Managing Multicultural Teams: Strategies for Conflict Management and Negotiation

Managing multicultural teams
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Table of Contents
Introduction.................................................................................................................................................2
Identification of the issues...........................................................................................................................2
Strategies to deal with these issues..............................................................................................................2
Alternative HR strategies.............................................................................................................................3
Consequences of these HR strategies..........................................................................................................4
Conclusion...................................................................................................................................................5
References...................................................................................................................................................6
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Introduction
Cross-cultural conflict can arise due to difference in cultures, beliefs among employees working
in an organization. The purpose of this paper is to identify the factors which can add complexity
to conflict management and negotiation process. Furthermore, it will also review how to deal
with such conflicts within an organization.
Identification of the issues
In this scenario, a project manager decided to assemble a team, consisting of members from US
and India in order to produce a new product. These two teams could not work together on the
project from the very beginning due to cultural and philosophical differences between them. The
Indians did not report about any setbacks to the Americans, thus delaying the delivery of the
product. This situation has led to the generation of conflict between them, hence negatively
affecting communication within the organization. Diversity factors have a significant effect on
conflict management and negotiation processes within an organization. The members of both
sides may not agree to listen actively to what another side has to say thus they cannot reach a
solution to resolve the conflict (Brett, Behfar and Kern, 2006). Due to cultural differences, they
may not be willing to modify their demands, thus making the negotiation process a complete
failure. Due to this mentality, the organization may not be able to solve the reason for this
conflict, thus hampering overall efficiency of the organization. Cultural differences between
these members will prevent them to resolve the issue themselves, thus affecting the overall
delivery of the product.
Strategies to deal with these issues
There are several types of conflict management styles which can be used within the organization
to manage conflicts. These styles are avoidance or inaction, compromising, accommodating and
obliging, problem-solving and contending. Negotiation is another process by which conflict
within an organization can be resolved. Avoidance style of conflict management is useful in
situations where adequate information is not available or if the reason for conflict is not
significant. However, this is not the case in this particular scenario. The conflict between Indian
and American team members resulted in delaying of the project delivery. In this case, the
management should try to solve the problem or the reason for this conflict. They must develop a
way to manage the impacts of cultural differences between their team members, not reducing the
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