Exploring Maori Values in New Zealand Companies

This article discusses the analysis of Maori values practiced in New Zealand companies and the challenges faced by organizations based on these values.

Running head: MAORI VALUES
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Name of the student:
Name of the university:
Author Note:

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Part A
Introduction:
The group that has been developed in the for the purpose of conducting the analysis
based on different cultures and negotiation skills consists of four members. The members in the
group belong to different cultures. The backgrounds of four group members mainly include, A,
b, c, d. Two members of the group are from Philippines and two members belong to India. The
discussion that was made in the group was mainly based on a major goal that is related to the
assignment that has been provided. The goal is based on the analysis of Maori value that are
practised in New Zealand based companies. The challenges that are faced by the organizations
based on these values are the major parts of the goals (Stewart, 2017).
Interpersonal skills and communication
According to Eketone and Walker, (2016), interpersonal skills are considered to be highly
important for the ways by which the required ideas can be effectively communicated to the
members who are a part of the team.
Verbal and non-verbal communication:
The proper implementation of verbal as well as non-verbal skills are important for the
development of proper communication between the members who belong to different types of
cultures. The members of the group have aimed at communicating the thoughts and ideas related
to Maori values that are used in the New Zealand based organizations. As discussed by Love,
(2017), the differences that exist between the cultures in India and Philippines are important for
the communication-based process. Despite the fact that there is a lingual issue among the team
members but we used a common language that is English to cope up with the situation.

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Feedback:
Effective feedback process approach will be yielding an efficient variety of options for
the consideration. In our team, there some issues regarding feedback style of one particular
member from India as he was quite cynic for everything. However, we convinced him to manage
the situation. This process is effective for maintaining an internal communication process of the
team members in one hand and develop the efficiency on the other (De Jong, Dirks & Gillespie,
2016). This will be made possible when the feedback process from the team members will start.
Transparency of message:
There are some principles like principles of agreement, transparent, integrated goals,
alliance and best outcomes present in the team. The members belonging to both the countries
have high regard for levels of hierarchy and distance that exists between the power levels.
Hierarchy is considered to be a major factor related to respect that is provided in both the
countries. The process of thoughts exchange that is followed by the members of both the
countries is a major part of the communication that is developed in the group.
Conflict resolution
Collaboration:
According to Ruckstuhl et al. (2019), the levels of conflict that can arise between the
members of the group who are a part of different backgrounds are quite high. The collaboration
among the team members was considered to be a major issue that we faced in the group. As the
understanding and working culture were different from India to Philippines . The process of
collaboration is mainly based on the four major stages that can ultimately result in effective
collaboration. First stage of collaboration is based on nurturing collaboration. This stage is

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mainly based on the ways by which the members of a group aim at developing the collaboration.
Development of a proper communication system is considered to be the second stage in
collaboration process. Third stage of the process is based on the ways by which a communication
based system is able to work in an efficient manner with the help of group members (De Jong,
Dirks & Gillespie, 2016).
Compromise:
Compromise among the team members is one of the most important aspects of teamwork.
As opined by Boies, Fiset and Gill (2015), conflict resolution is the last stage of entire
compromise process. The members of the group of four person from two different national
culture have agreed that extensive research is required in order to analyse the effects of Maori
values on the New Zealand based organizations but consider others’ views similarly. The minor
levels of conflicts that exist in the group can be further reduced with the help of proper
discussion. The discussion in the group will be based on the corporate social responsibility based
issues that have been faced by the organizations in New Zealand. The members of the group
need to go through different stages related to conflict resolution through collaboration and
comptonization in order to develop the ideas and manage the organizational processes as well
(Jenkins & Yakovleva, 2006).
Negotiation skills
Active listening:
As discussed by Meneghel, Salanova and Martínez (2016), the negotiation skills are able
to play a major role in the ways by which the members of a group can research about the issues
that have been provided. The listening based skills that have been developed by members of the
group are important for the proper development of collaboration. The listening related skills of

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group members belonging to India and Philippines backgrounds are quite different from one
another. The development of neutral communication is this case is based on the respect that is
provided by the members to hierarchy. The members who are a part of the group belong to
similar levels and needs to indulge in the listening so that they can understand the values,
understandings, process of operations and other essentialities in working with this community.
However, development of proper negotiation will be based on the ways by which the
members of the group can provide their opinions and ideas. The differences that exist in the point
of views are considered to be highly significant for the ideas that can be provided based on the
goals of the assignment. Listening can also be considered to be a consent that is provided by on
team member from Philippines background of the group based on opinions that are provided by
the others. The research that has been made by three members of group can be discussed by the
remaining member. The analysis based on the Maori people will be made with respect to various
information that are available in the articles (Reagans, Miron-Spektor & Argote, 2016).
Problem solving:
As both India and Philippines have differences in the values. Therefore, one team
member from Philippines can have issues with working style or thought process of those of
Indian culture. This may lead to have a conflict every time but focussing on the project by
following the collaborative nature, aimed to attain sustainability and over all growth of the
individuals, the management can solve issues and bring them in supporting the objectives of the
project.
Conclusion
According to me, the discussion that has been made among the members can further
improve in order to develop an effective solution based on the issues. The ideas and suggestions

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that have been developed by the members of the group also need to be updated in nature. The
suggestions need to be aligned with different objectives of the group and solutions based on the
case study that can be provided.
Part B
Introduction:
The aim of this part is to discuss the possibilities or opportunities that the company may
find in operating the business of mining in the New Island area of New Zealand. It will mainly
discuss the impact of corporate social responsibilities of the company which will basically focus
on the development of the communities present in the place, working in the company as the
employees and the people giving in the targeted place and associated with the national park. Like
all the other companies, Koper Resource Company is also bound to serve its responsibilities to
assist the growth for the Iwi people residing in the targeted land area for mining. There are
different issues regarding the CSR policies in working in the targeted land area which need to
overcome so that the company can explore opportunities in working in this particular place
effectively (Reagans, Miron-Spektor & Argote, 2016).
Exploration of opportunities:
The CSR responsibilities of the corporation will be beneficial for both the company as
well as the community residing in this place. Actually, the CSR activities only help the societies
where the corporation is going to operate but, in this case, both sides will have ample
advantages. The exploration of copper from the mines of this place will be used in the economic
growth of the region in one hand and the organization will develop the capabilities to implement
the Maori world view within a limited period of time. The corporation will help the communities

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to succeed, maintain cultural integrity and prosper both economically as well as socially. The
communities will get the opportunity for gaining education, training for growing skills as well as
employment in the company (Ismail, 2009). In addition to this, the land targeted for mining
which is the reside of the Iwi community in one hand and a relevant part of the national park can
be taken care of by the corporation. There is a huge opportunity that the corporation can get by
developing some iwi-specific strategies and through CSR activities in every aspect which will
include economic, social, environmental and cultural factors which will definitely accelerate the
development of capability of the residents there (Jenkins & Yakovleva, 2006).
Issues of CSR activities:
According to the guidelines of the United Nations, the CSR activities leads to the triple
bottom line which are protection of the environment, profits and fight for the social justice. In
working with the Maori communities residing tin the New Island region, it is quite problematic
to manage and implement CSR funds for the sustainable growth of the people of the Iwi tribe
associated with this region. There are five main issues the company can facing while working in
this region which include, skill gap due to lack of education, barriers of legislation, economic
infidelity from the part of the agencies, credibility issues and lack of technological support
(Meneghel, Salanova & Martínez, 2016).
The first and foremost problem of the Maori community in the New Island’s Maori
community is the lack of education and skills which can make them ready to be employed in the
companies (Jones, Marshall & Mitchell, 2007). It is not the fact that there is a lack of interest
among the local community to take part in the CSR programs but the aspiration level of the Iwi
tribe people is quite high to acquire organizational skills. In this regard, high performance
workplace systems in the workplaces can be applied. However, there is a lack of greater education

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participation as well as performance. This includes the financial literacy and savings knowledge
which is an important assort of skill development (Fontaine, 2013). However, there is a barrier of
active discussion on the skill gaps due to educational issues. This have complicated the problem
for achieving the balance among the commercial management skills as well as traditional
leadership skills. Due to this reason, balancing the stakeholder involvement in the corporations’
decision-making process becomes problematic.
The agencies that work for the growth of the Mori communities often create challenges
for the companies among to enhance involvement. These agencies have a strong cultural and
social bonding or relationship with the communities that can manipulate the Iwi tribes to
understand the actual intention of the corporation (Reinhardt, Stavins & Vietor, 2008). The
issues of economic infidelity or fund disappearance can discourage the local communities.
moreover, these agencies often convey that no serious efforts can be made through CSR
activities and instillation of confidence in these local communities about this initiative become
hard to develop. Moreover, there are challenges regarding the factor of sustainability and
extraction of the natural resources as the community worship nature (McWilliams & Siegel,
2001). Similarly, in some areas, there are non availability or the well organised nongovernmental
organisation through which the company can reach the community and convince them to accept
the CSR agreements.
Finally, the absence of technological advancement in the area of New Island that cannot
connect the Maori communities to get the opportunities to attract the attention of the global
companies is also the challenge of implementing the CSR programs in this part of the world
(Carroll & Shabana, 2019). Moreover, the technological advancement can grow the opportunities
to engage more stakeholders within limited period of time.

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Recommendation:
In order for overcoming the challenges of the CSR the company can take some necessary
steps like finding the ways of creating awareness among the communities. This will enhance the
media of that region which will bring effective changes in the approach as well as attitude of the
people in this place regarding the CSR programs. Secondly, the company can work
collaboratively with some agencies working in this field and the state government so that the
company get full support from the legislation focussing on the rights of the people of the
community. They must actively consider combining their resources thus build synergies for
implementing the best CSR practice for scaling up the projects as well as innovate methods to
reach out more beneficiaries. Finally, the company needs to focus more on the training process to
the communities of this place so that he skill gap can be bridged effective.

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Part C
Introduction:
The case of the exploring and extracting materials from the New Island area of New
Zealand is critical as the company needs to deal with the tribal communities in this area. For
opening and beginning this project of mining in this targeted large area, the local staffs are to be
incorporated but the Maori values may lead to conflicts among the employees who may not
understand or value this Maori philosophy and work collaboratively. Maori culture has
developed the importance of collective contribution for the growth of the business as well as the
communities (De Jong, Dirks & Gillespie, 2016). However, it is clear that he Maori communitive
work for their tribe rather than for their individual therefore, beam building for this project
ascribing with their philosophy will be beneficial for both the the company as well as the
communities residing this area. This is the reason why the company can implement three
approaches for managing departmental team performances (Fontaine, 2013).
Team performance:
In order to get the best outcome from the team building and process, the authority can
follow three major approaches for enhancing team performance. These include the method of
clarifying roles, developing creative responses through alternative framing and initiative to
collaboration among the members. In case of Koper Resource company, the Maori values of
sustainability and collectivism will help the company to develop effective teams which will be
working for the welfare of the employees in one hand and bring profit for the company also on
the other hand (Carroll & Shabana, 2019).
For managing departmental team performance, the management of KRC can first clarify
the roles of the team members. This is due to the fact that when the team will begin the mining

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project, it will need the contribution from different members having different capabilities and
skills (Meneghel, Salanova & Martínez, 2016). Some will be from the financial background,
some will help the team through managing the designing and planning process. This is the reason
why; the management needs to make them understand the roles of the members. This role
clarification method will be helping the teams to know the responsibilities of each of the team
members and therefore, any reasons of conflict will not rise to break the unity or integrity of the
team members and the opportunities will be perfectly grabbed (Boies, Fiset & Gill, 2015).
Secondly, the process of developing the creative responses though alternative framing.
The team performance can be developed through developing perfect communication process.
Where the team members can communicate with any other members and attain the needed
knowledge to develop small frames or goals to decide how to act. In this process, the
management will set small goals or frame issues in more than one distinct way. In this case of
mining industry, the frame can be focussing on the moves of the competitors and this will be
taken as a positive or negative impact on the teams. Based on this factor, the employees will be
able to develop some possible solutions on this selected frame (Boies, Fiset & Gill, 2015). Thus,
when one frame is set and used properly, the team will be picking another frame and develop
another set of effective solutions or responses. This approach will be yielding an efficient variety
of options for the consideration. This process is effective for maintaining an internal
communication process of the team members in one hand and develop the efficiency on the other
(De Jong, Dirks & Gillespie, 2016). This will be made possible when the feedback process from
the employees will start. Effective managers use this particular measure of framing the gaols at
both the teams as well as individual levels so that the members can develop the positive or
negative approaches and attain them efficiently until there is no other approaches is available.

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Finally, initiative within the team is an important fact of team performance (Rego et al.,
2017). In this aspect there can be effective collaboration among the team members which
perfectly aligns with the culture of the Maoris like Whanaungatanga and Kaitiakitanga and
Manaakitanga communities. it is good to think that there is a balance among the knowledgeable
employees with the less knowledgeable ones. Personal commitment, attitude and motivation of
the learners especially the junior level employees in the teams, this process will be making it
easy for employees to exchange knowledge informally, and offering them growth at the
individual level as well as for the company (Salas et al., 2017). It is quite effective that the
communication will be beyond the cultural differences of the team members and the resources
will be shared to meet the team goals. Thus, the team satisfaction and engagement in the teams
will be enhanced. This is effective method of enhancing the team performance as initiatives will
accept the contribution of the people and make the teams perfectly aligned with the competitive
business setting. This will promote the people too be proactive a well as adapt with the situation
which is effective in increasing team bonding and quality of work (Eketone & Walker, 2016).
Conclusion:
Therefore, it can be concluded that the teams are needed for the completion of any type
of projects whether temporarily as well as permanently. These teams need to work according to
the values of the companies and try its level best for performing better as well as get full support
from the Maori philosophy or values as it is working in the Maori Scenario and with these
people. In this case of mining industry by the Koper Resource Company, the methods of taking
initiatives, feedback process, communication and knows sharing with the team members can be
focussing on the moves of the competitors and this will be taken as a positive or negative impact
on the teams. As mentioned before, The Maori values fully regulate the concepts, priorities and

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values to the business structures and his particular understanding or values have special set of
norms of the workplace interactions, ownership and strategies planning. The team performance
will be aiming to achieve these effectively so that the team members can achieve their goals and
help the company to pursue the opportunity for the grabbing of the targeted land portion for the
mine.

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