People & Leadership: Performance in Multicultural Teams - Report

This report explores leadership and team performance within diverse cultural teams, based on interviews with professionals from construction, telecommunications, finance, grocery store leadership, and mechanical engineering. The study identifies benefits such as increased productivity...Read More

People and Leadership
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Abstract
The paper is based on the leadership and the performance of the team members in the various
working field. For this assignment the interview of five different people is being considered to
understand regarding the management of diverse cultural team in the organization. The people
those who are considered for the conversation are from construction field, telecommunications
field, grocery store leader, mechanical engineer and from the finance sector. The entire
conversation provide view on the benefits and the challenges that is faced by the team leaders for
working in the multi-cultural team. The discussion on the way for managing the team member
are also provided in the paper. It can be seen that the paper consist of the conversation of the
leaders and their views are incorporated in the suitable paragraph format for understanding the
way to manage diverse and inclusive team within the organization.
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Table of Contents
Step 1 – Interview........................................................................................................................................3
Construction............................................................................................................................................3
Telecommunication.................................................................................................................................3
Finance....................................................................................................................................................4
Grocery store leader................................................................................................................................4
Mechanical Engineer...............................................................................................................................5
Step 2 – Essay.............................................................................................................................................6
Introduction.............................................................................................................................................6
Main Context...........................................................................................................................................6
Conclusion...............................................................................................................................................9
References.................................................................................................................................................10
Appendix...................................................................................................................................................12
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Step 1 – Interview
Construction
Interviewer: What kind of benefit you found when working with people from different cultures?
People: Working with the diverse cultural people in the organization is quite an experiencing
task and the most effective benefit is that it helps to increase the productivity of the firm. This is
because the multicultural team brings out various talent within the organization to maintain
suitable work.
Interviewer: What are the challenges that you faced in the multi-cultural team?
People: Like benefits, working with the multicultural people also have some challenges. The
primary challenges that are faced in the working function of construction where various projects
took place are the linguistic challenge.
Interviewer: How would you address the issue in the team?
People: a Linguistic challenge is quite effective for the project management and it is essential to
rectify for better performance level. To deal with this issue the first step is to have people within
the organization who are familiar with the locality and the local language.
Interviewer: How do you manage and lead the team member of the multi-cultural team?
People: Managing the multicultural team is quite an innovative task and this required effective
use of a working function. The best thing that a manager could use is to avoid the stereotype
within the organization.
Telecommunication
Interviewer: What kind of benefit you found when working with people from different cultures?
People: In telecommunication field, there is various kind of people in the organization and
working with them is quite suitable and gaining new experiences. In this field communication is
vital and with the help of the multi-cultural team, the skill of interaction and communication is
enhanced.
Interviewer: What are the challenges that you faced in the multi-cultural team?
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People: The primary challenges that are generally faced by the managers and the people in
telecommunication field is the understanding of professional etiquettes of the different people.
Interviewer: How would you address the issue in the team?
People: This issue is quite disturbing to the team and for that, it is essential for the managers and
the organization to incorporate effective organizational culture within the team members.
Interviewer: How do you manage and lead the team member of a multi-cultural team?
People: managing the entire team of cross-cultural people is quite a challenging task but it could
be done with the suitable and effective way by understanding the cultural value of each of the
people.
Finance
Interviewer: What kind of benefit you found when working with people from different cultures?
People: In the financial sector working in the multi-cultural team does not have a huge impact on
the entire work is in the finance sector of the organization. But the benefits that are achieved
while working in such a team is the increment in working function.
Interviewer: What are the challenges that you faced in a multi-cultural team?
People: The most vital challenge that is faced by the team members is the management of
structural difference as well as the decision making for the firm.
Interviewer: How would you address all the issues on the team?
People: The issues could be easily addressed with the help of effective working function within
the market and also maintaining collaborative solution for the decision-making process.
Interviewer: How do you manage and lead the team member of a multi-cultural team?
People: The management of the multi-cultural team is quite effective and this needs to be done
with a suitable knowledge of the working team.
Grocery store leader
Interviewer: What kind of benefit you found when working with people from different cultures?
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People: The benefits that are gained by the firm is the increment in productivity and
performance level of the firm.
Interviewer: What are the challenges that you faced in the multi-cultural team?
People: The primary challenge for the organization is to make the suitable and effective decision
for the firm within the market and to communicate with the people.
Interviewer: How would you address all the issues on the team?
People: The issue can be rectified with effective communication skill and understanding among
the team members to deal with the various facts in the store.
Interviewer: How do you manage and lead the team member of a multi-cultural team?
People: managing the multi-cultural team is quite innovative and for that creative strategy with
innovation is highly required within the firm.
Mechanical Engineer
Interviewer: What kind of benefit you found when working with people from different cultures?
People: The multi-cultural team within the working function of mechanical engineer provides
effective working space and also help to build the communication skill.
Interviewer: What are the challenges that you faced in a multi-cultural team?
People: The primary challenge that is being faced by the people is to agree with the same
concept and to have a clear understanding of the various process.
Interviewer: How would you address all the issues on the team?
People: The issue is vital and to deal with this the most effective use is to build strong
communication and relationship among the employees.
Interviewer: How do you manage and lead the team member of a multi-cultural team?
People: managing the people will require to provide them the preparation time, then monitoring
the team dynamics and by breaking down the barriers.
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Step 2 – Essay
Introduction
Diversity in the team allows the organization to have strength and opportunity in the working
function of the firm (Ackermann, and Alexander, 2016). Managing the diverse team is the on-
going process that is being utilized by the various organizations. The purpose of this paper is to
understand the suitable managing process of the multi-cultural team within the organization.
Main Context
The culture within the working function has various introduction within the field of management.
According to León, and Morales, (2018) the culture is considered to be the collective
programming that is involved within the mind of people that help to distinguish the member of
one group from the another. All over the world culture have a various aspect of the market that
shows a different concept of the culture within the world. It can be seen that different
organization and people have a different value for the cultural activity. In the words of Roman,
(2016) it can be seen that the culture eventually affects the attractiveness of the economic
system. Managing a diverse and inclusive cultural team within the organization is quite effective
and this includes various benefits and also challenges for the firm. It can be seen that different
cultural people is required within the organization to perform various actions and for that, it is
essential to maintain the entire team with valuable working concepts. The people from the
various field have various view on the managing of a diverse team within the firm. According to
Bolman, and Deal, (2017) the multi-cultural team within the organization is lead with the help of
effective communication skill and other vital factors like strong relationship and positive
working process. The interview on the five different people from different organizational culture
provides a view that managing the multi-cultural team is both difficult and interesting and for
that, the managers required effective working function within the market. The fact is clear that
the firm needs to have an effective working function for managing the team of cultural diversity.
As per Goleman, (2017) working in the team of multi-culture have various benefits that allow the
firm to maintain their activity in the field and to provide suitable working operation. The benefits
that are effectively applied by the organization within the field is that it helps in the increment of
productivity then increase the market share and also enhance the communication skill as well as
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increase the creativity and so on. It can be seen from Uhl-Bien, and Arena, (2017) that the
benefits are quite essential for working with the team and this allows the people in providing
various working culture within the market. It is clear from the interview also that all the people
of telecommunication, finance, grocery store, mechanical engineer and the construction have the
similar benefits of increased productivity within the firm. This is quite an effective working
function that allows dealing with the various actors within the organization. From the point of
view of Leung, and Wang, (2015) it can be said that with the suitable and effective benefits the
multi-cultural team within the organization is also having huge challenges. These challenges
create a bigger issue for the firm which also has a huge impact on the working function as well
as the productivity and performance level of the organization. The fact is clear that the
organization need to have an effective and suitable working function where they are involved in
the valuable working culture within the market. The challenges that can be understood from the
interview is faced by the people are the linguistic challenge, then the decision making and
collaboration challenge and so on.
According to Lee et al., (2017) the emergence of the globalization provides the view that the
organization did not rely on the traditional team. Different people from the different cultural
background is effectively required which help them to maintain various activity within the field.
It can be seen that the multi-cultural team within the organization allow an open opportunity for
the integrating widely in differing the social, cultural as well as the organizational perspective
that eventually affects the success of the international operations. It is clear from the view of
Romani, (2016) that people within the team need to be managed according to their race, cultural
value, gender as well as the thinking style. People are different in every aspect and for that, it is
highly required for the managers to maintain the team in their respective way. This will help to
reduce the issues that are formed within the organization due to the cultural diversity in the
working function. The organization especially the managers have to build strong communication
skill so that they can effectively improve the working condition of the people within the market.
The fact is clear from the view of Takagi, and Hong, (2016) that the people need to have a
suitable solution for the firm and for that they can effectively provide working condition within
the market. The team managers either they are from the finance sector or the grocery store have
the effective influence on the multi-cultural team and they are required to maintain the activity of
the team member within the market with suitable and effective communication skill.
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In the words of Hajro et al., (2017) people working within the team need to have the effective
and positive attitude to increase their working function within the market. Every single person
when working in a team have the similar value of the other people either they are from a
different culture or from the same culture. Working in diverse culture allow the organization to
have the most creative field for the firm where they can get a view on different culture and also
this helps the organization to satisfy the need of the local people. Working together in the
effective cultural field is the most innovative and the suitable way by which one can eventually
have high productivity within the market. According to Bodla et al., (2016) gender diversity
within the organization also helps to improve the working function of the firm and this lead to
various actors within the market. It helps the firm to have a suitable working function that is
beneficial for the firm in the market. Moreover, it can be understood from the view of Lauring,
and Klitmøller, (2017) that multi-cultural team allows to have a high quality of work within the
organization. The interview from the construction based person provides the view that to manage
the team that also a multi-cultural team the most effective and the creative use is to avoid the
stereotype within the firm. As per Lisak et al., (2016) stereotype creates a huge problem within
the organization which eventually reduce the productivity of the firm and also break various
team in the organization.
Working with the diverse people in the organization might create stereotype activity in the firm.
It is essential for the managers and the team members within the organization to avoid all kind of
stereotypes from the organization. According to Li et al., (2017) cultural value is vital for the
people to maintain their cultural root and their identification. It can be seen that in the
telecommunication sector which is a multinational company has diverse cultural people and in
this kind of organization, it is highly essential to maintain people in the vast area. The manager
can lead the working function by providing respect and value to every culture and also by
listening to their ideas without any kind of discrimination. In the words of Lauring, and
Villesèche, (2017) the cultural value of the people show their respective characteristics and their
working function ability within the organization. As per Irwin, and Brian Irwin (2008)
maintaining the team is a difficult task and also if the team is full of multi-cultural people then it
is more difficult for the managers. For this, the manager highly required some of the creative and
innovative strategies that would help them to maintain their activity in the field. It is essential for
the firm to understand the various culture of the people and provide them that space to develop
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their thinking capacity and their value in the organization. It is essential for the firm to provide
similar and effective working function for each team member that also without performing any
kind of discrimination within the organization.
As per Hofstede, (1984) communication is the effective and the suitable way to maintain the
diverse team within the organization. The way of communication allows the team members to
share their view and to develop a strong relationship with the manager of the firm. It can be seen
that the working function of the team members within the organization is directly affected by the
managers and for that, they are required to have a strong relationship. According to the view of
Remington, (2016) communication skill allows maintaining a strong relationship with the team
members. This is effectively utilized by the multi-cultural team so that the people have an
effective way to make a suitable decision regarding the firm activity. It is clear that decision
making most of the time create a major issue for the firm but it could be effectively maintained
within the field. The most suitable and the effective way to manage the decision of the multi-
cultural team is to collaborate solve the issue and understand the individual decision of each of
the team members. The working facility of the firm is quite effective and this could be lead with
the benefits of the people within the market. It is clear from the various facts that the
organization needs to have an effective and suitable working function for the firm. In the words
of Shenhar et al., (2016) maintaining the cultural activity of the field is quite and improving an
effective task and this help to determine the working capacity of the people in the team.
Conclusion
The paper concludes the facts that the managing of a diverse team is the challenging job but it
provides benefits for the organization in various factors like to improve the productivity of the
firm and their performance level. The paper also concludes the facts that multi-cultural team
allow the organization to understand the various culture and their activity within the market that
help in performing innovative strategy.
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References
Ackermann, F. and Alexander, J., 2016. Researching complex projects: Using causal mapping to
take a systems perspective. International Journal of Project Management, 34(6), pp.891-901.
Bodla, A.A., Tang, N., Jiang, W., and Tian, L., 2016. Diversity and creativity in cross-national
teams: The role of team knowledge sharing and inclusive climate. Journal of Management &
Organization, pp.1-19.
Bolman, L.G., and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics). Harvard
Business Press.
Hajro, A., Gibson, C.B., and Pudelko, M., 2017. Knowledge exchange processes in multicultural
teams: Linking organizational diversity climates to teams’ effectiveness. Academy of
Management Journal, 60(1), pp.345-372.
Hofstede, G., 1984. Cultural dimensions in management and planning. Asia Pacific journal of
management, 1(2), pp.81-99.
Irwin, B. and Brian Irwin PMP, M.S.M., 2008. Managing politics and conflict in projects.
Berrett-Koehler Publishers.
Lauring, J. and Klitmøller, A., 2017. Inclusive language use in multicultural business
organizations: The effect on creativity and performance. International Journal of Business
Communication, 54(3), pp.306-324.
Lauring, J. and Villesèche, F., 2017. The Performance of Gender Diverse Teams: What Is the
Relation between Diversity Attitudes and Degree of Diversity?. European Management Review.
Lee, Y.T., Masuda, A., Fu, X. and Reiche, B.S., 2017. Navigating between Home, Host, and
Global: Consequences of Multicultural Team Members' Identity Configurations. Academy of
Management Discoveries, pp.amd-2016.
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León, F.R. and Morales, O., 2018. Effects of People-oriented Leadership and Subordinate
Employability on Call Center Withdrawal Behaviors. Revista de Psicologia del Trabajo y de Las
Organizaciones, 34(1).
Leung, K. and Wang, J., 2015. Social processes and team creativity in multicultural teams: A
socio‐technical framework. Journal of Organizational Behavior, 36(7), pp.1008-1025.
Li, C.R., Lin, C.J., Tien, Y.H. and Chen, C.M., 2017. A multilevel model of team cultural
diversity and creativity: The role of climate for inclusion. The Journal of Creative
Behavior, 51(2), pp.163-179.
Lisak, A., Erez, M., Sui, Y. and Lee, C., 2016. The positive role of global leaders in enhancing
multicultural team innovation. Journal of International Business Studies, 47(6), pp.655-673.
Remington, K., 2016. Leading complex projects. Routledge.
Roman, H., 2016. Developing Your People--Commonsense Leadership in the Workplace-Vol. 3:
Career Asset Management, Teamwork, and Empowerment.
Romani, L., 2016. Managing Globally: Resolving Intercultural Challenges in the Management of
Local Multicultural Teams in a Multinational Venture. Intercultural Management: A Case-
Based Approach to Achieving Complementarity and Synergy, p.300.
Shenhar, A.J., Holzmann, V., Melamed, B. and Zhao, Y., 2016. The Challenge of Innovation in
Highly Complex Projects: What Can We Learn from Boeing's Dreamliner Experience?. Project
Management Journal, 47(2), pp.62-78.
Takagi, J. and Hong, H.J., 2016. The Global Team Leader Dilemma: Diversity and
Inclusion. Uncertainty, Diversity and The Common Good: Changing Norms and New
Leadership Paradigms, p.111.
Uhl-Bien, M. and Arena, M., 2017. Complexity leadership: Enabling people and organizations
for adaptability. Organizational Dynamics.
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Appendix
People Benefits Challenges Overcome
issue
Manage team
Construction increase the
productivity
linguistic
challenge
familiar with
the locality and
the local
language
innovative task
and this
required
effective use of
a working
function
Telecommunication interaction and
communication
professional
etiquettes of
the different
people
incorporate
effective
organizational
culture within
the team
members
understanding
the cultural
value of each of
the people
Finance increment in
working
function
decision
making
maintaining
collaborative
solution for the
decision-
making process
a suitable
knowledge of
the working
team
Grocery store
leader
productivity and
performance
level
decision for the
firm within the
market and to
communicate
with the people
effective
communication
skill and
understanding
among the team
members
creative
strategy with
innovation
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Mechanical
Engineer
working space
and
communication
agree with the
same concept
build strong
communication
and relationship
among the
employees
team dynamics
and by
breaking down
the barriers
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