Cross-Culture Analysis on “Outsourced”

Due to westernern Noveltys Outsourcing scheme, Todd Anderson is sent to India. Upon arrival, Todd has completely no fancy of what territory he is stepping into. With the lack of cognizance of the Indian socialization, he root waterfall victim to a taxi drivers trickery, has to literally hop on a train and although he is offered a seat on the rout out-packed train trucking rig by a boy, more everyplace in return he has to offer up his lap for the boy to sit on. On first sight, Todd experienced a market-gardening go against from the manifest culture of India (Sathe, 1985) that attacked his master core and starts to form judgments rough this manifestly dirty and primitive country.The initial march with a new culture gives spunkmon to heathen differences and Todd finds himself struggling with them. This is the result of the differences in ethnical belongingss. The first dimension spread abroad apart India and Todd, would be Collectivism versus Individualism. Individu alism refers to how everyplace such(prenominal)(prenominal) a person is self-centered and dislodge from control Collectivism refers to how the overall gatherings interest is couchd preceding(prenominal) an individual. (Hofstede, 1980) utilize win from the GLOBE project, India scores a high 5. 92, much high than the USAs score of 4. 5 on the state-controlled scale where higher(prenominal) refers to more than socialisticic. (Ho handling et al. 2004) Todd, originating from the US, is characterized as an employee who only has to cephalalgia nearly himself, does non involve himself with new(prenominal)(a) employees. In the first scene, employees from the US set about a truly big parkland soldier space to themselves and the boss Dave has an horizontal more private enclosure. The office space reflects the culture of individualism from the US. However, in India, we see that employees act with each other more frequently, much(prenominal)(prenominal) as Asha helping o ut with employees and small desks for closer operative conditions.Even the executive programs desk lacked privacy due to the abstracted glass, which Todd makes a big fuss about and memorialiseed closeness amid the employer and employees. It is appargonnt that the employees in India take for a more collectivistic merged culture and this affected Todds individualistic values and beliefs. However, later in the film, Todds individualistic personality easily evolves into a collectivistic one as he immerses himself into Indias culture and intensifyd his leading expressive style.This coming into courted during the incident when there was flooding, Todd and the staff members invented unitedly as a team and Todd even asked his neighbour to help with the cater connections to emolument the groups goal. What Todd went by during his assiduousness in Indias culture is mobiliseed master(a) kindlyization (Berger & Luckman, 1967) where he learned Indias culture with living w ith Puros Aunt and socializing with the locals. Without the miscellany in Todd from an individualist to a collectivist, the business could non have been as motivated or productive or progress tod its goal.Power keep is the extent to which business loss leader is anisometricly distributed in a collective. A higher forefinger distance score reflects high unequal distribution of power. From the GLOBE scores India has a higher power distance than the US (India = 5. 47 US = 4. 88) (House et al. 2004). In the film, the Indian employees show a high power distance because they treat their superiors with respect. This could be seen in the actions of Puro. When he was reprimanded for the first time, he did not end up in an thoroughgoing debate with Todd regarding the high level of the MPI.On the sanction incident, when he was scolded, he was very apologetic and was thoughtful to bring denude food for Todd. This showed Puros deep awe for the leader of the office. Another example w as how the employees did not ask about better operative conditions and accepted whatever Todd had dictated on them from the start until much later. However, when comp ared with the way Todd duologue to Dave, the barrier amid him and the superior is thin. Todd jackpot express his thoughts and freely rebut Dave with his avouch opinions such as calling Dave embodied slimeball, arguing over the MPI or the despatch of participation products.The language used through the communication between Dave and Todd sounds too episodic to represent a high power distance. The impact power distance had on Todd was great because he had to change his occasional(a) methods, as seen during the accent classes, to exerting his leading on the employees. However, the Power Distance between Todd and Dave did not change. The humane orientation of India ranks much higer than the US according to GLOBE project (India = 4. 57 US = 4. 17) (House et al. 004) The business in India does show a more humane s tyle of working such as Asha compassionate for the employees, Puro caring Todd by taking him into his family mobilize and even caring for his well-being such as obstetrical delivery him clean food. This dimension too affected the business when Todd eventually changes his style of leadership. His humane orientation changes from a negative, sulky managing director who lashes out at every opportunity he stack to a more encouraging bus who becomes a positive influence to the employees.However, passim the film we see that Dave does not search to care about the employees in India or even those who were outsourced right from the start. The carefree lecture he used when he cute to fire his US employees tell us that he was more interested in cutting the costs of employment and his situation as boss rather that the futures of the employees. This wedged the business in India later when he continued to cut costs nurture by bringing the business to China. Additionally, Dave keeps b ossing and push button Todd around, first sending him to India, giving him a hard time over his scram and even tried to send him to China.We have already established that India tends towards a collectivist culture and the US an individualist culture. Hence, unalike dimensions go out require incompatible motivational and leadership patterns. An individualist culture has two the employee and employer onerous to make communal decisions that will benefit both parties, while in the collectivist culture, the reliance on the leader to have the whole group gnarly is much greater. (Thomas, 2003) The cultural dimensions of India affects the way things are done in the corporate Indian office and Todd has to see them.Earley (1993) as well turn up a relationship that collectivist cultures would show more work motivation and productivity. Using Vrooms needal scheme, there lies a central theme of prevision possible action. From there we can identify different motivational fixingss i n the film. Expectancy guess is based on of deciding how much parturiency should be hurl into a job for an outcome. The process of Expectancy Theory has 3 fates elbow grease, Performance and Outcome. Among these 3 atoms, there are 2 expectancies.First is the Effort to Performance foretaste that is the belief whether do effort will lead to an pass judgment success. The moment is the Performance to Output expectancy that is how much value of the reward of the outcome. (Vroom, 1964) What the expectancies convey is that if a person believes that a certain(a) functioning will lead to a desired outcome, they will then stimulant effort that will produce the inevitable performance to pass the outcome. In the ticker of the film, this theory can be apply when Todd decided to introduce an fillip broadcast for employees.The programme allowed employee discounts for western novelty products. Additionally, as part of the motivational process, he gave an statute that whoever im proves the Minutes Per Incident (MPI) for the day would get their pick on merchandises from their outmatch sellers of their products. This is the work of Expectancy theory taking repose with the new incentive programme, the employees clearly hunch what performance will lead to a desired outcome, hence they will instinctively put in effort to come across the performance required.Whereas for Todd, his outcome is to leave India and the performance is to bring the MPI to 6. 0. Hence his effort component will require him to comply with the collectivist culture of the Indian branch to achieve the outcome. Thus we see that their performance component to achieve a 6. 0 MPI is the said(prenominal), their effort and outcomes are different because of differing roles, and individual goals. These differing roles and goals can be attributed to the differing individual invites. We can likewise apply Herzbergs Motivation-Hygiene Theory to the film.His theory suggests that satisfaction and d issatisfaction are two divide dimensions instead of two extremes of one dimension. (Herzberg , 1968) His hygienics factors refer to external factors such as factors outside an employees job that influences him. These are dissatisfiers conditions if they are present, the worker is neutral but if scatterbrained, the worker will be dissatisfied. In the film, aft(prenominal) the Day of set apart, Todd ack right offledges his mistake of trying to run the Indian branch as an American office and asks how he could change the way the office is run.Suggestions include bringing family pictures to work, allowing them to bring what they ask to the office as long as it doesnt get in the way of work, and wear whatever they demand to work including ethnic clothing. We can tell from the employees faces that without proper working conditions, they were dissatisfiers to their productivity and after Todd had acknowledged change, it put a grin to their faces. For Todds position, when he first a rrived in India, the working conditions were a total dissatisfier because the working conditions were different from his usual ones, especially because the p strengthen was in a rural lace and even animals were in the office. The culture shock resulted in him becoming difficult in the workplace such as criticise Puro a few times. However, later on in the film, other hygiene factors such as the build up in relationships between the characters helped overpowered his original hygiene factors. The second factor from Herzberg is the Motivation factor that is innate in nature. These include interesting work, righteousness or life history advancement. If they are present, the worker will be satisfied, but if absent the worker remains neutral.Asha did not want to sign up for the incentive programme, and from her other actions and words, we can assume that her motivational factor was the work itself, or a career advancement when she took the initiative to act as supervisory program on t he Day of Holy and acting as a supervisor when they setup the office on the roof. Todd also promoted her to be the future assistant call manager. For Todd, it was after the Day of Holy where he became motivated to take on the argufy and responsibility of the business. We can also use McClellands in condition(p) necessitys Theory, to severalize other motivational differences between the characters.The Learned Need Theory states that there is tierce major ingests that influences peoples behaviour read for achievement, power and affiliation. (McClelland, 1966, 1985) The need for achievement relates to individuals who want success or failure. This can be identified with Dave whos only concern was himself, maximize the comp any(prenominal)s profits by outsourcing the terminal cost possible services and neglecting the benefits of others. This need for achievement can also be identified in Todd when he first arrives and is only concerned about himself and forcing the MPI raven to 6. 0.However, he then realized that to achieve this, he has to had establish a time-honoured presence in the company which is the second need in the Learned Need Theory. The need for power relates to achieving reputation, and control over others. We might only see this through Todd in the later part of the movie whom starts to understand his position in India and makes the best of it by being the best manager possible and trying to win over the employees. But this was still done so that he can leave India when the MPI reaches 6. 0. So Todd achieves this by gaining respect from his subordinates by introducing an incentive programme.Todd knows that by introducing the programme, it will motivate him further. The need for affiliation relates to establishing relationships with others. This is seen in Asha who helps employees every now and then in the film. Ashas take are also different from other employees, as she does not want any of the incentives outlined by Todd. Rather she establ ishes relationships between herself, the employees, Puro and Todd. This need is also manifested in these deuce-ace characters because of the collectivistic corporate nature of the Indian branch.The relationship between the three characters deepens throughout the movie because they realized they were in the same boat and they had to achieve a common goal together, which becomes a shared need. To sum up, the film showed us how our recall dose, Todd, developed his cultural intelligence (CQ). The distinct cultural differences between India and US, the contract between Todd and Dave left the protagonist with the uncontested choice to stay put and that had in effect, supported his development of cultural intelligence.Todd had went through the stages of CQ development Reaction, Recognition, Accommodation, Assimilation and Proactivity (Thomas 2003) not only did he learn about and adapt to the new culture, he had also learned that he had to alter his corporate processes to make the busine ss work. At the end, when Dave recommended Todd to bring to China, he declined probably because Todd knew how hard it was to change and adapt to a new culture. References Berger, P. and Luckmann, T. (1967) The Social Construction of Reality. New York Doubleday. Earley, P. C. 1983) East meets West meets Mideast Further Explorations of Collectivistic and Individualistic run Groups, Academy of Management Journal, 36 (2), 319-48 Herzberg, F. 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