Reflective Report: Analyzing Leadership & Culture in Tanzanian Project

This reflective report analyzes cross-cultural issues faced by an American company in Tanzania, focusing on organizational culture, communication, and motivation. It applies theories like the conflict theory of organizational culture, two-way communication theory, and Maslow's hierarchy of needs to identify and address problems within the organization. The report also reflects on group performance using Tuckman's group theory and Gibbs reflective theory, emphasizing the importance of understanding and respecting diverse opinions for effective teamwork. The analysis highlights the need for an inclusive organizational culture that fosters motivation, effective communication, and mutual respect among employees. The student reflects on their personal learning experience, emphasizing the value of respecting diverse opinions and promoting effective teamwork in future projects. The report concludes with recommendations for the organization to adopt strategies that promote a positive work culture and improve overall performance.

Reflective report

TABLE OF CONTENTS
MAIN BODY...................................................................................................................................3
Reflection report..........................................................................................................................3
Reflection over the group performance.......................................................................................4
REFERENCES................................................................................................................................6

MAIN BODY
Reflection report
I found that, American global company Tanzanian is facing the issues in relation of the
cross work culture. I have analysed some issues that are hindering the growth of the company.
Also, these issues are reducing the productivity of the organization. The topic that I have chose
for podcast are organizational culture, communication and motivation. In accordance with my
opinion the lack of effectiveness in these elements working as a barrier for the Tanzanian. I have
applied relevant theories in order to analyse the selected issues in the organization. In the
organization there is ineffective organizational culture and therefore the employee of the
organization is not feeling comfortable at the another place. The conflict theory of the
organizational culture insist that there has to be effective culture has to be adopted in the
organization that enables every employee to adopt the culture and diversity of each employee
(Lubis and Hanum, 2020). I have analysed that the employees of he Tanazania company are not
easily accepting the culture of each other. And therefore, it leads to creation of the conflict in the
organization. For finding out this particular issue within the company, I made a focus over the
conflict theory. The main elements of this theory are, employees are not being agreed with the
manger. Also, the employees are not trusting on the organization. I found this issue in the
Tanzanian organization. Thus, the company needs to adopt the effective organizational culture
that ensures the effective interaction among the employees and managers.
The another issues I evaluated, is related to the communication in the organization. I have
used the two-flow communication theory in relation of finding out the communication issues
within the organization. The communication plays the vital role in order to create the effective
interaction among the workers in the organization. Also, it guides to the employees in relation of
behaving with each other. In Tanzanian organization the managers did not take the opinion of the
employees in return. As a result, it shows that there is only one-way communication takes place
in the company. I also found that, communication plays an effective role in completion of the
goals. Thus, I will use the communication theory of two-way communication in my future. The
company finds number of barrier in the completion of their project. It is due to the less
communication among the managers and the employees. Also, the ineffective communication
puts the effect over the development of the employees in the organization. I strongly believe in
the two-way communication. As it provides the equal opportunities to the all the members.

While analysing this issue of Tanzanian organization, I made a decision in relation of being a
good speaker and a listener as well. So, it will provide the equal opportunities to my mates in
terms of expressing their thoughts. I observed the another major issue in the organization and
that is related to the motivation. The Maslow 's hierarchy of needs is the theory that has been
used by me in order to identify the issues in relation of the motivation in the organisation (Asbari
and et.al., 2020). This theory suggests the five important needs of the employees and that is
psychological, safety, social, self-esteem ans self-actualization need I observed that the
employees of the organization are not motivated enough and that leads to reduce their esteem.
Also, in accordance with the social needs the employees are not guided properly for adopting the
work environment in different branches of the company. I also found that the motivation element
is linked up with the work culture of the company. Apart from the monetary terms of motivation.
There are large number of non-monetary terms motivation that has been described under the
needs of the maslow's hierarchy theory of motivation. In includes the appreciation, training and
development of the employees.
I have analysed and learnt the importance of maintaining the work culture in the
organization. As all the issues in the Tanzanian is related to the ineffective work culture in the
organization. All the issues are inter-linked with each other. As a recommendation, the CEO of
the organization needs to adopt the effective strategy of creating the work culture in the
organization under which all the employees feel motivated, accepts each other diversity, makes
effective interaction with each other (Onkhaw and Fedorova, 2019). Also, values each other. All
the issues can be sort by adopting the effective organizational culture in the organization as it
ensures the sense of belongingness in the employees. This has cleared my vision in relation of
the importance of adopting the behaviour that respect everyone's culture. I will use this element
in my life and respect everyone and their opinion as well.
Reflection over the group performance
Within adopting the stages of Tuckman's group theory the project work has been
completed. My group members have learnt numerous things while completion of the project. The
first stage of the tuckaman's theory is that is forming. In accordance of this step, the interactions
has been made among me and my group members with the help of our leader. As in a group
there are different members that are concerned with the different beliefs and culture. Therefore, it

is important to make a focus over making the interaction among the group members. This stage
has been effectively performed by my group members. All of us made the effective interaction
with each other on the first day of the project. The next stage in accordance of the theory is the
storming stage. During this stage the task has been divided among the group members. This has
been done in order to perform each task with effective manner (Donald and Carter, 2020). My
team leader has divided the whole task among me and my group members. I got the
responsibility of analysing the work culture issues of the organization. And my other mates got
the another duty relation of the same project. I did my part by ensuring the complete dedication.
As a result, I learnt many things. This stage has added glory in the group performance. As under
this stage very group member has performed their task in effective manner.
The next stage of the theory is the norming stage. Under this stage the standard has been
set that has to be achieved. My team leader has set the goal and provides equal opportunities to
all the members in relation of sharing the opinion. As a result, there was no conflict has been
arise among my group members. The last stage of the Tuckman's theory is the performing stage.
During this stage all the group members performed their task and made the communication with
each other with the help of e-mails. Finally, after completing the whole task. The final discussion
has been made with the group leader. The discussion was full of the achievements made by each
member including me. Also, the leader has appreciated all the members. In order to reflect on my
personal experience on the group performance I have used the Gibbs reflective theory. In
accordance with this theory the learning that has been made by me during this group
performance is that. Understanding the opinion and respecting the group member plays an
important role in the smooth working of the group performance (Guy and et.al., 2020). I will
further use this skill in future for completing the group task. Establishing the effective
understanding with the group members helps in the achievement of the goal in effective manner.
My group has performed this in effective manner. Therefore, the goals has been achieved in
efficient manner.

REFERENCES
Books and Journals
Asbari and et.al., 2020. Impact of Hard Skills, Soft Skills and Organizational Culture: Lecturer
Innovation Competencies As Mediating. EduPsyCouns: Journal of Education,
Psychology and Counseling. 2(1). pp.101-121.
Donald, E.J. and Carter, A., 2020. Overview of Common Group Theories. Group Development
and Group Leadership in Student Affairs, p.17.
Guy and et.al., 2020. Reflective practice facilitation within occupational therapy supervision
processes: A mixed method study. Australian occupational therapy journal. 67(4).
pp.320-329.
Lubis, F.R. and Hanum, F., 2020. December. Organizational culture. In 2nd Yogyakarta
international conference on educational management/administration and pedagogy
(YICEMAP 2019). Atlantis Press (pp. 88-91).
Onkhaw, Y. and Fedorova, N., 2019. Cross-cultural Comunication in International
Organizations.