Analysis of International Teamwork: Building and Managing Teams

This report provides an in-depth analysis of international teamwork, covering key aspects such as team building and working across cultures. The report begins with an executive summary, followed by an introduction that highlights the importance of teamwork in an international context. The main body of the report explores two primary themes: working in teams and successful team building, and working across cultures in international teams. The findings are supported by references to various articles and case studies, providing both theoretical and practical insights. The report discusses the attributes of effective teamwork, different types of teams, and the stages of team building according to Tuckman's model. It also addresses the challenges and strategies for managing cross-cultural teams, including the impact of cultural differences on team performance and the importance of adapting management practices to suit different cultural contexts. The report concludes with recommendations for improving international team performance.

Individual Report

Table of Contents
EXECUTIVE SUMMARY ............................................................................................................1
INTRODUCTION...........................................................................................................................1
FINDINGS (MAIN BODY)............................................................................................................1
Working in teams and successful team building.........................................................................1
Working across cultures in international teams..........................................................................4
CONCLUSION ...............................................................................................................................5
RECOMMENDATIONS.................................................................................................................6
REFERENCES................................................................................................................................8

EXECUTIVE SUMMARY
International team working is the best way to control the objectives and team work in
order to meet out the work objectives and goals. Team performance is the best way to control
the work performance activity and also manage the work outcomes and making the business
more effective and challenging. Present study has been explained the international team.
Employee work more effectively and are more productive when they work in teams. Therefore
the study also explained the theoretical as well as practical framework of the study in order to
meet out the best growing performing task. The present study explained the topic working across
cultures in international teams and working is teams and successful team building. Also the study
justified the topic with the help of some articles.
INTRODUCTION
In within the organisation to work as a team is the foremost activity for the individual. In
other words, Team building, effective performance of individual is the duty or responsibility of a
person as well. In the context of international function team where the team members will have a
specific task to be performed in an more appropriate manner. International team performance is
the way to control the effective management task. Intercultural cooperation is an ideal tool for
managing the increasingly complex processes (Ang and Van Dyne, 2015). Present study will be
base on the working in international team where it will be explains on the two given topic one is
working in teams and successful team building and working across cultures in international
teams. Therefore the further study will justifying the topic by supporting different articles. Apart
from that, it will help me to control the effective management challenges and effective
participation targets.
FINDINGS (MAIN BODY)
Working in teams and successful team building
Article 1: Successful teamwork: A case study.
Attributes of effective teamwork is belongs to the process that enable people to achieve
extraordinary results. Effective team has always one goal or objectives towards their business
success. In other words, productive team has always rely on the individual performance working
together in a cooperative environment to achieve the common team goals through sharing
knowledge and skills. In order to work in a team or in a purpose that makes the work objectives
more effectively performed (Binder, 2016). There are some attributes that is very helpful and
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required to be more effective and authenticated in order to meet out the company aims and
objectives. Apart from that it also helpful to be more authenticated and effective learning
opportunity.
As per the Successful teamwork: A case study (2018) it has concluded that, Effective
team is made up from different attributes such as commitments to team success and shared goals.
Employee commitments are very much required within the organisation that also shared goals
for the project. Commitment to team success and shared goals in an appropriate manner.
Successful manner of the team and their shared goals for the project is also very necessary to be
more effective. Another attribute that contributes in the effective team that is interdependence, It
is very required for the team members to be more attentive and productive towards their
commitments. So however, a positive interdependence team environment brings out the best in
each person enabling the team to achieve their goals at a far superiors level. Along with that, it
would help to describe the effective performing task to be more authenticated and challenging.
As per the article it also been explained the importance of interpersonal skills of team members
like honesty, commitments, trustworthy, supportive and respect all such criteria will help to build
a effective team and successful team (Brewster and et.al., 2016).
To be successful and effective team within the organisation, company has to make such
open environment and conduct session to share feedbacks. Such positive environment can also
very helpful to the company. For Example : Google Motivates their employees and encourage
team success by providing the different facilities like open work culture and also applies some
other techniques as well such as allow and encourage mindless chit chat, for recurring meetings,
switch up the time, use your words and your face etc (Google Asked 5,600 Employees About
How They Work. Tight-Knit, Productive Teams Do 3 Things Differently, 2018). In other words, it
has been prove that, by applying the good working culture company can get the productive team
performance objectives and market goals.
Moreover, it helps to define the long lasting work opportunity that makes the better
opportunity and task to be more authenticated and effective. In order to critique this,
unsuccessful team has always cause issues or problems for the organisation. Ineffective
employees has always creating conflicts for people that makes the business environment
improper and ineffective. Sometimes it makes the inappropriateness among the working
performance of the company. Unsuccessful team has always decrease the employee morale and
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make them dissatisfied and ineffective. Such individuals are the reason when organisation fails to
achieve its final aims and objectives. Such ineffective might come from unhealthy environment,
due to lack of motivation, etc (Flaherty, 2015).
Article 2: Teams and Team Building
As per this stated statements, it has been analysed the type of teams are available and
what kind of work they performed for the businesses. In order to explain the leading goals and
opportunity to make the different aspect of the situation that makes the effective team more
effective. There are different types of teams like Problem solving, Cross functional team, virtual
teams, research and development teams, self managed teams, diverse teams etc. however, such
teams are basically work according to the given task. Apart from that, it also helps to control the
work and objectives to the different level. The basic purpose of team building is to work hard to
achieve the teamwork. The basic purpose of the goal is to make the work more effective reliable.
For example : Facebook organising different team building activities that makes employees
more satisfied and productive in order to meet the company aims and objectives.
In order to build effective and successful team, organisation can also apply the team
building theory such as Tuckman which explains the four aspects Forming, Storing, Norming
and Performing (Ford, Piccolo and Ford, 2017). This theory can helpful for the organisation to
bring productive outcomes and get fast results from the team. Tuckman model explains that the
team develops maturity and ability and relationship establish the effective changes. However, the
study and outcomes also useful to be more authenticated to be specific to generate the
organisation task.
Forming : Forming is the initial stage of Tuckman Model that defines the guidance and
direction to employees. However, such activities and goals will help to define the long lasting
way to control the performing task. In this task leader makes clear the roles and responsibilities
of employees. In other words, leader is the responsible person who direct and guide employees
for their performance.
Storming : Storing is the next stage that makes employees comfortable with new change
in which they might be facing issues and problems. Apart from that, it also helps to control the
effective management goals that also be very effective and specific. In this stage leader explains
the purpose and objective of the company (Lacerenza and et.al., 2018).
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Norming : Norming is the next step of team building in which employees respond
according to that it also helps to define the effective working performance that more effective.
Smaller decisions may be delegated to individuals that also very helpful to describe the better
understanding and outcomes. In this process all the team members are well understand the
queries and ensure the process objectives effectively. The team is more strategically aware about
the whole task in order to understand the long lasting working opportunities. This opportunity
and task will helpful to contribute the effective working opportunity and also helps to bring the
effective outcomes.
Performing : Performing is the another step or process in which all the team members
are already knows clearly what they need to do or perform. This is the best and developing
results to make the process more effective and challenging for the company (Rosen, 2019).
Working across cultures in international teams.
Article 1:
The millennial generation is considered as the largest growing segment of global
workforce. This generation have much in common, they tend to share many of similar
aspirations, concerns, and expectation regarding inside and outside of the workplace. The
millennial generation is more internationally connected as compared with the predecessors. They
are able for connecting digitally and also more likely for living overseas and operated in the
multicultural environments. Business organizations need to adapt to various approaches and
practices for effectively managing the cross-cultural in international teams.
Talented and skilled millennials in the fast developing countries such as India and China
are difficult for retaining. They move on quickly in these nations. Thus, businesses need to focus
on keeping the talented millennials for longer time if it demonstrates a clear career progression in
which individuals quickly move up through ranks. In the Anglo cultures, people management
matters a lot, thus, businesses need to give team of millennials with the early opportunities in the
careers (Sullivan and Skelcher, 2017). The business organizations need to give access for
training and development opportunity, so that they can develop their leadership and management
skills. For example, national cultures plays a great role in effectively managing the cross-cultural
teams. UK is considered as the most individualistic culture in the worldwide and employees in
such culture have expectations for managing their careers, voicing opinions and celebrating
individual success.
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The collaborative business culture can bring effective results and outcomes in the cross-
cultural international teams. As this culture helps in keeping the millennials and employees being
engaged in the business, and they also feel motivated and satisfied. The cross-cultural teams can
be effectively managed by demonstrating job security and also ensuring and maintaining healthy
work-life balance. For example, businesses can also focus on asking its millennial employees
about what is important for them and accordingly mentoring and helping them for growing as
individuals (Woodcock, 2017). Business needs to guide and mentor them for maximizing their
strengths and capabilities as employees in the workplace.
Article 2:
In International Business Environment multinational organizations have to work with
peoples that belongs to different cultures of different countries. The difference in their culture
affects the performance of team members. Leader of team must be aware of the culture, values
and religion that may affect the effectiveness of team work. Multinational Companies that are
operating their business at International level should be aware of the issues that international
teams may face. It is a major challenge for international teams to manage the effects of cultural
diversity, difference in cultures and cross cultural conflicts on team performance. For Example –
Global companies should refer the Article “ Cross cultural communication and Multicultural
team performance” to identify the issues such as difference in culture, language that may impact
the performance of team members at international level. Firms can use the model of Cross
cultural competence to identify the skills that are required for managing cross cultural
communication in teams.
According to Handy Model of culture, multinational firms can adopt various cultures
such as Task, Individual, Power and role culture. Among all this company should adopt Task
culture because this will help to solve a particular problem or to complete a particular project of
the firm. Helps to bring together the resources and people of different culture together.
CONCLUSION
As per the above report it has been concluded that team building and working culture is
interlinked with each other and performing the business objectives to get the best results and
goals. However, the whole study based on the topic that has been explained by different articles.
Therefore, study also explained the importance of team building and working culture in
international teams. On the other side, company also mentioned the reasons of unsuccessful team
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and how they affect the overall team performance. It has been concluded from the above study
that, how team building can helpful for the organisation.
RECOMMENDATIONS
Issue : Unsuccessful Team/Lack of motivation
In within the organisation culture there are some employees that are not satisfied with the
company policies and somehow creates the negative environment around the environment of
other teammates. Building effective team is the complex task for the leader which is about to
find group of people with the right mix of professional skills. Organisations should need to make
a proper plan and try to focus on roles, give value to each role, Communicate and demonstrate
the value between team members which is enough for better communication. There are some
strategies and techniques to make the ineffective team to effective teams.
Invest in signature relationship practices
This is the unique practices that helps to make the effective team for the organisations.
This is the team oriented practices in which employer and leaders build up the good bond and
relationship with employees or team members. This approach is more helpful to demonstrate the
employees commitments and encourage them to the best possible manner.
Model Collaborative behaviour
Model Collaboration is the another approach that company could adopt in order to make
the system more effective. Collaborative behaviour is helpful approach that make team members
more productive and helpful for each other. This can helps to make the demotivated person
motivated and happy.
Create A gift culture
Reward and recognitions is the favourite need or want for everyone. This culture makes
the positive work environment and most enlarging business approach. Also, company can
appoint mentoring and coaching approach for juniors and seniors. This approach can also helpful
to build up a good and productive team within the organisation. By creating formal and informal
culture at workplace is the another way to motivate employees towards the achievements.
Ensure the requisite skills
This skill can also be very effective and influencing in terms of making effective team
more effective. For collaborative teams it is requires certain skills or characteristics in order to
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perform the activities more effectively certain and enlarging. Mentoring is the critical skills and
characteristics that also cultivate the insufficient skills and goals.
Issue : Language Barriers
This is the second issue that majorly found with international teams. In order to overcome
this challenge, Company can also adopt this certain skills and practices such as given below :
 In order to reduce the language barriers international companies can use common
language which is generally known by other team members example : English.
 International companies can also conduct training for learning languages which is
suitable to the employees. Or can also use reliable translation service as well to make the
employees comfortable and satisfied with the work culture.
 Be respectful to other people languages is the biggest thing that should be followed by
the team members. Sometimes language barriers creates stress and frustrating situation.
In order to control that stress it is very much required for the people to be more specific
and challenging.
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REFERENCES
Books and Journal
Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. Routledge.
Binder, J., 2016. Global project management: communication, collaboration and management
across borders. Routledge.
Brewster, C. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Flaherty, J. E., 2015. The effects of cultural intelligence on team member acceptance and
integration in multinational teams. In Handbook of cultural intelligence (pp. 210-223).
Routledge.
Ford, R. C., Piccolo, R. F. and Ford, L. R., 2017. Strategies for building effective virtual teams:
Trust is key. Business Horizons, 60(1), pp.25-34.
Lacerenza, C. N. and et.al., 2018. Team development interventions: Evidence-based approaches
for improving teamwork. American Psychologist, 73(4), p.517.
Rosen, N., 2019. Teamwork and the bottom line: groups make a difference. Routledge.
Sullivan, H. and Skelcher, C., 2017. Working across boundaries: collaboration in public
services. Macmillan International Higher Education.
Woodcock, M., 2017. Team development manual. Routledge.
Online
Cross Culture Communication and multi culture team performance. [Online] Availabile Through
: <https://pdfs.semanticscholar.org/32dd/46b5fa29cd7cab90263ba0fc5409cd002e1c.pdf>.
Google Asked 5,600 Employees About How They Work. Tight-Knit, Productive Teams Do 3
Things Differently. 2018. [Online]. Available through :<https://www.inc.com/betsy-
mikel/google-asked-5600-of-its-employees-about-their-work-tight-knit-productive-teams-
did-3-things-differently.html>.
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Millennials across cultures: Same or different?. 2019. [Online]. Available through:
<https://www.londonschool.com/lsic/resources/blog/millennials-across-cultures-same-or-
different/>.
Successful teamwork: A case study. 2018. [Online]. Available
through :<http://www.unice.fr/crookall-cours/teams/docs/team%20Successful
%20teamwork.pdf>.
Team and Team Building. 2018. [Online].. Available
through :<https://nptel.ac.in/courses/110105034/SM_Web/Ch14%20revised.pdf>.
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