Building Effective Teams in HRM 345

Running head: HRM 345 Building Effective Teams 1
HRM 345 Building Effective Teams
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HRM 345 Building Effective Teams 2
Question one.
In determining the team composition in a multinational team, I would consider three key
aspects. To begin with, I would identify specific team members who have the ability to cultivate
trust. Trust is considered critical to the success of multinational teams since it minimizes
unproductive conflicts and also encourages cooperation (Han & Beyerlein, 2016). When trust is
harnessed effectively, the resulting diversity may produce collective wisdom and significant
synergies superior to that of a single individual. However, without trust in a multinational team,
the team’s diversity may easily turn into a liability rather than an asset. In evaluating the level of
trust among the team, I would consider three main elements. They include; the quality of
communication, broader institutional context, and individual characteristics.
Secondly, I would evaluate members who have the likelihood of using their differences to
create a conducive atmosphere of achieving creative solutions. Barriers resulting from
differences in culture, language, and geography can sabotage a multinational organization if the
differences are not handled with care (Choudhury & Haas, 2018). Each member in a
multinational team brings a unique captive lens to the group; however, the presence of barriers
such as language barriers may affect the effectiveness and success of a multinational team.
Therefore, I would consider members who take their difference as positive channels to be more
productive.
Lastly, I would consider members who have the ability to adapt to working with task
uncertainties and a variety of team situations. I believe team members are more effective and
comfortable working in a multinational team situation if they are well capable of performing
their roles. In addition, I would consider team members who are flexible, goal-directed, willing

HRM 345 Building Effective Teams 3
to share, and collaborative since they would remain committed to the vision and goals of a
multinational organization.
Question two.
In addressing cultural competence/ diversity within the team, I will consider various
aspects. To begin with, I will ensure everyone in the team respects and acknowledges cultural
differences. Navigating the differences among the team members is crucial in optimizing
performance; therefore, ensuring the team members understand each other’s cultural differences
will allow them to interact with each other more effectively (Henman, 2017).
Secondly, I will establish norms for the team. Each team has its own set of norms and
rules depending on its makeup. Therefore, I will consider factors that affect the operating
procedures of the team such as clear communication and structure of team reporting hence
ensuring norms that ensure easiness in team performance and collaboration are built. I would
also ensure flexibility in amending the norms so as to ensure the team’s effectiveness. Lastly, I
would establish a culture of accountability so that everyone is treated equally. Since each
member has a different form of cultural background, ensuring everyone feels at home will allow
the team to feel satisfied and equal.
Question three.
To begin with, the team will need to exhibit an effective communication flow.
Communication is essential since it drives other aspects such as relationship building and the
culture of collaboration (Bakken, 2019). However, to ensure effective communication,
evaluating the team’s communication skills is key in determining how to foster the culture of
communication among the diverse cultures. This will help boost productivity. Secondly, the team
may need to adopt trust. In any team, trust is essential and key. With trust, working towards