeline and action plan
Recommendation

Justification

agenda

Low Employee Motivation

Retrieved from: Stroud, S. M. (2006). Effects of team building activities on group climate and cohesion

Justification

Team building workshops for expatriates and local staff

Team building workshops

Training Workshop for Employees

A Comprehensive Training Program for both Managers and Employees


SOLUTION #2

Solutions that can be adopted in order to decrease or eliminate the problems faced

solutions

Closer look at the challenges faced by WIYCR

problems

Cultural Differences according to the Hofstede’s cultural dimensions

Cultural differences

Expatriates and local staff bonding together

After work gatherings

Fostering relationship between local workers and managers

Team building workshops
After-work informal gatherings

Solution #3

Expected Results

A Comprehensive Training Program for both Managers and Employees


SOLUTION #1

Cultural collision

Ayushmaan Datta
Cathy Wong
Elisabetta Sorrentino
Jessica Min Ho
Wong Sharon Cheuk Yan

WHEN CULTURES COLLIDE

West indies yacht club resort (WIYCR)

Managers
find out a more suitable management style

Boost interaction between expatriates and locals


Justification

Focus on the British Virgin Island culture and management skills to adjust management style to suit local employees.

Existing Managers working in the WIYCR

New Managers before they come to BVI

Training Workshop for Managers

Increasing Number of Guest Complaints

Forge friendship

Local staff are collectivist
Treasure relationships
Encourage them to build friendship with the expatriates

Enhance mutual understanding

Voice out complaints and problems

Expatriates: realize the problems
Local staff: understand managers’ requirements

Problems:
Low employee motivation , High expatriate turnover

Justification

3 Expatriate Waterfront Directors and
3 Expatriate Food and Beverage Directors Resigned

Difficult to Manage and Adapt

No Planning

No Commitment

No Enthusiasm

Local Staff

High Expatriate Turnover

Value Relationship
More Than Promotions

Seek Career Advancement

Lazy

Work Hard

Collectivism

Individualism

Local Employees

Expatriate Managers

Tension Between Expatriate Managers and Local Staff

INDIVIDUALISM

Self-reliant and display initiative
Focus on achievements/family

COLLECTIVISM

Emphasis on relationships/group
Trust, loyalty and networking is essential

MASCULINITY

Focus on achievements, money, promotions and career

FEMININITY

Avoid hard-work
Not motivated by money/achievement

UNCERTAINTY AVOIDANCE (LOW)

Risk- taking
Strive for achievements
Less emotionally expressive

UNCERTAINTY AVOIDANCE (HIGH)

Strong need for rules
Unwilling to take risk and responsibility

POWER DISTANCE (LOW)

Frequent communication
Managers rely on employees/teams

POWER DISTANCE (HIGH)

Informal relationships
Accept inequalities in power distribution

EXPATRIATE STAFF

LOCAL STAFF

Cultural differences
Full transcript