1. Clinical Session on Projects, Spillovers and Leftovers of class
January 23, 2017

2. Clinical session
Overall objective: How can use the knowledge learnt in this class to approach issues by organizations and individual managers face in different cultural contexts.
Deep immersion into the countries and developing a sense of leadership and interpersonal styles that work there.
As a class, we learn about 5 different countries – 1 of them in immersion

3. Presentation Sections
Section I. Background information
Overview of the country, economic indicators, demographics and brief history
Cultural and institutional context analysis to provide a background for patterns of human behavior.
What are some of the challenges that international managers can face in this country?

4. Presentation Sections
Section II. Contextual analysis of styles
Leadership analysis in context: Select a famous leader in this context (can be a political, cultural or business leader) and analyze their leadership style. What makes this kind of leadership work in this context?
Developing skills for this context:
What kinds of communication skills do you think would work in this context?
What should foreign managers be aware of in terms of interpersonal skills in this country?
Popular culture analysis: In order to understand a society, one of the biggest recommendations made in theory is to connect with people about what they care about – especially in terms of popular culture. What are specific elements of popular culture are important in this country? How does this help us understand this country better?

5. Presentation Sections
Section III. Your conclusions and recommendations
Overall recommendations to international firms that are planning on managing in that country about organizational behavior specificities of that country that should be important when creating policies about that country
Overall recommendations to individuals who are planning to go and work in this country as an expatriate from Finland

6. Presentation Rules
Make an appointment as a group and come meet with me with your final slides tomorrow afternoon (Tuesday, January 24)
15 minutes presentation – 10 minutes of question and answers
Dress code – business formals
Slides should be posted online on assignment section before class
1 print out should be handed in class before the presentation

7. Project Report
8-10 page project report (not including any graphs, figures – in Appendix)
Times New Roman, font size 12, double spaced and 1 inch margin on all sides
Project report is due on the day of the presentations – please post them on Assignment section. No need for printed copies
Citation – all citation should be in APA style. Please note there will be severe consequences for any violation of academic code of conduct of the school

8. Exercise
Step 1. Individual exercise: Describe the Finnish culture as you have experienced it in 4 words
Step 2. With a partner in your group – share your 4 words and come up with 4 words between your 8 words that would best describe Finnish culture
Step 3. With your group discuss the words chosen in your partnership and come up with 4 words that would be representative of your group’s description of Finnish culture

9. Feedback Loop
Did any of your words get into the final words by the group?
How did your group resolve the conflict of choosing only 4 words from all the choices available?

10. Conflict Resolution
Conflict is a natural phenomenon, neither inherently good or bad, but there may be positive or negative outcomes.
Interpersonal conflict is unavoidable, but we can learn to manage it.
Conflict: A condition that exists anytime two or more people disagree.

11. Conflict Resolution General perceptions of conflict as “negative:”
Anger
Disagreement
Hostility
Threat
Anxiety
Competition
Tension
Violence
Destruction
Pain
War

12. Conflict Resolution Potential Productive Outcomes of Conflict:
Clarifying
Learning
Stimulating
Intimate
Courageous
Strengthening
Creative
Helpful
Enriching
Caring
Opportunity
Inclusive

13. Conflict Resolution
How do/did we learn our own styles of conflict management?
Role Models?
Family role models
Celebrity role models
Teachers/mentors/coaches
Media examples/role models

14. Personal Styles of Dealing with Conflict
Turtle (Avoidance)
Teddy Bear (Accommodation)
Shark (Domination)
Fox (Compromise)
Owl (Integration)

15. Conflict Resolution
It’s likely that a person employs more than one style, depending on the situation, but usually one style dominates.
Certain styles may be appropriate for certain situations.

16. Conflict Resolution
Managing conflict constructively depends in large measure on clear, open, and honest communication

17. Conflict Resolution Skills
Getting the facts
Active/Reflective Listening
Defusing/managing anger
Empathy skills
Cognitive restructuring
Negotiating outcomes

18. Active Listening Look at the person speaking Maintain an open mind
Pay attention
Ask questions
Repeat what the speaker says
Listen for the feelings of the speaker
Don’t: Interrupt, change the subject, make up your mind before the person finishes speaking

19. Roadblocks To Resolving Conflict
Clashing Egos - Styles Of Conflicts
Name calling
Sarcasm/Ridicule
Insulting
Threatening
Blaming
Inflexibility
Defensive body posturing/language

20. Organizational Politics: What is it? Is it a good thing?
Machiavellianism
Alternate approaches to politics – creative problem solving mechanisms to bridge differential interests

21. Understanding power dynamics of an organization
Identify the interdependence
Who has the resources
Whose compliance is needed
Whose cooperation is required
Identify sources of power
Sources of difference and possible conflict – identify differences in goals, styles, stakes
Broader context – factors that can lead to conflict or cooperation

22. Stress
What is it?
Impact?
Acute
Episodic
Chronic

23. Stress Causes Actions Occupational demands
Conflict between work and non-work
Ambiguity and uncertainty
Overload
Responsibility of others
Lack of social support
Individual actions – everyday and episodic
Organizational actions – support programs
Leadership actions – team processes

24. Identity and Authenticity
What happens when you need to conceal an identity?
Outcomes of inauthenticity:
Stress
Dissonance
Lowered performance
Health impact

25. Organizational Identity
Do people define by their organizational membership?
Who am I?
I am an employee of…
I am in the Department of…
I am a trade union leader in…
Outcomes of that
Greater job satisfaction and commitment
More helpful behaviors at work
Less employee turnover

26. Identity Issues in the Workplace
When identities collide:
Gendered expectations
A Muslim woman
A gay man
A disabled person
Others…
Specific ways of managing your ‘different’ identity?
Specific ways an organization manages diversity?

27. Emotions in the Workplace
Emotional labor
Emotional dissonance
Emotional intelligence
Mood vs Emotions
Display rules – do they vary by cultures?

28. Workplace behaviors Positive Negative
Organizational Citizenship – helping
Cooperating
Mentoring
Counseling
Cyberloafing
Bullying
Aggression
Theft
Incivility
Damaging