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Next looking at the tension between expatriate and the local staff, the root cause of this problem is the overall cultural differences. The overall cultural differences first include the different expectation on management styles. The local staff expects a hands on management style as Fergus had said that they prefer managers like Bill Jones where he gave clear instructions telling them what to do exactly for each day. While the other expatriate managers are often overseas and manages overseas which they expects the staffs to work as effectively. Although we can see that this is not the case.
The cultural differences also caused low motivation, as Patrick has said, this is caused by the regulations of the BVI of overly protecting their job positions which means they will keep their job and get paid no matter if they do their job good or bad. As Steve Lucas has said, the local staff can be described with no commitment, no enthusiasm. And Kristin said the only way to manage them is to bash them over the head with it. The local staff are working just for the sake of working. This leads on to the next point of the local staff having different values with the expatriates.
The turnover rate is relatively high in the BVI and this had lead to complaints of the local staff. Although the managers had been trying to make friends with the locals, As Muhammad had said, they are not bothered to make friends with the expatriates as they wont be staying there for very long anyways. The locals see relationships and friendships over materialistic motivations like a raise or promotion. These in the eyes of the expatriates may be seen as a disrespect to their job which leads to tension between the two groups.
So finally what impacts does this problem have on the company, first of all the lack of teamwork and cooperation will lower productivity and efficiency of the whole company. This would also be a burden for staffs mentally, they