Using Gibb's Model

Description:

I am describing the situation of my first job in New Zealand. It was in OCS Company. I, my manger were involved in this. It happened during the second day of my job at OCS. One day, I forget to clean few washrooms which were made separate from that location and that organisation complained about it to my manager.

Feelings:

When I got to know that they complained me then I became nervous and panic and thought that they will charge a fine from me and they deduct my salary also.

But, when I went to meet my manager, I found he talked with me in a very gentle tone and asked me not to worry. I feel relaxed and comfortable and admired the cooperative nature of my manager.

Evaluation:

I felt bad because it was my second day of job and I did not want to do anything wrong. Due to being new into New Zealand's work environment I commit that mistake.

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But, when my manager noticed that I was nervous and stressed. He asked me not to wrong as he understand that everything is new for me. This is good what I feel there.

Analysis:

This situation happened because I am new in a different culture and would take time to adapt. Different culture and different environment has made a difference. Ocs provided me training and then they give me a site to clean. As I never did any job in my past became the reason behind my carelessness.

Conclusion:

To conclude, I can say that we do not need to worry of being in new culture as everyone is good if we do not make mistake again and again. We should determine about work and try to learn new things. As my Manager advised me to do work carefully and check whether the work is completed or not and if I find anything hard then I can call him anytime and ask for help. This gives me sense of understanding to handle the situation.

Action plan:

After that day, I always note whole locations that how many rooms, kitchens and washroom do I have to clean and conform again that all from my manager also. I do this because I do not want to put myself again is such situation as they give me wages and I value them.

Hofstede's cultural Insights

Hofstede cultural theory is used to describe six dimensions on the basis of them cultural values, beliefs, regulations, policies can be described. These six dimensions are Power Distance, Indulgence, Uncertainty Avoidance, Long term Orientation, Masculinity and Individualism. My interaction at workplace matches with Power distance dimension.

This dimension deals with the fact that all individuals in societies are not equal. it expresses the attitude of the culture towards these inequalities amongst us. Power Distance is defined as the extent to which the less powerful members of institutions and organisation within a country expect and accept that power is distributed unequally (Hofstede, n.d., para.3 ).

Culture in defined as the collective mental programming of the human mind which distinguishes one group of people from another. These dimensions explain on the basis of which intercultural and organizational culture challenge are solved by utilizing effective and proven framework. When I interact with my manger after doing mistake and I get impressed from his behavior. as this does not happen in my home country(Indian)as power distance rate is 77%.

This dimension indicates an appreciation for hierarchy and a top down structure in society and organisation. But in New Zealand this rate is only 22%.which is very low. Here organisation follows hierarchy of establishing for convenience supervisors are always accessible and managers rely on individual employees and teams for their expertise.

Both managers and employees expect to be consulted and information is shared frequently. At the same time, communication is informal, direct and participative. I like this culture very much because I love to do work is such environment where there is value for person and respect for one another.

Biculturalism

It is world's largest privately owned facilities management services company with over 4,000 people working with them across New Zealand. It offers a wide range of opportunities for people with the right drive, experience and ambition. OCS is trusted by over 20,000 clients around the globe to deliver essential and sustainable facilities management services, 24 hours a day.ocs provide various type of services cleaning, security, catering, passenger assistance and aviation support, facilities management, electrical testing and compliance, grounds maintenance, pest control, waste management and recycling, washroom and hygiene, front of house, reception and concierge( OCS, n.d. para.1).

Biculturalism is where there are staff from two different cultures working together in an organisation. The Policies and work method needs many modification when different culture make it within business. Organization requirements to frame its policy in such a way that it serves the interest of both the cultures established within an society. Some of the areas in which changes are necessary in achievement of an organization can be listed as under.

All information Maori as well as New Zealand language Maori symbol same in order described by using Maori cultural sign. It offers equal job opportunity for New Zealanders and Maori People administration working way and work system and regulations should have been designed in such a way that it serves both the cultures equally.

Both of the cultures get equal working rights and opportunities, there should be no discrimination done on the above specified basis. The communication channel in an organization where two cultures prevail should be such that it is understandable by both the culture a common way of communication should be preferred to which every employee can respond and bond.