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, long-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 answer the questions below and share your opinion about this topic.

Results are publicly available

Female.Male.

Married.Single.Divorced.Living with boyfriend/girlfriend.

Secondary.College.Uncompleted higher.Higher.

Manager of the company.Manager of inferior level or division.Employee of the company.

1 – 5 years.5 – 10 years.10 – 15 years.15 – and more.

Yes, very often.Sometimes.I think no.I haven’t faced it.

Often.Sometimes.Rarely.

Conflicts are solved by eliminating problems.Conflicts are solved by ignoring them.Conflicts are defused.Persons involved are replaced.Common higher goal is set.

Autocratic.Democratic.Liberal.

I think, yes.No, don’t think so.

I think, yes.No, I don’t think so.

I think, yes.Sometimes.Yes, but only silently.No, I don’t think so.

Yes, always.Sometimes.No, never.

Small proportion of all employees.Large proportion of all employees.

Imperative management and careful supervision.Management of consultative nature.

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.

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.

I think, yes.No, I don’t think so.

Frequent.Average.Rare.

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 qualificatiNo, because of the well-developed non-pecuniary motivation.No.

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.

Strategy.Progress of work.

Optimistically.Pessimistically.

Yes.Partially.No.Don’t know.

In a group.Individually.

I think, yes.Partially.No.

Based on morality and resembles relations between family members.It is a business deal in the market.

I think they are insignificant.I think they are significant.

Dismissed.Another task is assigned to him.

Sharing of information, public obligations and establishment of unions.Hiding of information, as well as hiding of public obligation and unions.

Yes, always.No.

Yes.Sometimes.Never, it is not characteristic to me.

Persistence and aims of work.Care and personal relations.

I work to live.I live to work.

Working with people who communicate with each other efficiently and voluntarily.Having possibility for climbing career ladder.

Family.Family and adjust their career matters accordingly.Career.Career and adjust family matters accordingly.

Masculine.Both masculine and feminine.

For month.For quarter.For a year.To achieve the ultimate result.

Yes.No.

Employees are dismissed.Salary is reduced.Bonuses are not granted.Aims are reconsidered and new plans are set

People have to try living as evenly as possible.Economic and social status of a person is determined by his capabilities.

Yes.No.