University of the People

Case analysis

Managing in the global Economy

Jackelin Hernandez

2022
In this case analysis, we found the story about Julia and Joanne. Julia began working for a

non-profit organization that provided transitional accommodation for the homeless after

finishing her master's degree at the University of Chicago. Joanne, Julia's supervisor, admired

her, but during Julia's second month on the job, Joanne began to question Julia's work

behavior and requested her to speak with her before

making major choices. Julia argues that this is an ineffective and unneeded form of

micromanagement and she has not been given enough trust. Joanne tries to justify her

decision by stating that Julia needs to get more out of this work and that her motivation is to

prevent making mistakes that will have a negative impact on the entire company. When

Joanne refused to let Julia attend the donor conference, where Julia was preparing a

presentation and reporting on the development of clients, the situation became twisted up and

Julia became agitated. She is determined to start looking for a new career because she

believes her current workplace is hostile to her and does not allow her to utilize her abilities

and knowledge.

1. What beliefs and values “root” Joanne and Julia in their individual conceptions of

self?

A belief is an idea that a person believes to be true. Beliefs can be based on probabilities,

statistics, or faith. Beliefs can be derived from a variety of sources, including one's own

experiences, other people's experiences and experiments, religious norms, and education.

Values are beliefs that are stable and long-lasting and serve as a guide for a person making

decisions. Values might refer to happiness, prosperity, work achievement, or family. Julia,

who graduated as one of the top students and is extremely passionate about assisting clients,

has numerous evident beliefs. The notion is that she has sufficient expertise to assist

consumers as a result of her schooling. These beliefs have become her guiding principles - a

bottomless desire to assist and a solid sense that she has adequate knowledge. Joanne, on the
other hand, has a belief that excellent and effective work requires practical experience, and

that belief has become part of her personal values. It opposes Julia's idea that education, that

is, theoretical knowledge, is the most essential thing. He also has a preconception,

presumably based on prior experience, that young people are in a hurry to reach fast. They all

recognize the importance of the necessity to assist others.

2. What suggestions do you have for Joanne and Julia when working with persons of

other generations?

Julia and Joanne need to recognize that individuals of various ages will have multiple

arrangements of viewpoints, inclinations, encounters, and styles of tackling their job. As

expressed by Brain Instruments Content Group. (n.d.), when working in a multi-generational

working environment, it is essential to; Be respectful to one another and leave space for

adaptability and comprehension. For example, Joanne should attempt to give Julia

adaptability in tackling her job and utilize month-to-month or week after week gatherings to

assess her work and proposition appeal instead of advising her to answer her continually.

• Keep away from oblivious inclination as opposed to expecting and generalizing Julia

because she is youthful. Instead, Joanne should set aside an effort to become more acquainted

with Julia and assess her presentation autonomous of her age.

• Learn from one another- Julie ought to likewise gain from Joanne since she has more

insight. Although Julia may feel she has more inspiration than Joanne, she ought to similarly

identify with her boss in a way that permits the two of them to gain from one another.

• Zero in on similarities – The two of them should zero in additional on what they share,

practically speaking concerning work, and discover approaches to convey in a manner fitting

for one’s age.

 3. How would you suggest Joanne and Julia use the cultural intelligence principles to

resolve this intercultural situation? Specifically, address how Joanne and Julia can

help reduce the use of generalizations and stereotyping related to generation.

Cultural intelligence (CI) is defined by Peter Earley and Elaine Mosakowski as the ability to

"tease out of a person's or group's behavior those features that would be true of all people and

all groups, those peculiar to this person or this group, and those that are neither universal nor

idiosyncratic."Cherry (2010), There are three principles of cultural intelligence: thinking,

motivation, and behavior. It is hard to operate prudently without information and facts.

Joanne should be informed about the present educational system. Julia, what type of

information do you have that she doesn't have? Julia should be made aware of Joanne's

problematic instances. Are these situations exceptional? Is theoretical knowledge sufficient to

tackle these problems? What is Joanna's duty if Julia commits a critical error? Following the

knowledge, that is, the analysis of all the facts, it is time for strategic thinking - how will they

use the knowledge they have gained from each other? Julia may benefit from Joanna's

expertise with challenging situations, and Joanna could reconsider what Julia is truly capable

of based on the knowledge and information she gathered throughout her studies. Motivation

is the third component in the cultural intelligence model. What is Julie and Joanne's reason

for collaborating? The fourth component is flexibility and the capacity to modify conduct in a

new cultural setting. There is a desire in both value systems to aid those who are in

unfavorable circumstances, and this should be enough incentive for them to make an attempt

to bridge the gap in their behavior. Both Julia and Joanne are experiencing a new cultural

milieu as a result of their new employment. Joanne isn't accustomed to dealing with
ambitious young people, and Julia isn't used to not being the greatest college student

anymore.
References.

Mind Tools Content Team. (n.d.). How to Thrive in a Multi-Generational Workplace: ―

Avoiding Conflict and Creating Opportunity. From MindTools.com.

https://www.mindtools.com/pages/article/multigenerational-workplace.htm

Cherry, K. C. (2020, June 17). The Psychology Behind People’s Prejudices. Verywell Mind.

https://www.verywellmind.com/what-is-prejudice-2795476