Contrasts in discussion behaviors of German and American managers

Abstract

While some recent studies have produced an overview of the comparison and contrasts of German and American value orientations and behaviors, the problems of transcultural adaptation for American (USA) and West German managers who must work together are not completely resolved. Our research of the literature and pilot development interviews at a German subsidiary in Pittsburgh alerted us to cultural contrasts which present the potential for motivation reduction due to conflict in small group discussions between German and American managers. While our interviews were not conducted with research rigor, we did obtain feedback from foreign transfer personnel and German managers which confirmed the conclusions in the literature. In addition, the German/American cultural contrasts indicate that cross-cultural instruction and training for members of each culture must correspond to the differences in cultural learning modes. At some point, the training programs of German and American managers should be combined, primarily to accommodate the American learning mode of role modeling. While presentation of German/American contrasts suggests a fixed polarity, the reader should be aware that the postwar influence of A merica in West Germany, as well as individual differences, must be taken into account when discussing generalizations. The relationship between cultural learning modes and instruction and training design is discussed. Recommendations are made for developing a cooperative relationship between industry, higher education, and private consultants for the purpose of creating the preparatory program needed for American and German co-venture managers.