Organisation and Management in a Global: Assignment
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Added on 2020-03-23
Organisation and Management in a Global: Assignment
Added on 2020-03-23
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Running head: ORGANISATION AND MANAGEMENTOrganisation and Management in a Global ContextName of the Student:Name of the University:Author Note:
1ORGANISATION AND MANAGEMENTExecutive SummaryThe study describes the necessity of maintaining the group cohesiveness and cultural diversity ina global context. With special reference to the Greg’s global team in Sun Microsystems, thestudy referred the necessary aspects to be taken into consideration. The study presented theimportance of the managing the motivational factor to increase the performance parameter of theemployees. It is notable that when the employees would receive the larger social group, it wouldbe more influencing for them to be much committed and loyal towards the company. The studyshowed that there was the lack of judgments in managing the cultural aspects. The studyprovided the clear description regarding the effective decision making process to develop moreinnovative approaches in the organisations. The equal treatment of the French and Indian teamwould be much preferable to build the group cohesiveness. The study also provided the suitablerecommendation to manage the teams with proper coordination and cohesiveness. It isrecommended that Greg requires establishing a strengthened ground for the employees fromdifferent cultures. Maintaining the high diversity is much essential in such case. In order to builda strengthened ground by ensuring effective team building, Greg requires implementing theproper feedback process. The development of the open feedback helps in developing the openand honest relationships.
2ORGANISATION AND MANAGEMENTTable of ContentsIntroduction......................................................................................................................................21. Maintaining Cultural Diversity and Motivation..........................................................................22. Undertaking the effective decision-making process....................................................................53. Leading the diverse groups much successfully...........................................................................74. Establishment of the strengthened organisational cultural and team...........................................85. Leveraging the Social Network for bringing changes.................................................................9References......................................................................................................................................12
3ORGANISATION AND MANAGEMENTIntroductionThe management operations in the global scenario are much complex and challenging. Itrequires developing the clear understanding about the cultural traits and the innovative practices.The cast study suggests the major issues occurred due to the cultural differences and lack ofskilled management practices. The study would thus discuss the global scenario in terms ofmaintaining motivation and cultural diversity. The effective decision making process is essentialfor the global business world (Parke, Campbell and Bartol 2014). It determines the entireoperational process that may result profit or loss for the organisation. The study would also focuson the development of the leading diverse group and the team strength to work in a differentcultural scenario. In addition to this, the study would analyze the probable benefits generated byleveraging the social network. 1. Maintaining Cultural Diversity and MotivationThe case scenario reflects the emerging issues with the lack of skilled managementsystem that enables the cultural diversity within the workplace. It is noticed that there was nosuch practices undertaken for managing the concerns regarding the ethnic and culturaldifferences at the initial stage. The use of Geert Hofstede Model indicates the measured scoresdepending on the cultural diversifications. Each group of Greg’s team requires scoring higher inthe power distance dimension. Initially, the subordinates from France, United Arab Emirates,and India assumed for an autocratic approach from the leader (Dyer and Dyer 2013). However,Greg presented a completely different approach in terms of corresponding, communicating, orcategorizing the teams as per the different cultural characteristics. He categorized the group byfocusing on understanding and individual merit based on the capabilities and experiences.
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