Group Dynamics and Cultural Differences in the Workplace

This assignment delves into the complexities of group dynamics and cultural differences within a workplace setting. It examines how these factors influence team interactions, communication, and decision-making. The author shares insights gained from their experience working on a consulting project with a diverse team, highlighting strategies for building trust, fostering effective communication, and navigating cultural nuances to achieve successful outcomes in collaborative environments.

UNDERSTANDING PEOPLE AND ORGANISATION
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Table of Contents
Introduction............................................................................................................................2
Nature of group behaviour and cultural differences...............................................................2
Strategies to learn under different work environments..........................................................3
Strategies to interact with others............................................................................................4
Conclusion..............................................................................................................................4
References..............................................................................................................................4
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Introduction
The current assignment focuses on the effectiveness of group discussions and team efforts.
Individuals need to improve their ability to communicate as interactions in intercultural teams
helps to understand the difference in cultures and work more efficiently. For the purpose to
complete this assignment I and my classmates joined the LIU consulting and were divided
separately into ‘Rookie' consulting teams. The rookie consulting teams assigned were
responsible for analysing the team meetings of company X. In order to develop ideas and
insights, regular meetings and group discussions are taken that would help to solve the issues
related to a work environment.
Nature of group behaviour and cultural differences
I want the ‘rookie' consulting team for some weeks in the past and have developed an ability
of trust and have improved the communication level between the members of the
organisation. The group in which I worked consisted of members from India, Australia and
Turkey. The cultural dimensions present in the present study were very complex as the three
individuals belonged to a different cultural background. The behaviour of the team members
is influenced by various personal and environmental factors. There existed a few similarities
between the members who were Indian and Australia while the person who belongs to
Turkey had different views in every matter. Hofstede’s tool of cultural dimensions was used
is analysing the different aspects (Castro, 2010). The Indian and the Australian always puts
emphasis on the theory of collectivism and in both economies preference were often given to
males over females. The differences in the two cultures explored were the all the team
members were independent and no one could be trusted or relied upon to achieve the targets
of the society. The member in the group was too reluctant to listen to the ideas of others and
there was often a problem in the medium of communication. Mostly non-verbal
communications with signs were used. The distribution of power was not same and the
collectivism I individualism theory separated the others (Vaara et al. 2012).
Strategies to learn under different work environments
Developing a good relationship among the members of the group is essential. A Proper
introduction is needed and all the members shall respect each other. Developing bonding
among people with various cultural backgrounds requires time and patience. Efforts shall be
made to made conversations (Stahl et al. 2010). The main strategy shall include the efforts to
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develop the communication level. Giving importance to others views and involvement of all
members in any group activities would enhance learning in various business environments.
Observing others and asking questions in case of any doubts enhance learning. Ideas from
different sources shall be collected like reading several projects and taking tests. Inquiry-
based learning models and peer to peer-leaning strategies needs to be implemented.
Motivation in the work environment with equal treatment by the Company X would also
increase the input of efforts among the teams (Daim et al. 2012). Proper training courses and
having a proper assessment method is also important. The company shall provide clear
information to all as well as identify the relations so that it can be developed. Building trust
and a business environment without discrimination shall also help the people to learn through
the on-job training process in a diverse environment.
Strategies to interact with others
The implementation of the strategies shall be done under the guidance in a proper way that
would help in self-motivation and growth. Creation of a work environment that supports
diversity is important. Proper management and balancing of the cost and time are important.
Having some information relating the cultural backgrounds of other people is important.
Having an open mind and developing a habit of listening actively is essential (Klitmøller &
Lauring, 2013). The attitude shall be positive and the methods to carry non-verbal
communication shall be learnt as they are more effective that verbal communication in
business environments with diverse cultures. Accepting the other members and emphasising
on understanding helps in effective decision making among the team members. Stereotyping
and assumptions of different cultures shall be avoided. The feedback channels shall also be
transparent in Company X.
Conclusion
The composition of the teams or groups differs in few areas such as task orientation, purpose,
the structure, interdependence and familiarity. While working in a team the members need to
develop a sense of culture among the group. The responsibility also is divided between the
different members of the team. The norms and values are also crucial that affects the
behaviour of the individuals among the various cultures.
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References
Castro, A. J. (2010). Themes in the research on preservice teachers’ views of cultural
diversity implications for researching millennial preservice teachers. Educational
Researcher, 39(3), 198-210.
Daim, T. U., Ha, A., Reutiman, S., Hughes, B., Pathak, U., Bynum, W., & Bhatla, A. (2012).
Exploring the communication breakdown in global virtual teams. International Journal of
Project Management, 30(2), 199-212.
Klitmøller, A., & Lauring, J. (2013). When global virtual teams share knowledge: Media
richness, cultural difference and language commonality. Journal of World Business, 48(3),
398-406.
Stahl, G. K., Maznevski, M. L., Voigt, A., & Jonsen, K. (2010). Unraveling the effects of
cultural diversity in teams: A meta-analysis of research on multicultural work
groups. Journal of international business studies, 41(4), 690-709.
Vaara, E., Sarala, R., Stahl, G. K., & Björkman, I. (2012). The impact of organizational and
national cultural differences on social conflict and knowledge transfer in international
acquisitions. Journal of Management Studies, 49(1), 1-27.
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