The French waiter made headlines in March 2018 when he was fired from a Canadian restaurant for his "aggressive tone and temperament".
The waiter argued that his behavior was due to his French approach, which he described as "more straightforward" than the Canadian approach, leading to the title "shot to be French". So is perfection a universal concept?
Or is our notion of culturally incompatible behavior different? Failure is defined as behavior that violates the riches of a society or organization. Practices are our expectations of what behaviors are appropriate or acceptable or not.
For example, most people don't come in the middle of the library, where the standard suggests that you should be quiet.
In the workplace, codes of conduct are often thought-provoking, and there is room for misunderstandings and different views on polite behavior.
Any behavior that one considers acceptable may be considered rude or inappropriate by peers.
For example, interrupting someone during a meeting may be acceptable to some and considered rude to others.
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There are two lines of thought on the subject of perceived rudeness:
The first claims that perfection is universal. At the heart of this theory is that everyone has a public image known as a "face" that they want to maintain.
This is our impression of how others see us, whether we appreciate it and whether we want to "keep face" or feel ashamed. The fact that everyone wants to "keep face" should create a universal desire for excellence that includes things like recognizing other interests and apologizing when you understand that you have hurt people. It has been suggested to translate this into general principles of improvement, such as the use of tactics, reasoning, empathy, and civilization - things that anyone can demonstrate regardless of their culture of origin.
We also understand the dark side of perfection, with the understanding that rudeness is a universal concept, especially if someone is deliberately trying to attack.
Language and misunderstanding.
Many researchers turn to the step of excellence in different languages. For example, the Japanese always use indirect tactics such as hedging: "Can I harass you?", While the German language emphasizes more on straightforward, short compositions: "We need to talk." This does not mean that German speakers try to be more polite than Japanese speakers, but differences in language patterns can lead to misunderstandings and insults where there is no purpose. Given that many jobs are multicultural, it is important to be aware of and embrace potential differences to avoid unintentional dislike.
Other researchers have looked at differences by language or country in terms of differences at the regional level.
An example of this type of diversity is "Mute Yorkshireman", first proposed by Professor Sarah Mills.
But one or the other perspective takes into account the influence of descriptive standards. These are the behavior guidelines we have taken for individual situations; We can see what other people do and are likely to match the majority or adjust our behavior. You can try this effect on behavior quite simply - the next time you are in an elevator try to stand so you can face the back instead of the front. It’s a very uncomfortable experience and goes straight beyond the set of descriptive standards, telling you that you have to face the door when you’re in the elevator. Research suggests that there is a balance between past experience and the idea of our expected or "ideal" behavior based on what we see in reality. The combination of the two guides our behavior.
Is that perfection? Probably right there. Is the failure of misunderstanding due to cultural differences? Maybe. Language differences are certainly part of it, but not really the only factor. It is important to study the factors that affect degradation and we will learn more about how we can better inform this behavior. Perhaps one day we will be able to reduce hatred at work and avoid accidental guilt - including shooting to be "French".
About the author Amy Irwin, professor of psychology at the University of Aberdeen.
Dr. Amy Irwin has a Ph.D. in psychology and is focused on research exploring human factors in healthcare and high-risk industries for the past 5 years. Dr. Irwin is a member of the Industrial Psychology Research Center at the University of Aberdeen and teaches Human Factors and Organizational Psychology. He is currently studying non-technical skills in agriculture and pharmacy. This article originally appeared on The Conversation.
I think this is a matter of cultural differences. I mean, things you do might have a different view from people who have a different culture. This is inevitable and will not be adapted overtime. It will take time for people to share culture to each other.