People and Global Organisations Reflection PDF

People and Global Organisations Reflection
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People and Global Organisations Reflection
1. INTRODUCTION
The use of PPD simulations for team learning has been very interesting for me and my team
because of its user-friendly interface, ability to make accurate forecast and suitable for all
management level. As a team, the experience i had from the use of simulation makes me feel and
assume that I and my team were in a real world situation. Our company was named 3rd Mobile, it
was incorporated and as a team, we make decision that impacts the business. Our team consist of
a diversified group of individuals from different culture and nation who has different beliefs,
culture, ethics, religion, traits and gender. Working as a team at the early stage, we experienced a
lot of back lashes and conflict which arises from inequality, communication barriers, resentments
from individuals, risk associated with decision making, absenteeism, personality traits that
affected inter-personal relationships and disunity that existed amongst us, this therefore affected
the pace in which we make decision. Later on, to enable us resolve the conflict and disunity
amongst us, we were able to set out some certain rules and objectives to help us achieve our aim.
We also adopted distributive leadership style and we were also able to tackle the issue of
inequality that exist amongst us. This report will depict the challenges we faced as a team in our
decision making process, how we were able to resolve such conflict and challenges, the theories
we adopted in resolving it and also recommendation on the best fit to resolve organizational
conflict in a situation of diversity.

2. FACTORS AFFECTING TEAMWORK
a. Team Working Across Cultures
Our company 3rd Mobile was made up of individual from different nation, culture, traits, ethics
and belief making business decisions that affects the profitability and productivity of the
business. According to o Hofstede et al. (1997), “a multicultural team is a team whose members
have different cultural backgrounds”. at the early stage of the business inception working as a
team, we experienced a lot of conflicts as a result of communication barriers. This
communication barrier was as a result of ineloquence in English language amongst some team
members also some felt that they do not have great accent to communicate thereby making them
give ineffective feedback. Also, the emergence of Covid 19 pandemic abruptly limit our meeting
thereby limiting how often we meet for discussions and decision making. According to Pincas,
(2001), “the use of English as a second language and the lack of paralinguistic cues in cross-
cultural communication cause many difficulties, e.g. using conventions of mother tongue,
politeness, modes of emphasis, ways of referring back to previous messages, use of netiquette
rules, and the perception of relevance, which is reported as the most difficult aspect of cross-
cultural discourse”.
We were also faced with the issue of inequality resentments amongst team mates, inequality here
does not ponder only on the issue of gender inequality but also on the issue of cultural
supremacy. Some individuals feels that coming from a particular culture or being from a
particular race places some certain team members above others especially towards decision
making. Some team members were made to feel that they do not have much to contribute
because they come from a developing or under develop nation that might limit their mental
capacity in making decisions that deals with business management especially in a business that