Essay --

According to our research, our analysis and our experiences, we can assume that the following statements could help us to have a better understanding on how and why there is such a big difference of suicide rate at workplace between two companies competing in the same sector: The following statements are based on Geert Hofstede organizational dimensions model and on Trompenaars and Hampden-Turner’s different researches about organizational culture and management style. Between those two research projects, not all of the statements would be relevant for our research, so we will highlight the ones that can give us some answers about the reason of a higher suicide rate in France Telecom than in Claro even though both are competing in the same sector. 1. Means vs Goal oriented culture This first aspect is directly related to the effectiveness of the organization. Hence, in a means oriented culture, people identify with the â€Å"how†, in other words, how they will carry on a project, while in a goal oriented culture, people identify with the â€Å"what†, that is to say that they need to achieve a specific task or results within the organization. According to our research, we can say that Claro (Colombia) is a means oriented culture while France Telecom (France) is a goal oriented culture, the â€Å"what† and the obsession of achieving goals no matter how, gives stress and pressure to the employee. â€Æ' 2. Internally driven vs externally driven With this aspect, the idea of satisfaction is not about the employee, but about the customer. In an internally driven culture, honesty and business ethics matters, while in an externally culture, the only important thing is to meet the customers’ requirements. In Colombia, the employee feel like that if they r... ...anagement orders, while the solar system tends to have an impersonal bureaucracy and a high individualism within the different management levels. 8. Deal vs relationship management In deal-oriented cultures, managers tend to focus on the task and on the project itself and want to keep the head down to business. At the extreme, some of those managers may even avoid discussions with their employees. France is a good example of deal oriented culture; indeed, managers care more about business than about people. On the other hand, in a relationship oriented culture, as it is in Colombia, managers care more about people and put value on relation with them. It is important for managers to build a trustworthy relationship with their employees and to get to know each of them in order to understand how each of them work and therefore create a nice atmosphere within the team.