Black and Decker Asian

Black and Decker

This case is about New president of Eastern Hemisphere (consider to be Asian office) try to introduce a new performance appraisal and management system president strongly believe that new system will increase number of potential employees to the company and become strength for the company in the future therefore president try to change from MBO (Management by objective plan) system in to ADP (360๐ feedback) system. But there are serious concerns that ADP may not work in Asia

MBO-Individually with each subordinate to discuss performance and establish objectives

ADP -An evaluation method that uses 360-degree feedback to assist employees' managerial skills and personalize their career development Evaluations done by: Peers, Subordinates, Supervisors, Self Review

Why would change system in Asian office become serious concern?

-First you have to understand that Asians behaviors are differences from U.S. as a result organization culture is difference as well. I will use Hofstede's dimension to clarify how it difference and why we concern.

PDI-in US everyone are equal as long as you do things right not thing to worry about but in Asian its higher, hierarchical position play important role from the case you can see that high power distant may cause bias evaluation in ADP when employee have to evaluated their own boss.

IDV- In US it will be individual style you don't have to care people around at much but in Asian it opposite Asian care other people feeling especially their boss. For example the peer reviews likely to be bias due to the face that if they have to evaluate someone they like it likely that the result will be too good and if someone got bad evaluation they will find the one who give the bad evaluation. It also cause people feel insecure and don't feel like they can open up as