Efficient Management of Cross-Cultural Manufacturing Teams in the Dominican Republic

Efficient Management of Cross-Cultural Manufacturing Teams in the Dominican Republic by Efrain Serrano Decos MA, Polytechnic University of Puerto Rico, 2000 BS, Polytechnic University of Puerto Rico, 1998 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University June 2015 Abstract Companies that have moved their operations from the United States to other countries have forced top management to rely on their managers for leading overseas assignments. However, the success rate of expatriate managers is low and is a concern for top management in corporations. The purpose of this phenomenological study was to explore the shared lived experiences of 20 expatriate managers to identify methods which may improve the success rates of expatriate managers asked to participate in overseas assignments. Social learning, cultural shock, and experiential learning were used to support the conceptual framework linking how cross-cultural training, adaptation, problems, and knowledge acquisition may explain expatriate manager success. Data were collected through an interview process, and were coded to identify themes. Emergent themes included cross-cultural training, effective tools for managing cross-cultural teams, and challenges of managing cross-cultural teams. The results of the study indicated that, for these 20 expatriate managers, cross-cultural training was essential in improving their skills and effectiveness. Findings showed that cross-cultural training provided tools to improve communication, overall leadership, adaptation, understanding of the new culture, and increased collaboration when managing cross-cultural teams. U.S. organizations may benefit from these results by implementing best practice cross-cultural training programs for future expatriate managers. The findings contribute to positive social change by providing guidance that could improve the success rates of future expatriate managers during oversea assignments.Companies that have moved their operations from the United States to other countries have forced top management to rely on their managers for leading overseas assignments. However, the success rate of expatriate managers is low and is a concern for top management in corporations. The purpose of this phenomenological study was to explore the shared lived experiences of 20 expatriate managers to identify methods which may improve the success rates of expatriate managers asked to participate in overseas assignments. Social learning, cultural shock, and experiential learning were used to support the conceptual framework linking how cross-cultural training, adaptation, problems, and knowledge acquisition may explain expatriate manager success. Data were collected through an interview process, and were coded to identify themes. Emergent themes included cross-cultural training, effective tools for managing cross-cultural teams, and challenges of managing cross-cultural teams. The results of the study indicated that, for these 20 expatriate managers, cross-cultural training was essential in improving their skills and effectiveness. Findings showed that cross-cultural training provided tools to improve communication, overall leadership, adaptation, understanding of the new culture, and increased collaboration when managing cross-cultural teams. U.S. organizations may benefit from these results by implementing best practice cross-cultural training programs for future expatriate managers. The findings contribute to positive social change by providing guidance that could improve the success rates of future expatriate managers during oversea assignments. Efficient Management of Cross-Cultural Manufacturing Teams in the Dominican Republic by Efrain Serrano Decos MA, Polytechnic University of Puerto Rico, 2000 BS, Polytechnic University of Puerto Rico, 1998 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University June 2015 Dedication I want to dedicate this dissertation first to God, who has provided me with health to continue this important process in my life. To my lovely wife, Chiralee, who has been stood to my side through this entire journey; she has been my support and has encouraged me to be motivated. Her support has been there for the 20 years that we have built a great life together. Chiralee, I love you and thank you for all your support. My children, Efrain Jr. and Aryam, thank you for all your love and patience when dad was busy working with his doctoral papers. I did this for you and to demonstrate to you that nothing is impossible in this life if you are organized, are persevering, and have goals. I thank my parents, Efrain and Dalia, for bringing me into this world and providing me the learning of life to continue working on my goals. Dad and Mom, thank you for being there and guiding me to never give up on my aspirations. To Alexis and Mayra, the best sister and brother in this world, thank you for being there and providing me with support. Also, I want to thank all my friends for all your support and motivation and for always asking about the status of my doctoral degree. Finally, I want to thank everyone who has touched my life during this journey, especially Maria Dien, a friend and mentor, for all your support and feedback on my papers. Maria provided me with ideas and opened my mind on the selection of the dissertation topic. Thank you for being there to provide me feedback good or bad. There are many others, too numerous to mention, who have played an important role in my development during this journey. Thank you all very much. Acknowledgments Dr. Aridaman Jain, my committee member, has been a supporter for this dissertation. All of his feedback and recommendations helped me to finish my dissertation. To my committee chair, Dr. Anthony Lolas, your guidance and support were great and provided me with direction when things were not clear. To Ruben Del Pilar, my boss, thank you for your support and motivation and providing me good techniques to reduce stress in my life. I want to thank my writing and grammar editor, Gene Hardstark, because without him and his feedback, this dissertation would not have been possible. Gene, thank you for your great job on catching all of my grammar issues.