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    Case Study INB372

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    Rajbir Mridul
    Birkenshire misinterpreted Chinese culture in its gift-giving to female employees, causing offense. To respond, Birkenshire should: thank employees for feedback, ask for details to investigate, take action to address the issue, and follow up to ensure it doesn't recur. Going forward, Birkenshire must better understand Chinese culture through dedicated research and involve employees in planning to prevent similar problems and make all staff feel valued.

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    Case Study INB372

    Uploaded by

    Rajbir Mridul
    376 views2 pages
    Birkenshire misinterpreted Chinese culture in its gift-giving to female employees, causing offense. To respond, Birkenshire should: thank employees for feedback, ask for details to investigate, take action to address the issue, and follow up to ensure it doesn't recur. Going forward, Birkenshire must better understand Chinese culture through dedicated research and involve employees in planning to prevent similar problems and make all staff feel valued.

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    Birkenshire misinterpreted Chinese culture in its gift-giving to female employees, causing offense. To respond, Birkenshire should: thank employees for feedback, ask for details to investigate, take action to address the issue, and follow up to ensure it doesn't recur. Going forward, Birkenshire must better understand Chinese culture through dedicated research and involve employees in planning to prevent similar problems and make all staff feel valued.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pdf or txt
    376 views2 pages

    Case Study INB372

    Uploaded by

    Rajbir Mridul
    Birkenshire misinterpreted Chinese culture in its gift-giving to female employees, causing offense. To respond, Birkenshire should: thank employees for feedback, ask for details to investigate, take action to address the issue, and follow up to ensure it doesn't recur. Going forward, Birkenshire must better understand Chinese culture through dedicated research and involve employees in planning to prevent similar problems and make all staff feel valued.

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    of 2

    Q1 How should the management of Birkenshire interpret the situation?

    Answer:

    Major problems arose due to cultural conflict and not being able to understand China’s
    culture lead the situation to this point of conflict. The management can interpret the
    following from the situation :

    1. It was perceived as a “cultural conflict” by the women. They had the issue of being
    rewarded with household goods, making them know that they earn a household gift only
    because they are women and can only survive in a specific class all their lives

    2. Some ladies raised the factor approximately ladies being dealt with similarly in an
    organization, being recounted via way of means of others. Even eleven though they
    desired an expert improvement or extended maternity, departed to be proficient with
    crimson towels.

    The management should know that even though women approached things in different
    Manners,They were unaware of large number of local Chinese people working in their
    organization.

    Q2. How should Birkenshire respond to the staff?

    Answer:

    As the HR acquired an e mail after which corresponding feedback over the announcement, they
    ought to had been responsive. The reaction will be as follows :

    1. Thank the worker for the feedback : The respond must replicate the significance of

    the time, energy (and capability courage) taken through the worker to write down the email.

    2. Asking for details: The HR should ask for the details of the disappointment reflected in the
    emails by the employees. They should be assuring of looking into particulars of what happened.
    3.Take action : An employee always looks forward to the action to be taken towards the
    disappointment they complain. This not only calms down the employee but also builds
    employee’s trust. Reassurance is what an employee remembers.

    4.Follow up : It is essential for an HR to check back on the employee post providing a solution
    to the problem. They can reply in the following manner- “I will follow you up in time to make
    sure we get this right and it is not happening again.”

    Q3. Recommend a future plan for Birkenshire in dealing with related issues?

    Answer:

    Planning and studies program – With an business enterprise like Birkenshire, it's far important
    for the HR branch to make certain that they very well recognize the lifestyle at the starting in
    their operations. This will upload to achievement of the business enterprise via way of means of
    making green commercial enterprise or business enterprise plans. Berkenshire have to keep in
    mind forming a separate group within side the business enterprise for getting to know via
    China’s cultural observe and their norms and sentiments and plan for that reason for the business
    enterprise. The group’s introduction aims at assisting control group in China and the UK to
    expand commercial enterprise and organizational plans in context with the business enterprise
    employees’ cultures. This could additionally assist them now no longer have this kind of incident
    withinside the future.

    Employee involvement event – The organisation must behavior worker engagement occasions
    earlier than making any assertion for the sort of occasion. This facilitates to plot properly to
    make any assertion concerning presents for the employees

    In case like this, Berkenshire just hurt the feelings of the women workers, but going forward
    anything wrong could happen with the male staff as well. Knowing the employees and their
    history will help them shape an outstanding organizational strategy. it is all about making them
    feel secure and valuable to the organizations and the organization’s worried about them.

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