Abstract:
This thesis deals with two major issues, the first is the multicultural
nature of many Aircraft Maintenance Technicians (AMTs) teams and the
way in which cross-cultural communication and/or barriers to
communication might affect teams' performance; and the second is the
practice of Maintenance Resource Management/Human Factors
(MRM/HF) in developing countries.
Using the questionnaire method, this research examines the opinions
of AMTs and maintenance supervisors from eight maintenance
organisations regarding their attitudes to colleagues from other nations and
cultures, and how this might affect their performance in the workplace. It
also seeks to probe the respondents' attitudes to, for example, stress,
responsibility, attitude to authority and handling conflict, considering these
opinions alongside the national and cultural backgrounds of the participants.
In order to do this, the respondents themselves were organised into
different "culture groups" with the national characteristics of the groups
being defined according to Hofstede's ideas of individualistic and
collectivistic societies.
The thesis begins from the premise that most AMTs demonstrate
greater individualistic tendencies than airline pilots, and while their
individualism may be partly traceable to the signatory authority of A&P,
other factors, such as education, training and working/ socialising with
Westerners, are also important influences.
This study aims to show that a large contingent of AMTs and
maintenance supervisors from collectivistic cultures share many of the
attitudes and work goals of individualists. For example, this study will show
that AMTs and maintenance supervisors from most collectivistic cultures
lean towards a preference for a command style that is closer to the
egalitarian pole than to the hierarchical one; tend to reject the idea of blind
obedience to supervisors; tend to believe that technical merit, not social
status or good connections, makes for successful managers; lean towards the
acceptance of only a modicum of rules to deal with the issue of uncertainty
in the workplace; tend to favour work goals that pertain to their personal
needs 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 on
that basis, constructs profiles of the eight aviation maintenance
organisations previously mentioned. This also addresses the question of
whether these companies have met the cultural diversity and MRMawareness
challenges. The analysis specifically provides answers to the fundamental
questions of this study, such as whether AMTs and maintenance supervisors
from some collectivistic cultural groups do, in fact, have attitudes and work
goals that are similar to those of AMTs and maintenance supervisors from
individualistic cultural groups; whether ANITs, as a professional group, are
actually more individualistic than are airline pilots from the same countries
in attitudes and work goals; to what extent ANITs' work-related attitudes
and values are universal, or are influenced by their national cultures;
whether placing AMTs from different national cultures in the same work
teams has deleterious effects on the functioning of an aviation organisation;
whether multicultural teams face insurmountable problems as functioning
units because of stereotypes, discrimination, and other ills; whether the
management of aviation maintenance organisations has been meeting the
challenges of cultural diversity effectively, i. e. whether management has
minimised cultural diversity as a potential performance barrier, and has,
instead, begun to mine value-added potential of cultural diversity; and
whether aviation maintenance organisations have met the NIRM-awareness
challenge.