Multicultural Teams Case Study

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

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

The artifact allowed me to gain knowledge in the approaches of diversity leadership issues. Thomas (1995) offers eight basic leadership responses as an approach to diversity. The foster mutual adaption response approach, “…unequivocally endorses diversity” (Thomas, 1995, p. 251). Thomas (1995) states that under this approach, “…the parties involved accept and understand differences and diversity, recognizing full well that those realities may call for adaption on the part of all components of the whole” (p. 251). Thomas (1995) purposes a diversity framework be used to as a, “… point of departure for evolving a framework to guide managers in making decisions regarding diversity mixtures of all kinds” (p. 252). The framework processes revolve around three objectives for leadership as recognize diversity mixtures present, decide whether a response is required, and select an appropriate response or blended response (Thomas,

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

How diverse of a team do you manage?? The team is very well diverse, consisting of male and female, older and younger, well experienced and entry level, and from different backgrounds and cultures. The diversity is what helps the team be a strong effective department for both the employees and the employer. 6.

Teamwork also plays a significant role in a company’s communication structure, when leading or managing a team you will be diversity. Whether its gender, race, culture,

Cultural shapes how individuals experience the world around them. These experiences are a vital component of how services are both delivered and received. Gladding (2012) describes three key aspects of a multicultural leader. The first key aspect is to be aware of a diverse population and the effect on group work interventions (Gladding, 2012). To better facilitate a multicultural group, a leader

In this paper I will discuss how a team/group can become a high-performance team/group, examine the demographic characteristics and culture diversity and the impact on the team/group behavior. I will also describe how demographic characteristics and cultural diversity contribute to or detract from high-performance groups or teams.

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

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.

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.

the skill sets and aptitudes to manage in global organizations. These skills include the culture, the

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 &