Problem: Stephen Esterant, does not understand the cross cultural differences of the Western Hemisphere.
• Began making criticisms before he arrived
• Misuse of employees, ( driving family around New York and taking on shopping trips) less respect
• Thoughtless, unappreciative and distant in his interactions with subordinates
• Acted superior
• District Managers wanted him recalled to Spain
• Previous manager kept a open door policy, new manager doesn’t want subordinates talking to him
• He thinks his employees treat him with a lack of respect
• Stephen was a very particular on company rules and regulations

Solution: Management should create a training program for incoming management to cross-cultural situations thusly making a smoother transition.
• Based on the five-dimensional model created by the research of Hofstede and Bond there are some big differences in some of the characteristics between the U.S. and Spain.
• Spain is rated higher in the power distance category, suggesting that the new manager feels there should be a greater prestige due to the position he hold compared to other employees.
• In the uncertainty avoidance category Spanish culture rated almost twice as high as the culture in the U.S. This suggest that the new manager is used to everything being very standard, no conflicts or controversy, and that rules and regulations would be followed fairly strictly.

Action:
• Cross-cultural training will become standard practice for incoming managers when they are moving to new situations.
• New managers will take part in meetings with their new employees to discuss the current state of the business and where the business is heading.
• Setup a better mentoring program that would allow the out going manager to oversee and help take part in the training an acclamation of the new manager.
• Make sure the rules and procedures for the