4. Points of Contention 1
Universalists may see particularists as
Nepotists
Corrupt
Untrustworthy
Unpredictable
Chaotic
5. Points of Contention 2
Patricularists may see universalists as
Inflexible
Cold
Legalistic
Not team players / disloyal
6. Contracts
Encourage good behaviour
Show lack of trust
Good working relationship
Bad working relationship
Definative
Guideline
Fixed
Contigent on circumstances
7. Trips & Negotiations
Particularists
Need time
Suspicious when hurried
Time invested now is time saved later
8. Head Office & Corporate Policy
Universalists
Centrally controlled policy = global success
Particularists
Local boss over HQ
Relationships are long-lasting and close
Distancing from HQ
Pretence at compliance
9. Reward Systems
Univeralists
Global systems fair, predictable and equitable
Particularists
Global systems can‘t capture the local story
Create local work-arounds to appear to fit
centralised system
10. Reconciling
Apply = equity &
consistancy...
Don‘t want
rigidity or
bureaucracy...
Promote
flexibility for
particular
circumstances...
Don‘t want
chaos or lose
direction...
Central
guildlines
local
adaptations
11. Dealing with Universalists
Expect ‘rational’ & ‘professional’ approach
Don’t take ‘let’s get down to business’ attitude as
an insult
Be prepared to work with a legal team
12. Dealing with Particularists
Expect indirect approach
Small talk is not small talk
Consider the importance of and impact on person
relations when using legal tools
13. The End
Based on the work of Fons Trompenaars & Charles
Hampden-Turner: Riding the Waves of Culture.
Bachelorinternationalmanagement.eu
Michael Medlock MBA