What’s your PDI – III?

People come from different culture, HIGH PDI and LOW PDI at workplace. If a conversation were to take place between the boss and the team member coming from the same culture or different culture, how it would be..

Curious?

Let us check this out.

This is obviously an exaggerated imaginary scenario with some amount of fun only to highlight the cultural differences. As you read, you can try to relate to your experiences of working with high PDI/ low PDI employees (boss and team members)

High PDI culture – Both Boss and team members come from HIGH PDI culture

Boss: We’ve high absenteeism on Mondays. In order to reduce it, I am proposing to give chocolates to all the employees on Mondays. What do you think?

Team member: I think it can work boss. We will do it.

(Note: Hierarchy is not breached and it’s accepted without any disagreement. Order taken by the team member to implement it the way it’s told by the boss without any suggestion or anything. No room for disagreement or any new innovative thoughts. )

Low PDI culture – Both Boss and team members come from LOW PDI culture

Boss: We’ve high absenteeism on Mondays. In order to reduce it, I am proposing to give chocolates to all the employees on Mondays. What do you think?

Team members: Boss.. I guess you must be kidding !!

Boss – What is wrong with this suggestion? What is your suggestion?

Team member: Boss. I understand the problem. But I think chocolates will not help. Why not we look at the data first and then take a call on what needs to be done. I will look at the last 6 months absenteeism data and find out in which particular role we have high absenteeism, in which function it’s high etc., so we get to understand the problem more precisely, we will try to do a root-cause analysis and then come out with a suitable solution.

Boss: Ok. That sounds fine. pls. go ahead and revert to me ASAP.

(Note: There is no hierarchy or authoritative figure. Team member does not even hesitate to disagree and to put his points across. The boss does not feel offended by the disagreement or the “hierarchy breach” and he is open to his sub-ordinates suggestions. A flat and non-hierarchical culture in it’s true sense)

Cross PDI culture – LOW PDI Boss and HIGH PDI team members

Boss: We’ve high absenteeism on Mondays. In order to reduce it, I am proposing to give chocolates to all the employees on Mondays. What do you think?

Team members: yes.  we will go ahead and do that.

Boss: No. I was just kidding. I don’t think this can really help. Why don’t you give me your suggestions.

Team members: Well.. Silence

Boss: It does not matter if your suggestion is right or wrong. Why don’t you give me your suggestions?

Team member: Boss. You know what is right.. You are the right person to take a decision.

Note: The Boss is expecting the team member to participate in the conversation and share his thoughts and suggestions. However, the team member is, coming from a HIGH PDI, afraid of disagreeing since it would be seen as a breach of hierarchy. No disagreement. No suggestions.  No participation.  Boss is right. Always right. Boss wants to empower the team but the team member is not ready to get empowered. Team member looks for direction / decisions from the Boss.

Cross PDI culture – HIGH PDI Boss and LOW PDI team members

Boss: We’ve high absenteeism on Mondays. In order to reduce it, I am proposing to give chocolates to all the employees on Mondays. What do you think?

Team member: Boss. This must be crazy!!

Boss: What do you mean? I think this must work. I want you to implement it. Period.

Team member. But. Boss. Data…and root cause analysis ..i have to disagree with you..

Boss:  If you are not implementing, I will have someone else to do it. No questions. Period.

Note: Boss expects the team member to follow what is being told without any questioning. Any disagreement would be seen as breach of conduct and probably attitudinal issues. Empowerment of down the line employees does not take place.  BTW, do check when a HIGH PDI boss complains someone of attitudinal issues, what he means by that.  Most of the time, it could only be breach of hierarchy, not really any attitudinal issue.

Hope you found this interesting. Pls note that not all employees from High PDI should necessarily have high PDI in their leadership style and similarly, not all coming from LOW PDI should necessarily have low PDI in their style. 

diD yOU enJOY ReADinG ThIS ArTIcLE? 

                                  If yES, 

yOU maY sHAre it wiTH Your FriENds tOO