1ORGANISATIONAL BEHAVIOUR Competitive advantage is an issue that is the ultimate aim of companies operating in the modern business environment. Hence, companies are constantly in the search for opportunities that can help in satiation of the needs of the stakeholders (Sekar and Dyaram 2017). Among various issues that can be catered to by companies, staffing is a major function that shapes the nature of outcomes that an organisation is subject to (Carrier and Wilhelmson 2016). Hence, companies always aim to increase the viability of their operation by hiring people who will be able to guide the organization towards excellence. This leads to hindrances in operations as a result of the diverse background of the workforce associated to the organization. I was part of a project in which I had to team up with 4 people and work on the same project. Two members of the group were from the United States, myself and another member were from Australia and the other member was from the United Kingdom. Studies have shown that the likeliness of hindrances in operations are elevated when people within a said team are from different background (Duhigg 2016). Furthermore, it has been found that gaps in understanding as a result of faulty communication is the biggest issue that is faced by multicultural workforces and teams (Cheraghlou, Zadeh and Haghparast 2016). On a contradictory note, it has been presented that a team or workforce is more likely to be successful if it is an assimilation of different groups of people. An organization with a multicultural background is subject to diverse sets of advantages as a result of the diverse skills that are present in the workforce of the organization (Szymanski, Fitzsimmons and Danis 2019). This has given rise to the incidence of issues such as inclusion and diversity which has been recognised as a popular CSR activity carried out by organizations in the present day. The team that I was a part of was an assimilation of people from three different nationalisms. However, I felt that I was lucky enough to be a part of a team in which all the
2ORGANISATIONAL BEHAVIOUR members spoke in English. However, the fact was not undermined that all the members had differentdialects.This,isanissuethatdeterminestheeffectivenessofcommunication. Moreover, I have been able to understand the importance of communication. Communications is very important when it comes to the smooth operations of teams (Kim, Kandampully and Bilgihan 2018). It is an important factor that helps in exchange of ideas that help in the transfer of ideas and knowledge between members of the task or concerned organisation. As mentioned before the group was multicultural and even though the language that we spoke on ease similar the where issues that hindered the effectiveness of collaboration among the members of the group. It can be said that there exists different norms and values streams in different countries. The late shaped the reaction that people have to certain situations. Hence, purple act according to the values and norms that they deem to appropriate. Now, the current case encompasses individuals with different values, norms and styles of communication. Hence, it is evident that there were lapses in communication that hindered the effectiveness of the performance of the group as a result of the same. Soon after the project commenced, it was found that there were lapses in communication. While people belonging to the same country developed bonds or prayers pretty fast, there was lack of communication and collaboration between all the members. The individual from the UK was left alone and hardly interested with anyone. This was an issue that hindered the effectiveness of the operations of the project team as a whole even if individual performance was at par. If this carried on, we realised that the project would fail. Hence, a solution had to be developed. I was the one who initiated the process of identification of the issue. I decided to individually go too every member and communicate that this issue could weigh down the performances of the team. Soon everyone agreed that this was an issue that could bring the
3ORGANISATIONAL BEHAVIOUR team’s performance down. Soon we started trying to develop solutions for solving the issue that was at hand. While someone suggested that we should carry out team building exercises, someone stated that nothing needs to be done. Finally, after several brainstorming sessions it was decided that we should be going out after work every other day. This would help in bolstering communication and would help in developing a bond between the members. This plan worked, not our surprise. Soon we started interacting with each other and communication became smooth. In the future, I am sure that I would have somewhat similar situations, and in case of such situations, I would ensure that would not wait for too long to communicate. I have learnt the importance of effective communication.
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4ORGANISATIONAL BEHAVIOUR REFERENCES Carrier, C.A. and Wilhelmson, N., 2016. Encouraging Accountability in Instructional Staff Selection: Experience of One University’s Journey to Creating a Simplified Staffing Model.Journal for the Study of Postsecondary and Tertiary Education,2, pp.013-022. Cheraghlou, M.N., Khadem-Zadeh, A. and Haghparast, M., 2016. A survey of fault tolerance architecture in cloud computing.Journal of Network and Computer Applications,61, pp.81-92. Duhigg, C., 2016. What Google learned from its quest to build the perfect team.The New York Times Magazine,26, p.2016. Kim, S., Kandampully, J. and Bilgihan, A., 2018. The influence of eWOM communications: An application of online social network framework.Computers in Human Behavior,80, pp.243-254. Sekar, S. and Dyaram, L., 2017. What drives employees to participate in corporate volunteering programs?.Social Responsibility Journal. Szymanski,M.,Fitzsimmons,S.R.andDanis,W.M.,2019.Multiculturalmanagersand competitive advantage: Evidence from elite football teams.International Business Review,28(2), pp.305-315.