Effective Cross Cultural Methods in Managing an Internaional Team

The authors review the literature, outlining some examples of miscommunication in international business. Also noted are some responses to these challenges, where businesses have been forced to adapt their practices to the local market. The final sections of the article outline presumably from an American perspective some of the subtleties of conducting business in foreign countries like England, Germany and Japan. The primary conclusion of the paper is that companies need to ensure that international employees have an appropriate level of intercultural knowledge and sensitivity.

The territoriality principle holds that governments have the right to rule themselves as they see fit.

Mexicans prefer collectivism rather than individualism. The Mexican culture generally is “being-oriented” than “doing-oriented” culture. There is a high-context and implicit communication style for most of the Mexicans. On the other hand, Mexicans maintain a very little personal space with others and are frequently expressive and passionate communicators. The attitude of “work to live” for most Mexicans compared to “live to work” in the US. For them, family is the central of the importance. It is said that loyalty to the family and friends determine the employment success or special treatment for contracts. Mexicans make decisions based on what is beneficial to their family and their groups. However, such decisions can negatively affect their jobs resulting from a very high absenteeism and turnover which is costly for the employers. “Family reasons” are the most common excuse given for the absenteeism and for failing to return to work. The concept of machismo and prestige are important in the Mexican cultures. Mexican males value their work and are seen as the head of household and breadwinner in the

5.0 Different roles within a team and the impact of..... personality types on a team.........................................8

In a global economy, U.S. companies are becoming more diverse, whether through a global customer base, or through acquisition of other companies based outside of the U.S. With these developments the workplace becomes an amalgamation of individuals with different worldviews. These differences are the result of different educational backgrounds, and cultural norms. Though there are sometimes impediments that are created due to a conflict in viewpoints, overwhelmingly the benefits from the variety of perspectives outweighs any of the detriments. This view is not only one held by me personally, but one that most quality managers of successful international companies hold true as well. My interview with my direct manager, Dianna Ulrich-Hope, proved valuable in confirming my notions. As a Director of Pricing at Micro Focus, a global software company, her insights regarding international collaboration amongst professionals helped see how my cultural agility competencies align, and how to leverage them.

This scholarly paper will explore common concepts relating to teams in general, and how ...[ view ] - Effective Team Communication - Effective Team Communication In the environment today, it is not unusual to see people working in teams to accomplish certain goals and tasks. During our youth, parents and teachers encourage us thr...[ view ] Essay Color Key High Performance Teamwork 0 Tweet 0

Managers are responsible for using resources, including personnel, to ensure a company’s success by meeting its overall goals and objectives. This alone can be a challenge, but when operations cross national borders, it can be particularly difficult. Mangers face unpredictable and sometimes hostile environments in areas they often know little about. In their book “Management Across Cultures,” Richard Steers, Carlos Sanchez-Runde, and Luciara Nardon discuss ten specific people related challenges managers face that can mean the difference between success and failure in the global market (Steers, Sanchez-Runde, & Nardon, 2010).

Today’s workforce is ever more diverse in means of personal traits such as race, ethnicity, gender, national origin, religion, gender identification, and sexual orientation. Diversity research proposes that such diversity in the workplace will steer to lesser costs and/or greater revenues, enhancing the bottom line of an organization. A culture is defined as a group or society which imparts common beliefs and values. A cultural group is known by the way in which it acts. A person can adapt to different cultures simultaneously displaying different traits contingent on birthplace, family background, language, etc. (Axner, nd).

In this assignment I am going to be defining teams in my own words, also explaining why it is a good idea to work within a team. I will also be describing some different types of terms and their associated benefits.

This essay concluded various factors that may affect workplace behaviour in a cross-cultural environment such as diversity, multiculturalism, ethnocentrism, stereotypes, cultural differences, barriers and cultural intelligence will be discussed. Furthermore, analyse the differences in national cultures and differences in political, social and economic systems in order to help managers succeed in a foreign country. Moreover, the essay has investigated how Australian managers concentrate on decision-making and intercultural communication as a result of operating business successfully.

Over the last few years, work teams have become a common and increasing characteristic of organisational life. Organisational successes, gains in productivity, quality and profitability are all attributed to team working. There are a number of factors which contribute to the performance of teams; for instance, the organisational structure within which the team works, the type of task to be accomplished, resources available and the characteristic of the team and the team members. The last, the characteristics of team members, is the subject of this note.

There are several attributes that a team must have to be regarded as an effective one. First, an effective team has interdependent members. Its productivity and efficiency are influenced by the level of coordination and interaction amongst and between its members. Second, effective team helps its members work together rather than alone. This implies that the team outperforms the productivity of an individual in the team. Third, effective team functions so efficiently that in the end, it yields the magnetism. The attraction created evokes the feeling of wanting to be associated with the team amongst its members because of the merits derived from team membership. Fourth, such team does not always have the same person as the leader. The leadership role is rotated amongst the team members as it grows and expands over time. Fifth, the members of team care for and nurture each other. None of the members is treated as unimportant in the team. Every member is recognized to play an integral part towards the success of the team. Sixth, effective team comprises members that applaud and encourage the leader, and vice versa. The mutual spirit of encouraging each other helps the members to work harder. Finally, the membership of these teams trusts each other wholly. Alongside their desire to succeed individually, the members also wish that their partners also succeeded as well.

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

New marketplaces are opening up as a result of modern technology and the internet. It is making businesses to expand to new geographic locations that possess new culture. Cross-cultural communication has become the new norm of essentially interacting with people remotely. Electronic information makes it easier to work with individuals in another country like working with someone in a closer location. Although English seems to be a global language, incomprehension arises sometime between individuals from different English-speaking nations. Cross-cultural communication is thus effective to bridge such gaps. Cross-cultural communication skills development is thus essential and not limited to observing other individual cultures and effective communication skills. The paper evaluates the necessary skills in cross cultural management of a global business.

This paper is a report on cross-cultural management, with the issues related to cross-cultural management being discussed in the paper. Additionally, the report has produced the future way of cross-cultural management, including how it can be improved in offices relying much on this strategic approach.