Quality Management Practices in International Teams Report

This report delves into the complexities of managing international teams, focusing on quality management practices to foster team unity and enhance collaboration. It begins with an executive summary and introduction outlining the importance of effective management in a global workforce. Th...Read More

QUALITY
MANAGEMENT
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Executive summary
The present report is based on topic as “working in international teams”. Global
workforce needs to conduct their practices as to managing working with people all around the
world. Therefore, helping managers and motivate the diverse employees is one of creative
approach to develop greater sense of team unity.
Furthermore, report is based on quality management practices towards working with
international teams. Hence, report has covered Tuckman team development and Belbin model
approach so that international team managed effectively. Lastly, cultural theories have also been
defined as Hofstede dimensional and Handy culture theory to maintain working of diversified
employees.
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Executive summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Working in teams and successful team-building.........................................................................4
Working across cultures in international teams...........................................................................8
REFERENCES..............................................................................................................................12
1. INTRODUCTION.....................................................................................................................12
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INTRODUCTION
Managing the international teams develops the greater awareness of the values,
behaviours and attitudes of varied culture. Henceforth, working in international team aids to
enhance collaboration and also allows to brainstorming ideas and skills of individuals. Working
at the international level aids to have diverse knowledge and experience (Henderson, 2005).
Therefore, enhancement in innovation, creativity and prosperity aids to grow business activities
at huge level. Technical advancement has made it easier to conduct the business activities at the
global level through improving communication and this is effective to conduct the working
activities effectively. Working with international teams also brings national and cultural
differences and this can also have huge impact on the working of the enterprise.
Thus, present report is based on topic as “Working in international teams”. Henceforth,
report will cover the activities as to explore the impact of working in team and to have successful
team building, to identify the working across the cultures in international teams. Lastly,
recommendation will be given to undertake the action that aids to conduct working practices
effectively at the international level.
MAIN BODY
Working in teams and successful team-building
Team building defined as to enhance trust, improve communication, increase
collaboration and to raise or maintain motivation. Henceforth, team is group of individuals that
works as to organized to work together interdependently and cooperatively to meet the needs of
customer and to accomplish the purpose and goals. To conduct the work in team manner means
sharing the ideas and skill that aids to carry out the working practices effectively and efficiently.
Thus, main goal of team is to have effective improvement in productivity and innovation
(Halverson and Tirmizi, 2008). This is defined as process that turning the group of people that
contributes employees into the cohesive team. Henceforth, the main aim of team is to provide the
framework that aids to enhance the ability of employees to have participation in problem solving,
planning, decisional making to serve better and effective to customers. Additionally, team
building is the process that allows to encourage employee networking and communication that
improve productivity and supports team work to perform efficiently together. In order to conduct
the team successfully, the two theories of team building must be taken and this defined in
following manner as are-
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Tuckman stages of group development- This is model that defined as to perform their work in
manner as to forming, storming, norming and adjourning. Thus, all phases under this model are
crucial and inevitable in terms to grow, to tackle problems, to identify the solutions, plan
effective and to deliver the better results. This is the framework that provides the useful and
simple way to have interaction at the national and international levels.
Forming- In this, high dependence on the leader are required for guidance and direction. At this
level, team members introduce to each other. Hence, they share the information about the
backgrounds, experience and interest. Henceforth, it is the initial stage and it is crucial to be very
clear about the team goals, that is working at both national and international level. This aids to
provide the clear direction in relation to desired objectives (Gundersen, Hellesøy and Raeder,
2012). Therefore, team leader must be ensuring about the determining team roles and
responsibilities so that all can work together in specific manner. Additionally, it can be stated
that the team is dependent on the team leader to guide them.
Storming- At this stage, while team initiated to work together they get shift towards to storming
stage. Therefore, team members compete with each other for the status and acceptance of each
other ideas (Oertig and Buergi, 2006). Thus, team that are working at the international and
national level faces the huge difficulties as this mode. As they belong to differ culture and have
their own style of working and that has huge impact on the working of the enterprise. Therefore,
this is the function that causes conflicts within the teams. In order to cope up with it, the team
leader needs to put focus over the things that how to solve problem together, function it
independently as together as a team. Thus, roles and responsibilities of team must be deliver to
team members so that they can perform their functions effectively.
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Figure 1Tuckman team development model
(Source: THE FIVE STAGES OF TEAM DEVELOPMENT: A CASE STUDY. 2010)
Norming- At this stage, the all team members starts to work more effectively as a team. Hence,
they have no longer focus over the individual goals but they also put consideration over to
develop way of thinking so that the things can be carried out effectively. At the time of
performing the work with national and international teams, it is crucial to framing the rules for
working together and helping each other to move toward a common goal.
Henceforth, it can be stated that team leader not to get involved in decision making and problem
solving since the team members are able to work better together. Furthermore, team members
must have greater self-direction and must have ability to resolve issues and conflict within the
group. It is crucial that team members need to work collaboratively and can also get start to
function as coach to the members of the team.
Performing- This is the function that is required to be performed at the high level. Under this
level, individuals mainly put their focus reaching the goal as group. Therefore, team members
must have trust on each other. Henceforth, to get better performance at the national and
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international level the team needs to be highly motivated to get the job done. If any changes are
needed to be undertaken on their own without any reliance on the team leader. At this stage,
team leader has not to get involved in the process as decision making, problem solving and other
activities and to get involved in day to day functioning of team. Furthermore, team leader must
continue to monitor the progress of team and to celebrate each milestone goals to build effective
success within the team. At this stage, team leader will work as gateway at time when decision
reached at the higher level within the enterprise.
Adjourning- If the team comes at this stage that means they have successfully negotiated the
first four stage. After achieving the task, the team can be dissolved. Hence, team leader can
organise planning as an official farewell party.
Henceforth, it can be stated that this kind of team building stages aids to perform all
activities in effective and efficient mode. Thus, team skills within the individual can get
enhanced and this helps to bring desired performance.
Belbin team development theory- This is defined as an active way to access the strength and
weakness of a team. Additionally, it supports the team to understand the ways that aid to improve
overall performance within the enterprise. Henceforth, it defines the team roles as tendency to
behave, contribute and interrelate each function effectively. It is described in below given
manner as-
Implementer- It is defined as practical organizer within the team. Hence, the activities must be
performed in relation to disciplined, task oriented and orderly. Therefore, executor in this work
as to put the plans and ideas into task.
Resource investigator- It is process that defined as naturally good person to develop and
maintain contacts and also become careless when the novelty wears off. They are the person who
must be enthusiastic, open minded and adventurous and should be looking towards new ideas.
Plant- He is an individual that works as to creative thinker of the team. With help of creative
idea and innovative ideas they become successful to cope up with difficult problems. An
innovative ideas aids to deal with complex task and to do the things properly.
Monitor- They perform their role as to sensible, thoughtful and critical. Thus, they act as to
analyse of the team. If enterprise has to perform the working practices at the international level,
then they need to analyse the situation and to get bottom of things.
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Shaper- They are individual who conducts the practices as driven, passionate and will full
manner. Thus, shaper makes sure that the deadlines are made and goals are to be met so that all
things can get done effectively and efficiently (Hosseini and et.al., 2018). Additionally, they are
the authority who undertake each activity of firm systematic and they planned each thing
creatively.
Coordinator- He is the person who is the natural coordinator of the team. It aids to team
members to clarify the intention and summarize each activity effectively. Henceforth,
coordinator trust other and delegate activities easily and they also have tendency to shift their
burden to others.
Complete finisher- It leads to lot of attention to details, checking and has tendency to conduct
the whole practices with perfectionism. In order to undertake the practices, the better monitoring
must be conducted within the quality and safety. They must perform their work as be
overprotective and find difficulties to deal with conflict situation and taking decision at critical
times.
Team worker- He is the person who perform their work as to be the most sensitive member of
the team and must perform as to be helpful, accommodating and must put focus over the pleasant
atmosphere and sense of togetherness. At the tine of taking any decision he needs to be the
biased and take any decision in favour of all team.
Specialist- He is the authority who has the immeasurable source of knowledge in his field. He is
the person who has skill as to dedicated professional, task oriented and advisor. Thus, an
individua can perform the all activities in systematic and efficient manner. Thus, the substantial
knowledge and technical skills aids to cope up with complex situation at times.
Working across cultures in international teams
Culture diversity has wide impact on communication within the enterprise. Henceforth, it
can be stated that culture profoundly influences the that how people think, behave and
communicate with one another. Additionally, diversity has huge impact over the teamwork.
Therefore, it can be stated that the diversification within the individual of differed mainly affects
the communication, conflicts, satisfaction, creativity and cohesion (Beech, 2018). It also affects
the enterprise in the positive manner as these aids to enhance creativity, innovation, flexibility,
productivity and information sharing within the enterprise. In order to cope up with cultural
diversity, the theories relate with it can be used. Thus, its defined in following manner as-
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Handy model of organisation culture- Organisation culture is made up of shared, values,
assumption and belief about term that how people behave and interact. Henceforth,
understanding of organisation culture is crucial for effective leadership. Additionally,
organisation culture decides the way that individuals has visionary and purpose driven
organisation methodology. Thus, its defined in below contexed manner as-
Power- There are some enterprise in which the authority and power remains in some hands and
only they are authorised to take decision. They are the individuals who enjoy privileges at the
workplace. Henceforth, they are the most crucial person at the workplace and who has right to
conduct major decision. In order to manage the work within the international team the manager
needs to be effective so that the task can be conducted systematically.
Role culture- Under this authority is clearly delegated within the high defined structure. There
are hierarchical bureaucracies in which the power derives from person position and little
opportunity.
Task culture- The team are formed to sort out the particular problems with the power that
derived from expertise.
Person culture- The all individual act as to superior within the enterprise. It is culture that only
aids to assist individual who work there.
Hofstede culture theory- It is model that defined as cultural dimension that represent
independent preference for one state of affairs to another (Hosseini, and et.al., 2018). Hence, this
model consists the following dimension and this defined in following manner as-
 Power distance index- In this society accept and expect power that is distributed
unequally. Therefore, high power of index score indicates high power distance that can
be observed and this can be identify that there is great inequality in society. The main aim
in this to perceived equality effectively.
 Individualism versus collectivism- It is defined as strength of mutual ties between
individual within certain community. Hence, high score mainly reflects connection and
little sharing of responsibility and respect for privacy and expectation rewards are also
characteristics of high score. This mainly give major focus over developing skills and to
be the expert. This defined as that harmony is most important than honesty.
 Masculinity versus feminist- It refer as to define that how society needs to comply with
value ad traditional males and female roles. Thus, men put their focus on performance
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and success whereas women out their consideration modesty, sensitivity and quality of
life. In high score, men are masculine and women are feminine. Thus, at time of
performing activities at the international level it is crucial to maintain the balance at the
enterprise.
 Low uncertainty evidence- It is the cultural dimension that refer as degree of anxiety
that member of society faced with uncertain and unknown situation. Therefore, it can be
stated that the high core nation avoids uncertain situation through control. Thus, people
have an informal attitude and they accept change and risk.
 Short term orientation versus long term orientation- It is the theory that deals with
rules of the society that based on traditions and old traditions. Therefore, following
characteristics can be supposed as high score on the basis of education, training and
society. Additionally, low scoring countries promotes high creativity and individualism.
People work as to treat each other equally. To conduct workplace practices effectively
with international teams, the things must be executed equally with most innovative plan
and ideas.
RECOMMENDATION-
On the basis of above report, the recommendation on topic as “Working in international
teams” will be given in below contexed manner as-
 The entity should acknowledge the cultural differences and to
 Enterprise should have better communication with teams as regularly and frequently to
maintain better coordination with international teams.
 It is crucial to reinforce structure and must be aware of power perception. Thus, regular
team communication aids to build trust among team members.
 The team members within enterprise should provide training classes so that they can be
able to support diversity initiatives.
CONCLUSION
From the above report it can be summarized that working in international team means to
develop greater awareness of values, behaviours and attitudes of different culture. Thus, the
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present report is based on quality management perspective by having effective team building
and cultural skill at time of working with international teams.
However, assignment has covered team building model as Tuckman team development
and Belbin model to carry out better activities within team and this leads to gain
competitive advantage. Lastly, report has covered two cultural theories as handy and
Hofstede cultural better performance can be conducted with international teams.
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REFERENCES
Books and Journals
Henderson,, 2005. Language diversity in international management teams. International Studies
of Management & Organization, 35(1), pp.66-82.
Halverson, C.B. and Tirmizi, S.A. eds., 2008. Effective multicultural teams: Theory and
practice (Vol. 3). Springer Science & Business Media.
Gundersen, G., Hellesøy, B.T. and Raeder, S., 2012. Leading international project teams: The
effectiveness of transformational leadership in dynamic work environments. Journal of
Leadership & Organizational Studies. 19(1). pp.46-57.
Oertig, M. and Buergi, T., 2006. The challenges of managing cross-cultural virtual project
teams. Team Performance Management: An International Journal. 12(1/2). pp.23-30.
Beech, S.E., 2018. Adapting to change in the higher education system: International student
mobility as a migration industry. Journal of Ethnic and Migration Studies. 44(4). pp.610-
625.
Hosseini, M.R., and et.al., 2018. A qualitative investigation of perceived impacts of virtuality on
effectiveness of hybrid construction project teams. Construction Innovation. 18(1).
pp.109-131.
Online
THE FIVE STAGES OF TEAM DEVELOPMENT: A CASE STUDY. 2010. [Online] Available
through:< https://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-
study.php>.
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