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Aviation maintenance in multicultural settings : the challenges of cultural tolerance and of employees' maintenance resource management/human factors (MRM/HF) awareness

机译：多元文化环境中的航空维修：文化容忍度和员工维修资源管理/人为因素（MRM / HF）意识的挑战

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摘要

This thesis deals with two major issues, the first is the multiculturalnature of many Aircraft Maintenance Technicians (AMTs) teams and theway in which cross-cultural communication and/or barriers tocommunication might affect teams' performance; and the second is thepractice of Maintenance Resource Management/Human Factors(MRM/HF) in developing countries.Using the questionnaire method, this research examines the opinionsof AMTs and maintenance supervisors from eight maintenanceorganisations regarding their attitudes to colleagues from other nations andcultures, and how this might affect their performance in the workplace. Italso seeks to probe the respondents' attitudes to, for example, stress,responsibility, attitude to authority and handling conflict, considering theseopinions alongside the national and cultural backgrounds of the participants.In order to do this, the respondents themselves were organised intodifferent "culture groups" with the national characteristics of the groupsbeing defined according to Hofstede's ideas of individualistic andcollectivistic societies.The thesis begins from the premise that most AMTs demonstrategreater individualistic tendencies than airline pilots, and while theirindividualism may be partly traceable to the signatory authority of A&P,other factors, such as education, training and working/ socialising withWesterners, are also important influences.This study aims to show that a large contingent of AMTs andmaintenance supervisors from collectivistic cultures share many of theattitudes and work goals of individualists. For example, this study will showthat AMTs and maintenance supervisors from most collectivistic cultureslean towards a preference for a command style that is closer to theegalitarian pole than to the hierarchical one; tend to reject the idea of blindobedience to supervisors; tend to believe that technical merit, not socialstatus or good connections, makes for successful managers; lean towards theacceptance of only a modicum of rules to deal with the issue of uncertaintyin the workplace; tend to favour work goals that pertain to their personalneeds and career aspirations, etc.The study also sheds light on AMTs and maintenance supervisors'belief systems, inter-ethnic stereotypes and feuds in the workplace, and onthat basis, constructs profiles of the eight aviation maintenanceorganisations previously mentioned. This also addresses the question ofwhether these companies have met the cultural diversity and MRMawarenesschallenges. The analysis specifically provides answers to the fundamentalquestions of this study, such as whether AMTs and maintenance supervisorsfrom some collectivistic cultural groups do, in fact, have attitudes and workgoals that are similar to those of AMTs and maintenance supervisors fromindividualistic cultural groups; whether ANITs, as a professional group, areactually more individualistic than are airline pilots from the same countriesin attitudes and work goals; to what extent ANITs' work-related attitudesand values are universal, or are influenced by their national cultures;whether placing AMTs from different national cultures in the same workteams has deleterious effects on the functioning of an aviation organisation;whether multicultural teams face insurmountable problems as functioningunits because of stereotypes, discrimination, and other ills; whether themanagement of aviation maintenance organisations has been meeting thechallenges of cultural diversity effectively, i. e. whether management hasminimised cultural diversity as a potential performance barrier, and has,instead, begun to mine value-added potential of cultural diversity; andwhether aviation maintenance organisations have met the NIRM-awarenesschallenge.
机译：本文涉及两个主要问题，第一个是许多飞机维修技术人员（AMT）团队的多元文化特征，以及跨文化交流和/或交流障碍可能影响团队绩效的途径。本研究采用问卷调查的方法，考察了八个维护组织的AMT和维护主管对他们来自其他国家和文化的同事的看法，以及他们如何对待维护资源管理/人为因素（MRM / HF）。这可能会影响他们在工作场所的表现。它还试图探究受访者对压力，责任心，权威态度和处理冲突的态度，同时考虑这些观点以及参与者的民族和文化背景。为此，受访者自己被组织成不同的“文化”。本文的前提是，大多数空中交通管理人员都表现出比航空飞行员更大的个人主义倾向，而他们的个人主义在某种程度上可以追溯到A＆P的签署机构，其他诸如教育，培训以及与西方人的工作/社交等因素也是重要的影响因素。本研究旨在表明，来自集体主义文化的一大批AMT和维护主管具有个人主义的许多态度和工作目标。例如，这项研究将表明，来自大多数集体主义文化的AMT和维护主管倾向于偏向于一种命令式的偏好，该命令式更接近于平等主义的阶层而不是等级制度。倾向于拒绝主管的盲目服从的想法；倾向于认为技术优势，而不是社会地位或良好的人脉关系，对成功的管理者而言至关重要；倾向于仅接受少量规则来处理工作场所中的不确定性问题;该研究还阐明了AMT和维护主管的信念体系，种族间的刻板印象和工作场所中的仇恨，并在此基础上构建了八种航空的概况前面提到的维护组织。这也解决了这些公司是否遇到了文化多样性和MRMawareness挑战的问题。该分析专门为该研究的基本问题提供了答案，例如某些集体文化群体的AMT和维护主管实际上是否具有与个别文化群体的AMT和维护主管类似的态度和工作目标；作为一个专业团体，ANIT实际上在态度和工作目标上是否比来自同一国家的航空公司飞行员更具个人主义； ANIT与工作相关的态度和价值观在多大程度上具有普遍性，或受其国家文化的影响；是否将来自不同民族文化的AMT置于同一工作团队中会对航空组织的运作产生有害影响；多文化团队是否面临不可克服的问题，因为由于刻板印象，歧视和其他弊端而导致职能部门;航空维修组织的管理是否一直在有效地应对文化多样性的挑战，i。 e。管理层是否将文化多样性作为潜在的绩效障碍减至最小，并开始挖掘文化多样性的增值潜力；航空维修组织是否已满足NIRM意识挑战。

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    Al-Harabi Ali;

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  • 年度 2001
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  • 正文语种 {"code":"en","name":"English","id":9}
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