The responsibility in Fred’s situation is shared by all the stakeholders. The headquarters should have allowed Fred more time to process the offer and do research on Japan. They should have also ensured that he received cross-cultural training before he left for the position and during his assignment. It is the responsibility of the company to communicate with Fred and his family on issues of cultural differences and coping mechanisms. Additionally, the company should have ensured that Fred got assistance from a support employee who understands both cultures. The Japan HR should have also taken time to ensure he settles down well in the new culture by offering cultural training. Similarly, Fred Bailey should have done more research on the Japan office and even asked for inputs from the man who formerly held his position. He should have worked on understanding the cultural diversity of Japan. Jennifer Bailey should be more supportive of her husband and try and look for solutions instead of just giving up and leaving.
The Human Resource department of Kline & Associates failed in its duty of ensuring that Fred and his family successfully transitioned between cultures. The department did not give Fred enough time to contemplate the huge offer; he was only given two days. The company gave Fred three weeks only to make a move to Japan, which left him and his family little time to research on the Japanese culture. The Human Resource department should have prepared Fred mentally for the cultural shift he was about to experience through cultural training. The company and the department blinded Fred’s judgment using all the positive impacts the opportunity would have but failed to mention the vast cultural difference or offer cross-cultural training.
There are several root causes of the problem Fred Baileys experienced. First, the pressure Kline & Associates put on Fred when they offered him the position in Japan. The firm also failed to offer cross-cultural training and therefore made it difficult for Fred to be effective. Second, Fred had limited time to interact and integrate culturally because of the responsibilities he had when he arrived in Japan. Third, Fred did not notice the cultural segregation in the office, the Japanese sat on one side and the American on other. He did not try to foster unity between the two cultures either. Fourth, the former director did not properly hand over his position to Fred, and he, therefore, did not have all the information he required to lead successfully. Finally, Jennifer felt that she was not valued enough and Fred did not listen to her opinion against moving to a new country and the challenges she experienced on daily basis.
Fred should now focus on understanding Japanese culture. Together with his wife, they should identify coping mechanisms and appreciate diversity. The process might take some time, but it is essential for the movement forward. He should also work on managerial skills and organize a team-building session to unite both the American and Japanese employees. The employees from both groups may be rigid towards the idea, but he should not give up. He should also ensure that both the Japanese and American receive cultural training and he should encourage them to work together more. In his personal life, he should encourage Jenny to learn the Japanese language and culture. The process might take a while, but it will help with her interaction. Although Fred has a tight schedule, he should dedicate more of his time to his wife and making his marriage work.