Analysis of Managing Multicultural Teams in Organizations

This report examines the complexities of managing multicultural teams within organizations, focusing on the impact of cultural diversity on team dynamics and performance. It highlights the importance of effective communication, training, and intercultural interaction to mitigate miscommunication and enhance decision-making. The report draws on personal experiences and academic research to illustrate the challenges and opportunities presented by diverse teams, emphasizing the need for proactive management strategies to foster a cohesive and productive work environment. It also underscores the significance of understanding and addressing cultural differences to improve overall organizational outcomes in both domestic and international markets. The author's insights emphasize the need for organizations to develop training programs to enhance the decision-making skills of employees and promote intercultural communication within the workplace.

Running head: MANAGING IN INTERNATIONAL CONTEXT
MANAGING IN INTERNATIONAL CONTEXT
Name of the Student
Name of the University
Author Note

1MANAGING IN INTERNATIONAL CONTEXT
The following paper attempts to reflect on issues that might arise due to the high nature
9of the cultural diversity that exists within the work teams of a given organization. The paper
majorly focusses on the ways in which the multiculturalism within the teams might be managed
in a proper in order to ensure the improvement in the overall performance of the company.
The presence of the cultural diversity within the workplace refers to the presence of the
members of the workforce from varied cultural backgrounds. This often leads to the conditions
wherein the concerned company might face issues related to the development of the working
conditions that involve people from varied cultural backgrounds (Brett, Behfar & Kern 2006).
The module on the management of the culturally diverse teams has helped me to learn more
about the ways in which the communication within the organization might be established in a
proper manner through the inclusion of the proper communicational habits on the part of the
concerned employees of the organization.
I had myself faced such a situation during my internship days. The team that I had been
working with had not been diverse in terms of the culture or social backgrounds. There were
very few members who belonged to diversified cultural backgrounds. Thus, the team members
often incurred miscommunication with employees from the culturally diverse backgrounds. One
such incident had occurred during the conditions wherein a decision that was undertaken by the
team was not conveyed properly to one of the members of the team who belonged to the Asian
background. This led to the issues in the proper execution of the decision thereby leading to the
conditions wherein the team had to face issues in achieving the set target (Neukam 2017). The
issue had been detected at an early stage though which led to the rectification of the issues and
thereafter ensured that the target could be met.

2MANAGING IN INTERNATIONAL CONTEXT
The major reasons behind the miscommunication arose from the diversity within the
organizational teams. These issues might be handled through the development of the training
within the organization in terms of the communication within the organization. The concerned
management of the given organization might be advised to deal with the various training
procedures that would help in the decision-making activities that are undertaken by the
employees serving at the higher positions within the organizational hierarchy (Harush, Lisak &
Glikson 2018). The maintenance of the diversity within the organization might further help in the
decision making within the organization as well as ensure the development of the organization as
a whole. The concerned teams might be sub-divided in order to increase the intercultural
interaction among the members of the organization (Hajro, Gibson & Pudelko 2017). This would
lead to the formation of a close-knit team within the workplace which in turn might lead to the
development of the organizational performance in the given market.
The given module had helped me learn the fact that the intercultural communication
within the workplace is necessary for the development of the overall development of the
performance of the organization in the given international as well as domestic markets.

3MANAGING IN INTERNATIONAL CONTEXT
References
Brett, J., Behfar, K. & Kern, M.C., 2006. Managing multicultural teams. Harvard business
review, 84(11), p.84-91.
Hajro, A., Gibson, C. B., & 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.
Harush, R., Lisak, A., & Glikson, E. 2018. The bright side of social categorization: The role of
global identity in reducing relational conflict in multicultural distributed teams. Cross Cultural
& Strategic Management, 25(1), pp. 134-156.
Neukam, M. N. 2017. Managing the fuzzy front-end in multicultural teams. European Journal of
Innovation Management, 20(4), pp. 578-598.