Leadership - Gibbs Reflective Cycle

Leadership - Gibbs Reflective Cycle

Leadership - Gibbs Reflective Cycle

Introduction

The aim of this essay is to critically analyze the transcultural ethical problem faced in the organization through Gibbs reflective cycle. It is one of the best methods to understand a situation with the help of six areas that starts with description, feelings, evaluation, analysis, action and conclusion. It is an iterative model and was developed by Graham Gibbs in 1998. It was used to understand the situation at work. Here it will be used to analyze the work situation of an Indian company who is soon going to get converted as an MNC. 

 

Description

Multinational corporate managers have to face a lot of problems due to diverse culture. They find it hard to manage their subordinates due to lack of cultural understanding. Many times it is seen that such conflicts get easily resolved by understanding the culture and working style of the people but in this scenario things are different. Let us suppose I acquired MNC which has a practice of guaranteeing a job to employee’s children once they grow up. This type of policy and work culture indicates that the company values the moral concerns and due to this concept it gives offers opportunities to the employee’s family. But since the company has been acquired by an MNC now it has to prohibit the policy of hiring family members of the employees. 

 

Feelings

After understanding the situation at the company I realized that some MNC rules cannot be applied to all the geographical regions across the world. Being the Indian manager of the company I will have to face the tension of changing the rules and norms of the company which were abided by all the people of the company since it was established in the market. Changing the entire look and feel of the company by imposing new laws and policies will destroy the crux of the company. I was really disheartened and disappointed to know that I will not be able to give employment to the family members of the employees anymore. 

 

Evaluation

During the evaluation process, I came across both positive and negative things. Transcultural ethics was changing the business scenario of the people at the same time creating tension and stress in the mind of people who think adopting this concept will demean their superiority over the others. I think trans-culture ethics must be followed in every company all across the globe keeping in mind the moral considerations. The experience did not end well on the company’s part as the organization prohibited hiring of the employee’s family members but this case helped me in understanding that transcultural have the power it can make or break the company. 

Analysis

I feel that the organization must train the managers such that they understand historic, social, cultural, political forces that have direct and indirect influence over the business. It is often seen as in this case that American managers will never understand the importance of local people and always keep their culture and norms on superiority irrespective of the need of the hour. It was also analyzed through the example that managers fail to communicate about the personal and organizational commitment to the employees of the organization. It is seen that the values of both the MNC and employees overlap creating a situation of conflict. Conflicts only create nuisance in the organization making it hard for the employees to work willingly. According to me the lesser the conflicts there will be more chances of the organization to flourish itself in the business market. I think all the managers must try to adopt transcode ethics at the workplace. Form the instance, I learnt that transcultural play an important role even to run a business. Creating abound with such a diverse group of people is more difficult it will require certain approach by which the managers can communicate and express the vision and mission of the company for which it is established. Transcultural ethical conflicts are common in companies that are hired by some MNC’s. I believe that local practices must not be prohibited due to new policies. As it may hurt the sentiments of the local people who are working for a long time with the company and treat it as their second home.

 

Conclusion

Through the reflective learning process, I understood that in order to run the company successfully, it is important to bridge the gap between a diverse group of people. It can only happen if all the member of the organization come ahead and adopt us versus them approach to lessen down the conflicts and tension which may arise due to various groups of people having different perception to look at the things. It is important to understand the fact that the policies and strategies of the company must be such that it does not affect a group of people in the organization. An equal opportunity must be given to all the employees instead of being biased with the employee who is of the same race as that of the manger. I think the organization whether it’s a medium-sized company or an MNC must put moral considerations at first priority. According to me, the managers need to understand that some local practices must not be removed as it will only bring stress and tension at the workplace. 

Action plan

In my opinion, local practices must be taken into consideration when there is a conflict between local and corporate values. Because a sudden change can make the local employees feel rejected and may bring negativity to the workplace. For a successful MNC, it is very important to minimize transcultural ethical conflicts in the organization. I think the higher authority members of the organization must try to reduce the tension of the employees who used to follow the cultural practices which now seems to be opposed by the organizational ones. I think the best way is to adopt trans- cultural code of ethics in the organization. It will not only help in gaining the participation of a large number of employee in the organization. 

 

 

 

 

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