Page 152 - Crossing Cultural Boundaries - Cees den Teuling

phenomena, cultural conflict and tensions dominate (Clark & Geppert, 2002). Therefore, the existence of several negative phenomena, specifically separation, corruption, nepotism/clientism, conflict of interests and lack of communication and/or teamwork, that may have an effect on the OC, organisational environments and KT were also studied. The details are presented in the chart below.
Chart 3: Existence of negative phenomena in Russian organisations
13,3%
51,9%
23,7%
43,0%
23,7%
61,5%
26,7%
8,1%2,
32,6%
28,9%
31,1%
20,7%
38,5%
27,4%
11,9%
37,0%
37,8%
Work conflict
Separation
Corruption
Nepotism (clientism)
Conflict of interests
Lack of communication and/or teamwork
Communication style
30,4%
4,40%,0%
9,6%0,0%
12,%5%
5,2%2,2%
13,3% 0,0%
12,6% 0,7%
90% 100%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Never Rarely Sometimes Very Often Always
Based on the literature review it can be argued that there are connections between the NC and the style of communication in Russian organisations. Thus, the characteristics of internal communication was studied and analysed. The majority of the respondents (40.7 percent; n = 55) said it was representative (communication only through heads of departments or managers), 24.4 percent of respondents (n = 33) characterized it as selective (communication with a selected number of employees only) and 17.0 percent (n = 23) described it as totally transparent (all information in full available for employees). Limitation mode of internal communication, under which censured information was available for all employees was present in the organisations of 15.6 percent of respondents and black box mode (no exchange of information) existed only in the organisations of 2.2 percent of respondents (n = 3).
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