A MIR KISS?

Case Study
By Mike Morrison
ORGB 1105
 I. SYMPTOMS
Alcohol

Violence

Sexual Harassment

Environmental Stressors

Gender Ratio

Emotional Dissonance

Clash of Cultural Norms

Communication Problems

Lack of Social Support

Lack of Shared Values

Lack of a Global Mindset

Lack of a Common Goal

Lack of Justice & Support

Breakdown of Trust

Moral Insensitivity

Breakdown of Organizational Commitment

Defective Organizational Structure

II. STATEMENT OF THE PROBLEM

Incidents of violence and sexual harassment highlighted a faulty organizational structure in

the IMDB Mir Simulation Experiment, leading to a breakdown of organizational commitment.
III. ANALYSIS
While ostensibly all participants in the MIR simulation came into the project with the

same motivations, these were disparate from the motivations of the IBMP administrators.

The participants were all trained astronauts, assumed to be of commensurate abilities in

regards to performing and dealing with outer space conditions, however this training failed to

include social conditioning to deal with the clash of cultures and the establishment of

organizational behaviours to deal with interpersonal conflicts. This additionally affected role

perceptions, and participants turned to IBMP to intervene in conflicts unaware of the

assumption that they should be independently solving their issues. By keeping the truth of

the purpose of the experiment from the participants, and not properly instituting procedures

for conflict resolution to anticipate personal and cultural dissonance, the experiment was

doomed from the onset. This inevitable failure came about as situational factors such as

isolation, gender disparity, and the introduction of alcohol created stressors, instigating

incidents of violence and harassment.

Moreover, the participants failed to function as a competent team. As the stressors in

the situation escalated, cooperation and coordination broke down, culminating in the forced

isolation of the Russian astronauts. This was preempted by the Russians unwillingness to

accommodate for a female colleague. Communication was inhibited by a clash of cultural

norms and the introduction of alcohol into the situation, and eventually abandoned altogether

as an option. With no procedures for conflict resolution in place, the team turned to the IBMP

overseers for guidance, and when that failed to provide comfort, the erosion of trust, justice,

and support put the final nails in the coffin of the experiment.
IV. DETERMINATION & EVALUATION OF
ALTERNATIVES

A. Banning of Alcohol
The introduction of the alcohol into the situation obviously escalated stress and
contributed to the outburst of violence.
PROS: The removal of alcohol would lead to a more balanced and predictable
emotional state of the participants. Inebriation is inappropriate in any professional
environment and a major contributor to escalated aggression and lack of control.
CONS: This solution addresses only one isolated contributing factor. Additionally, as
the simulation was meant to evaluate real-world conditions living in space, it's likely
alcohol would be available in real-world conditions.

B. A Better Selection Process

The Russian Astronauts lack of decorum suggests that they were inappropriate
candidates for the experiment.
PROS: A more stringent selection process would presumably have yielded
participants more capable of maintaining professional behaviour and increased
devotion to the success of the endeavour.
CONS: Selection alone doesnt account for the the clash of cultural values, which
extend beyond the participants to the IBMP administrators of the simulation.
Moreover, the eventual breakdown of the experiment was at least as much, if not
moreso, due to the lack of procedural safeguards and training, which the selection
process alone cannot account for.

C. Avoiding Gender Inequality

The ratio of male to female participants increased the sense of isolation for Judith
Lapierre, and may have contributed to the attitudes of the Russian commander.
PROS: A group made up equally of both genders would potentially have provided a
support group for any female that felt in danger and possibly altered perceptions
overall of assumed gender roles.
CONS: Again, this addresses a sole contributing factor while ignoring the
overarching problems in the simulations conception. It's also likely gendered
attitudes due to varying cultural norms would be unaffected.
D. A Team Charter
A Charter at the onset of the simulation would have clarified the common goals of all
participants and established boundaries.
PROS: A charter would have outlined procedures for dealing with interpersonal
conflicts, increased awareness of role perceptions, and codified expectations.
CONS: It's possible that cultural differences could still lead to differing interpretations
of the charter and expected behaviour.

E. EQ Training

Lack of empathy was a contributing factor to the incident of sexual harassment and
the poor manner in which it was addressed.
PROS: An increased awareness and training in emotional intelligence would improve
interpersonal relations between the crew, increase the capacity between team
members to establish trust, and boost moral sensitivity.
CONS: E.I. would not necessarily counteract the effects of alcohol, it does not
necessarily counteract impulsive actions, and does not provide a framework for
dealing with the breakdown or establishment of organizational structure.

F. Global Mindset Training

A Clash of Cultural values, especially in regards to acceptable gender relations and

the social acceptability of inebriated roughhousing, likely was one of the main
instigating factors in the breakdown of communications.
PROS: A Global Mindset training program would have pre-anticipated
communication issues in a multi-cultural team extending beyond language barriers to
clashing cultural norms and values.
CONS: Clashing cultural values does not totally account for the behaviour of the
crew, and was in fact dismissed as an adequate excuse by several respondents.
V. FINAL RECOMMENDATIONS

The Mir Simulations failure comprised numerous factors, all of which fundamentally
were caused by, exacerbated by, and irresolute due to a lack of organizational structure
instituted from the experiments onset. Of the solutions explored, most dealt only with
individual symptoms instead of the overall flaw in design. However, a specific combination of
solutions would not only possibly prevent the encountered problems, but also pre anticipate
similar or unexpected issues in the future.

First of all, the participants in the program should be screened more carefully,
including psychological evaluations to establish an appropriate level of self
control, moral sensitivity, and a lack of sexist attitudes.

Secondly, all participants in the program should recieve specific training in

cultural awareness and sensititivity, including an established set of universal
norms to be maintained.

Last, the participants should all jointly participate in the establishment of a

team charter, which addresses a heirarchy of command, guidelines for
resolving interpersonal disputes, and an expected code of conduct.