1MANAGING IN INTERNATIONAL CONTEXT The following paper attempts to reflect on issues that might arise due to the high nature 9of the cultural diversity that exists within the work teams of a given organization. The paper majorly focusses on the ways in which the multiculturalism within the teams might be managed in a proper in order to ensure the improvement in the overall performance of the company. The presence of the cultural diversity within the workplace refers to the presence of the members of the workforce from varied cultural backgrounds. This often leads to the conditions wherein the concerned company might face issues related to the development of the working conditions that involve people from varied cultural backgrounds (Brett, Behfar & Kern 2006). The module on the management of the culturally diverse teams has helped me to learn more about the ways in which the communication within the organization might be established in a proper manner through the inclusion of the proper communicational habits on the part of the concerned employees of the organization. I had myself faced such a situation during my internship days. The team that I had been working with had not been diverse in terms of the culture or social backgrounds. There were very few members who belonged to diversified cultural backgrounds. Thus, the team members often incurred miscommunication with employees from the culturally diverse backgrounds. One such incident had occurred during the conditions wherein a decision that was undertaken by the team was not conveyed properly to one of the members of the team who belonged to the Asian background. This led to the issues in the proper execution of the decision thereby leading to the conditions wherein the team had to face issues in achieving the set target (Neukam 2017). The issue had been detected at an early stage though which led to the rectification of the issues and thereafter ensured that the target could be met.
2MANAGING IN INTERNATIONAL CONTEXT The major reasons behind the miscommunication arose from the diversity within the organizational teams. These issues might be handled through the development of the training within the organization in terms of the communication within the organization. The concerned management of the given organization might be advised to deal with the various training proceduresthatwould helpin thedecision-makingactivitiesthatareundertakenby the employees serving at the higher positions within the organizational hierarchy (Harush, Lisak & Glikson 2018). The maintenance of the diversity within the organization might further help in the decision making within the organization as well as ensure the development of the organization as a whole. The concerned teams might be sub-divided in order to increase the intercultural interaction among the members of the organization (Hajro, Gibson & Pudelko 2017). This would lead to the formation of a close-knit team within the workplace which in turn might lead to the development of the organizational performance in the given market. The given module had helped me learn the fact that the intercultural communication within the workplace is necessary for the development of the overall development of the performance of the organization in the given international as well as domestic markets.
3MANAGING IN INTERNATIONAL CONTEXT References Brett, J., Behfar, K. & Kern, M.C., 2006. Managing multicultural teams.Harvard business review,84(11), p.84-91. Hajro, A., Gibson, C. B., & Pudelko, M. 2017. Knowledge exchange processes in multicultural teams:Linkingorganizationaldiversityclimatestoteams’effectiveness.Academyof Management Journal,60(1), pp. 345-372. Harush, R., Lisak, A., & Glikson, E. 2018. The bright side of social categorization: The role of global identity in reducing relational conflict in multicultural distributed teams.Cross Cultural & Strategic Management,25(1), pp. 134-156. Neukam, M. N. 2017. Managing the fuzzy front-end in multicultural teams.European Journal of Innovation Management,20(4), pp. 578-598.