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Conflicts ruling in International Companies
The MA student from Lithuania of Kaunas Faculty of Humanities of Vilnius University conducts research into international culture management, based on G. Hofstede’s cultural classification model (power distance, uncertainty avoidance, individualism – collectivism, masculinity – femininity, longs term and short term orientation) which will help to identify conflicts in international companies. If you are interested, you can find more information about G. Hofstede and his research at www.geert-hofstede.com. The object of the thesis is Conflicts in International Companies. Please answers the questions below and share your opinion about this topic.
Rezultatai yra viešai prieinami
Numatoma atsakymo trukmė
apie 2 valandas
Your gender:
Female.
Male.
Your age:
20-25 years.
26-30 years.
31-40 years.
41-45 years.
46 and older.
You are:
Married.
Single.
Divorced.
Living with boyfriend/girlfriend.
Your education:
Secondary.
College.
Uncompleted higher.
Higher.
Your position:
Manager of the company.
Manager of inferior level or division.
Employee of the company.
Your working experience in the present company:
1 – 5 years.
5 – 10 years.
10 – 15 years.
15 – and more.
In which country is your company operating?
Countries with which your company is cooperating on international level
In which sector is your company working?
Service sector.
Agriculture sector.
Production sector.
Medicine sector.
Trade sector.
Catering sector.
Engineering sector.
Finance sector.
Of what nationalities are people working in your company?
How many employees are working in your company?
1 - 10 employees.
10 - 20 employees.
20 - 40 employees.
40 - 60 employees.
60 - 80 employees.
80 - 100 employees.
100 and more employees.
What is the percentage rate of men and women working in your company (100%)?
Is discrimination felt in your company?
Yes, very often.
Sometimes.
I think no.
I haven’t faced it.
What cultural differences determine the conflicts among employees mostly? (choose five variants)
Language.
Perception and planning of time.
Nature and habits.
Non-verbal communication.
Food likes.
Aesthetics.
Sense of humour.
Different attitude to work.
Traditions.
Competition.
How often do conflicts in your company arise?
Often.
Sometimes.
Rarely.
How conflicts are settled in your company?
Conflicts are solved by eliminating problems.
Conflicts are solved by ignoring them.
Conflicts are defused.
Persons involved are replaced.
Common higher goal is set.
How do conflicts affect your company? (only three variants of answers are possible)
Decreased turnover.
Reduced competitiveness of the company.
Worsened relations with external clients.
Negative microclimate in the company.
Constant turnover of the staff.
No effects.
Which form of motivation is most preferable to you? (choose five variants)
Bonus.
Increased salary.
Promotion.
Sending to various seminars, or to training and skill development courses.
Ordering to acquire further qualification.
Bought tickets to beauty salon, sports club, theatre, concert etc.
Better provision of facilities at the working place.
Granted priority while choosing appropriate time for vacation.
Additional rest days granted for the well done and timely work.
Granting the title of the best employee of the month.
What style of management is used in your company?
Autocratic.
Democratic.
Liberal.
Do managers and their subordinates have equal rights?
I think, yes.
No, don’t think so.
Is there a strict line drawn in communication between the manager of the company and his subordinate
I think, yes.
No, I don’t think so.
On your experience, please tell are the subordinates often afraid to disagree with their manager?
I think, yes.
Sometimes.
Yes, but only silently.
No, I don’t think so.
While making a decision, does the manager ask his subordinates to share their opinion?
Yes, always.
Sometimes.
No, never.
The controlling staff in your company constitutes:
Small proportion of all employees.
Large proportion of all employees.
Performance of work and effectiveness are achieved through:
Imperative management and careful supervision.
Management of consultative nature.
The manager usually makes decisions.
He solves all problems with his own efforts, basing on his own experience.
He discusses with his subordinates before making any decision.
He makes decisions jointly with his subordinates.
He makes decision considering the usual procedure and system.
He follows formal regulations.
Is information easily available both to managers and subordinates in your company?
All flows of information are managed by the manager only.
Information is available to the managers of separate divisions.
Information can be easily accessed not only by the managers.
Every employee can access all information.
Is white-collar work appreciated more then physical work?
I think, yes.
No, I don’t think so.
What is in your opinion the turnover of employees in your company?
Frequent.
Average.
Rare.
Would you leave your present company, if you were offered a higher salary elsewhere?
Yes, immediately.
I think, yes.
No, because the higher salary would not replace the staff of the present company.
I don’t think so, because every employee is provided with opportunity to acquire further qualificati
No, because of the well developed non-pecuniary motivation.
No.
Your work schedule is:
Free; the employee decides on his working time himself.
Flexible; it is important to perform tasks well and in due time.
Strictly set working hours.
Do you think installation of new technologies would improve the work results of your company?
Yes, it would improve significantly.
Would improve.
Not much effect would be made.
Employees can do it themselves.
No effect would be made at all.
The manager of the company pays more attention to:
Strategy.
Progress of work.
Your manager treats employee’s ambitions and abilities to manage:
Optimistically.
Pessimistically.
Can a smart employee who uses his common sense replace a specialist of particular field?
Yes.
Partially.
No.
Don’t know.
Employees do their work best:
In a group.
Individually.
Are family relations treated as an advantage when people are employed in your company?
I think, yes.
Partially.
No.
Relations between the employer and the employee are:
Based on morality and resembles relations between family members.
It is a business deal in the market.
What are employee’s obligations in your company?
I think they are insignificant.
I think they are significant.
Any employee who performs his work badly is:
Dismissed.
Another tasks is assigned to him.
The success of your company is related with:
Sharing of information, public obligations and establishment of unions.
Hiding of information, as well as hiding of public obligation and unions.
Do you feel much controlled by the managers?
Yes, always.
No.
Do you feel stress at work?
Yes.
Sometimes.
Never, it is not characteristic to me.
What is more emphasized by people in your company:
Persistence and aims of work.
Care and personal relations.
Which statement do you prefer?
I work to live.
I live to work.
What is in your opinion an ideal work?
Working with people who communicate with each other efficiently and voluntary.
Having possibility for climbing career ladder.
In your opinion, women in leading position give priority over:
Family.
Family and adjust their career matters accordingly.
Career.
Career and adjust family matters accordingly.
Successful managers having characteristics which are:
Masculine.
Both masculine and feminine.
Activity plans are made in your company:
For month.
For quarter.
For a year.
To achieve the ultimate result.
Is there any control system for supervision of monthly/quarter activity plans?
Yes.
No.
What measures are applied for non-performance of work in your company?
Employees are dismissed.
Salary is reduced.
Bonuses are not granted.
Aims are reconsidered and new plans are set
Which statement do you prefer?
People have to try living as evenly as possible.
Economic and social status of a person is determined by his capabilities.
Have you ever heard about G. Hofstede before?
Yes.
No.
Were you looking for information about G. Hostede while filling in this questionnaire?
Yes.
No.
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