Advantages Of Multicultural Team

I would like to pursue managing a multicultural team. I would like to do this because I feel like managing a multicultural team will teach me a lot about my own communication skills and break down barriers that I have about other cultures. I feel it will also help me with my challenges as a manager. I know it would be very challenging, however, I’m willing to take a chance. I want to address differences to overcome differences.

The positive impact of cultural diversity on group behavior can contribute creativity to a high-performance team. Membership diversity offers a rich pool of information, talent, and varied perspectives that can help improve team problem solving and increase creativity (Hunt, J., Osborn, R., Schermerhorn, J., 2005). Cultural diversity contributes various group input and group dynamics to the team. These two factors are essential in the high performance of a team. Cultural diversity can develop a high-performance team by allowing the diverse potentials of a team to operate. The negative impact of cultural diversity on group behavior can develop numerous of conflicts between team members. Conflicting interaction can limit or decrease the effectiveness and efficiency of productivity. There should be an awareness of the diverse culture values in order to prevent these conflicts.

The culture of team is weak, as there are no established norms and values or ground rules. As such, there was a discrepancy in the development of the team during the norming stage, as discussed previously. The team also engaged in a cultural clash in terms of industry areas, country/ethnic differences, and subcultures. The MGI founders related to a creative and artistic industry, while the students were business focused. The cultural differences manifested themselves in terms of language and expectations. And finally, within the subgroups were individual subcultures, which lead to a difference in values, roles, purposes, and goals especially when disagreements between these subcultures occurred (Hofstede, 1998). Multicultural teams can be more

People from different cultural background work together can have positive effect, since they can provide various perspectives on solving problems, attracting consumers, and cooperating with fellow workers. These new and various ideas can help our company to promote and take step into an amazing future.

This report in this section will be discussed about leadership of managing diversity. Since the industrial revolution, the world economy had been developed rapidly. Especially after the end of World War Two, there are many multinational companies, which puts forward new requirements for the development of management. As a organizational decision makers and leaders, they also have a new understanding of leadership and organizational problems in the new era. Therefore, managing diversity as an important part of the problem with leadership is more and more widely accepted. It

When people from the same schools, socioeconomic backgrounds, and political learnings work together in a team. They are to work together and work towards the same. In table 1, Adler (2002) shown that a monoculture team will only be able to produce and maintain certain level of productivity and efficiency in an organization when being compared to their multicultural counterparts

Diversity is an important component of team structure and forming. Planned or unplanned, diversity is likely an attribute in the overall team composition. Team diversity presents its challenges as teams are commonly assembled with members with different experiences, skills, talents and expertise (Smith, 2014). Organizational diversity has become an increasingly noticeable concern recently due to the modernization of the business culture. Virtualization, decentralization, globalization and a business requirement to create and innovate has forced organizations to explore more diverse teams to produce results. The variability will prove to be challenging and may trigger conflict that must be overcome internally by the team to move forward. This paper examines the importance of properly structuring and forming diverse teams to achieve high performance and success.

Multicultural teams have become more common in our organizations, and contemporary international management literature has identified that the management of multicultural teams is an

Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforce" (Aghazadeh, 2004). The success of an organization depends on the workforce of the organization. By using demography, managers can learn how to handle the needs or concerns of people of different genders, ethnicities, etc (Schermerhorn, Hunt, and Osborn, 2005). "Cultural diversity has an impact on the interaction process and performance in teams" (Saji, 2004). A diverse team or workforce gives companies a competitive advantage by enabling them to better meet the needs of their customers, successfully compete in the global marketplace, and hire from an expanded labor pool. Managing diversity involves the creation of an open, supportive, and responsive company in which diversity is acknowledged and valued by

Teams are people from different backgrounds. This is known as a diverse team. Your diverse team should have people from all ages, gender, cultures, and races. Even though you have a diverse team you will be faced with many conflicts and disagreements. You must be careful not to fall into the stereotype management role. (Wikipedia).

Diversity in culture and demographic characteristics can be a negative impact or be one of the team's greatest strengths, depending on how the team as a whole functions and applies these different “routes to success”. A group can become a high performing team by understanding how cultural and demographic differences influence group behavior. The groups must realize that they can benefit from their diversity to their advantage and into a high performance team.

In the case “Managing a Global Team: Greg James at Sun Microsystems, Inc. Tsedal Neeley states that lack of inappropriate communication, leadership and decision-making is root of the crisis of HS Holdings. Overall, cultural diversity is based on the idea that cultural identities should not be discarded or ignored but rather maintained and valued. In view of this, diverse cultural differences can result in organizational problems. Firstly, identify your techniques to manage his global team and recognize the root of problems. Secondly, identify you should be responsible for the crisis of HS Holdings because of miscommunication and improper leadership. Thirdly, defining the important role of open work environment and diversity play in the case in order to focus on improvement of this two. Fourthly, finding out short-term development and long-term development for James to match solving organizational problem. At the end, summing all findings in a conclusion . Mentioning Greg, he is an unquestionable technical elites. After he earned a Bachelor of Science in Computer Engineering from Stanford University, he chose to work for the Sun Inc. Within four years, he had risen in the Data Protection and Recovery Department. Five years later, he achieved the Sun outstanding Manager award. (Neeley and Delong 5) Now, James works on a global team management position where he is struggling with team management. Within the team there was a lot of stress being built up

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

Many opportunities are associated with a culturally diverse workplace and global expansion may have potential to provide just such a diverse work group. Cross-culturalism in business can provide leaders and employees with a wonderful opportunity to work with people from different backgrounds and cultures. In addition, “the more opportunities for business leaders to interact with people from different cultures, the more likely they will be to have positive attitudes from different cultures and identify, learn and apply diverse culturally-appropriate business behaviors” (Caligiuri & Tarique, 2012, p. 614). Culturally diverse environments offer a multitude of benefits including “the variety of perspectives, skills and personal attributes” (Matveeve & Nelson, 2004, p. 254). Moreover, multicultural teams have potential to “generate more ideas of higher quality in brainstorming tasks” (Matveeve &

In olden days, the managers considered culturally diverse workforce as a dangerous aspect of the organization, because at that time they could not properly manage the diverse workforce. But still now if the diverse employees are not effectively managed, they would provide serious disadvantages to the organization.