SOCO METAL CASE
Case Discussion Questions
Question 1
Mr. Bernard did quickly accept a contract that needed the firm to never achieve high-volume production before, but from his cultural perspective, workers were unable to complete the target production on time. Reasons for this perception was his previous experience, which showed him that even after doing quick calculations and precise flowcharts the higher production still will not be attained by the company. The nature and style of Mr. Bernard was the biggest hindrance in his way to reach the higher level of the hierarchy, he had negative tendencies, poor communication skills, and arrogance. Mr Bernard did not believe in having to see others working hard and achieving better. He didn’t want to give his employees the chance to prove themselves instead, he had no faith. He degraded the matter before it was even tried.
His behavior was extremely negative even after studying from one of the famous engineering schools in France and graduating from the Central University of Paris. He also had a strong family background; they lived in one of Marseille’s best places. The job of Mr. Bernard was to send several flowcharts in certain duration back to France and regulate the exact time and date. However, he had not reached milestones like his family and that too was because of his arrogant attitude.
Mr. Bernard thinks in a negative way. He has a number of underlying cultural assumptions, the first one is that Africans are commonly not good performers and will not be able to let the organization gain profit in the long run. A person with such a negative pattern of thinking can never achieve a good position in any aspect of his life (Paul & Elder, 2013). A person who doesn’t want to find positivity n his life and doesn’t want to take the high road is always tangled up in a mess. This was the main reason he declined the proposal of N’Diaye, he strongly believed that higher productivity is impossible to be achieved which clearly shows how he wasn’t ready to put more efforts. Another cultural assumption of Mr. Bernard is that he views the whole of Africa from the same lens, he generalized them based on the common perception, and he believed that they all have the same culture. He also believed that they will not work any harder and will only take the money.
All his assumptions are quite different from the Diop and N’Diaye’s basic assumptions as they believed that Senegalese are restricted to perform in an exemplary manner if the proposed rise of pay is applied. For instance, N’Diaye is quite assured regarding the increased production by the employees that he is even ready to become a guarantor. By applying the wage increase method, they did not achieve a higher production rate but Mr. Bernard thought the decision was absurd and that it made the organization look weak. Another significant difference between their assumptions is that Diop and N’Diaye’s arguments are based on the bases of what people value, want, and know and not the physical or political boundaries or the common perceptions or the world views. N’Diaye and Diop believed in testing new strategies whereas Mr. Bernard wanted to stick to the pre-existing rules.
Question 2
As Mr Bernard’s boss, that is, if I had been the managing director of the firm, my first action would be to completely analyze all the aspects of the current situation of the firm. After the complete examination, I will stand with the local Diop due to the fact that he knows the best way to make the company move forward and can highlight the points which can make a difference in the overall position of the firm. He is a local man and his background states that he will not damage the financial position of the firm (Bernard, Mairet, & Chachuat, 2015).
As the managing director, I would strictly advice Mr. Bernard to reconsider his choices and be more open to other’s opinion. I would ask him to depersonalize the situation and to alter his negative behavior because that is not how a firm works. I will let him know that his arrogant and negative attitude will not be accepted and that his actions will be monitored. As my duty is to manage the situations, I will clearly explain it to Mr. Brenard that his arrogance won’t create a hurdle for us but only for him. As a team work is supposed to be done together and dealt with intelligence. In order to convince him, I might as well set up a deal with him that will assure the progress of the plan and that how the plan will be documented.
I will ask Mr. Bernard to examine N’Diaye as he is a model employee of the firm, providing colleagues with other concerns and responsibilities, he makes himself available even at the time of professional or personal difficulties, and he has always proved that he can never oppose the firm, he is a role model for everyone. He supports the company in times of difficulties. His belonging to the ruling tribe family is another point which goes in his favor; a man like him will never set a bad example in front of other people.
This way he will be able to walk out of his arrogance and give people a chance. As General Manager, I will use the ability of Mr. Bernard’s to organize production in numerous flow charts, maintain desk work, and assign it as the company’s reporting agency. As or Diop, I will ask him to maintain and govern the production processes.
Question 3
Reward system is a cultural phenomenon since reward can be utilized to endorse a specified cultural subject. For instance, if individuals used to labor for four hours and a supervisor want to adjust their working culture such that workers will work for 6 hours, he or she will just present the reward system such that those who want more money will work extra hours. The reward can along these lines be utilized to present a new culture or fortify the current culture.
Reward Systems are worried about two significant issues: execution and prizes. Execution incorporates characterizing and assessing the execution and giving workers criticism. Prizes incorporate reward, pay builds advancements, stock credits, and bonuses (Motooka, 2013). On the off chance that Senegal required a prize framework, we would need to take a gander at how organizations work here. It is critical to comprehend what the economy and business life is in Senegal. Having a reward framework in Senegal requires having representatives who are eager to try sincerely and need the organization to succeed.
Baum et al. (2010) did broad research on business in Africa and found the accompanying: Social systems don’t profit all similarly. Since they advance the very much associated as opposed to the most qualified, they make it difficult for newcomers to enter a market. Being excessively implanted in a lot of relational connections has inconveniences since it diminishes the capacity of brokers to arrive at outer assets, for example, remote colleagues of an alternate ethnic or strict foundation. If Senegal needs to seek after a prize framework they should guarantee they keep workers and remunerate them suitably. In late information found on Senegal, the joblessness rate was 15.70 percent. Senegal relies intensely upon remote help however needs inspired laborers in their nation of origin.
The individuals who work for human administrations associations frequently do as such to positively affect others’ lives (Pines, 2017). Notwithstanding a reward or increase in salary, consider making a prizes framework that perceives solid representative presentation and accomplishment through acknowledgment and commendation. I would make a domain that acclaims the individuals who continually perform at their best every day to help the individuals in the network. The reward system would include content that that the employees are looking for, something that will interest them so that they work harder for it. I would push the workers to work with passion and would appreciate them.
The reward system will demand hard workers and will offer a friendly environment, not a threat based system where the bosses will pressure the workers and instill fear in them. Advance a work environment condition of acknowledgment and applause by featuring worker accomplishments in the association’s bulletin. Urge the board to set aside an effort to perceive the individuals who have had any kind of effect in your association.
I would try not to remove a worker reward program to rebuff representatives on the off chance that they neglect to satisfy authoritative guidelines. Removing prizes will just motivation threatening vibe and increment turnover.
References
Baum, S., Kendall, E., Muenchberger, H., Gudes, O., & Yigitcanlar, T. (2010). Pofessional Practice and Innovation: Geographical Information Systems: An Effective Planning and Decision-Making Platform for Community Health Coalitions in Australia. Health Information Management Journal, 39(3), 28-33.
Bernard, O., Mairet, F., & Chachuat, B. (2015). Modelling of microalgae culture systems with applications to control and optimization. In Microalgae Biotechnology (pp. 59-87). Springer, Cham.
Paul, R., & Elder, L. (2013). Critical thinking: Tools for taking charge of your professional and personal life. Pearson Education.
Pines, A. M. (2017). Burnout: An existential perspective. In Professional burnout (pp. 33-51). Routledge.
