NuGas Corp.has just sent a dozen (mostly white male) managers from Germany to its exploration site in a remote area of Indonesia.Few of these managers have worked with Indonesian employees, so the company has asked you to design an on-site one-day experiential training program to help these managers to minimize perceptual problems that might otherwise occur.The program must be experiential (i.e.participants interact with each other rather than attend an awareness lecture) and the activities must help the managers to discover biases that may be hidden or unknown to them.Describe the key features of this training program and discuss its conceptual foundations.

This question relates to the Johari Window process.The answer may take several forms, but it must relate to the two processes of feedback and disclosure.With respect to feedback, the Indonesian employees and German managers might participate in a role-play or simulation, and then the Indonesians evaluate the Germans on their behaviors towards the Indonesian participants.Alternatively, the Indonesian participants might describe their past experiences with Germans and how this affected them.
With respect to disclosure, participants could engage in an exercise that reveals something about their past, perhaps a past experience with someone from the other culture.
An important point to note is that Indonesian culture might not be as compatible with the Johari Window process.In particular, Indonesian people might be more reluctant than Germans to reveal their feelings or to criticize and evaluate in public.The process might be adapted to fit these cultural values, such as by having more anonymous feedback or by engaging in exercises that focus participants on other people rather than themselves (e.g.watch a video and then have participants comment on the behaviors of people in that video).