UTS Business Autumn 2019: Managing Multicultural Teams Report

This report examines the complexities of managing multicultural teams in a global business environment. It begins with a case study highlighting the challenges faced by a team, including miscommunication, discrimination, and conflict resulting in missed deadlines and reduced productivity. The report then provides a brief literature review on the impact of cultural diversity and the importance of effective management. The report also explores the causes of conflict, such as cultural differences and lack of understanding, along with the negative impacts on teamwork and performance. The report concludes with a description of the actions taken to address the issues, including communication and the implementation of policies against discrimination. The report emphasizes the importance of understanding cultural nuances, promoting inclusivity, and fostering a positive work environment in order to improve team performance in multicultural settings.

Running head:
Name of the Student
Name of the University
Author Note

1Error! No text of specified style in document.
Week 10 - Managing multi-cultural teams
In this era of high competition between the organizations, maintaining a culturally
diverse workforce is highly crucial for enhancing the competitive advantage as well as the yearly
revenue of the organization in the global market. Inn majority of the multicultural organizations,
individuals from different cultural background, race, gender and sexual orientation works as a
team (Brett, Behfar and Kern 2009). A good number of positive as well as negative outcomes
can be evidenced. While some of the positive impacts include empowerment, freedom, prestige,
variety, learning and improved performance, some of the major negative impacts include conflict
within the employees, employee attrition and loss of revenue (Neukam 2017). While working for
a multinational company, I have evidenced some of the negative outcomes of lack of effective
management of multicultural team. In our team, majority of the team members are equalizers.
That means, majority of the employees tried to perform well. However, the conflict had arisen
due to miscommunication and groupism. Considering the fact that 5 of our team members are
from eastern part of the world, they was being discriminated by some of the team members,.
Constant discrimination had lead to conflict. As a result of this our team failed to complete the
task within the stipulated deadline. Not only this, constant conflict within the employees had also
reduced the productivity of our team. Finally, the manager decided to communicate with each
team member to understand the issue. Along with these strict policies against racial
discrimination was established in order to prevent further occurrence of this scenario.

2Error! No text of specified style in document.
Reference List
Brett, J., Behfar, K. and Kern, M.C., 2009. Managing multicultural teams. The Essential Guide
to Leadership, pp. 85.
Neukam, M.N., 2017. Managing the fuzzy front-end in multicultural teams. European Journal of
Innovation Management, 20(4), pp.578-598.