Social Due Diligence And It Is Important For A Handful Of Reasons

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.

Here’s why? Experienced leaders have past exposure to diverse cultures, and know what to expect.These leaders may quickly adapt to the new cultural environment and interact with the foreign nationals (Daher, 2015). The seasoned leaders are in a position to scrutinize the current situation within the overseas organizations once they arrive because the leaders previously have acquired social intelligence. The experienced leaders may also analyze organizational performance, productivity, and unity. Experienced leaders may also use tools to assess current cultural gaps for future team growth (Suderman, 2012). The Organizational Cultural Assessment Instrument (OCAI) originated by Cameron and Quinn (as cited in Suderman, 2012) assists international companies in the development of their present and favored

"Mentoring is a special quality, skill set and attitude," she says. "The benefits are not only between the mentor and mentee, but the future generations."

Communicators who succeed in a diverse workplace must educate themselves about different cultures and co-cultures. Treating people from different cultural backgrounds with respect is essential. Finally, being willing to acknowledge and discuss cultural differences can help communicators understand and appreciate one another. The impact of culture and listening is very important in everyday life. Think about how many times you have had problems understanding someone from a different culture or even a different sub-culture. Now think about how many times someone from a different cultural background may have had problems understanding you. I know realize once that e-mail was

Canada is known to be a country of diversity, inclusion, and acceptance. It is a country that consists of many individuals with various cultures and ethnic backgrounds. To live in Canada, it would be inevitably for one to be working with others that are of a different ethnic/ cultural background in the near future or even currently. Communicating with people or groups of people that group up with different norms, values and beliefs can cause miscommunication. Regardless of whether their communication be verbal, non-verbal or written, subtle differences for each member can create misconceptions and failure in collaborating to meeting the groups end goal. Therefore, this essay is dedicated to outlining practices that are able to assist teams

Today, we live in a culturally diverse society due to globalization. As our world grows, expands and become increasingly more interconnected, the need for effective interpersonal communication among differing cultures has become apparent. When people from different cultures interact with one another there is intercultural communication because different cultures create different interpretation and expectations about what is seen as competent behaviors that will enable the construction of shared meanings.

In the article” Making it Overseas” by Mansour Javidan, Mary Teagarden, and David Bowen, states that for developing skills of global leadership, working all in various countries is one of the strategies which people can gain capabilities for cross-cultural issues. However, by gaining working experience overseas is not the only determinant to decide leaders’ success. In order to succeed overseas, leaders need a global mind-set, which includes Intellectual Capital, Psychological Capital, and Social Capital, and each of them are defined by three specific characteristics.

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

Cultural differences between countries have strong effects on individual personality and behavior, as well as on organizational culture (Hofstede 2001). These differences can be a significant barrier for an international business leader. Failure to understand and adapt to these differences may

* A direct and participative communication and meeting style is common, control is disliked and leadership is challenged to show expertise and best accepted when it’s based on it.

Teams can scale up their cultural tolerance and understanding of differences by proactively working towards achieving this understanding. Such efforts would include focus groups for controlled interaction and avoiding the tendency to socialize only in homogeneous groups.

In times of rapid globalisation and economic development growth, the environment of business has become more and more complicated as a huge number of firms want to globally expand their businesses. Subsequently, the managerial implications of cross-cultural management is the challenge of this development. As Abbe (2007) states, cross-cultural leadership has developed as a way to understand leaders who work in the global markets. Culture is the “software of mind” that can influence people’s patterns of thinking and behaving.

Despite the advantages associated with a shared leadership approach, some disadvantages also exist. One disadvantage originates from individual interpretations of teamwork (Baghai & Quigley, 2012). In other words, not all people in a work environment view working together the same, posing a leadership challenge to clearly delineate the organization’s concept of team. Other disadvantages arise when workers chose to bypass or overlook some team members, or when an individual lacks the confidence to exhibit leadership skills resulting in organizational loss of leadership potential (Pearce, Wassenaar, & Manz, 2014).

Dialogue is different from any other tool of the techniques it is method for problem-formulation and problem-solving technologies. Dialogue is essential for understanding culture and sub culture, for that instance organizational learning will probably depend upon such cultural understanding. Because of the high revolution seen in the technology and technological advancement its essential for an organization to accept the path of dialogue. There are many subunits had been formed in organization because of knowledge based information, geographies, market, product, and technology. So this subunits transform their subcultures. So organization have to require some mental models. And this

Becoming culturally aware I was able to understand that the French and Chinese culture held a high degree of respect for authority figures. Therefore, my experience and expertise in healthcare led Adam and Grace to see me as the person who should lead. Though humbled by that, I began to discuss that in America teams are often built upon flat structures and rely on consensus minded discussions and decisions, not hierarchy. I hoped this would encourage them to interact and embrace shared leadership roles, but when asked to share their ideas with each other it seemed difficult. Upon talking with Grace, I realized that she was fearful of being humiliated if she were to continue her behavior in a egalitarian team. Suddenly I realized that I was trying to place a single culture approach on my multicultural team. Looking at all our cultures, I saw that we shared the concept of power differences in leading. Instead of imposing the american way on them, I adjusted my approach in instilling a difference in power and allowed them to see me as a leader. In becoming the leader, I noticed both Adam and Grace became much more comfortable and eager to work on the task. In hopes of overcoming future conflict I established norms in that meeting which encouraged the members to share knowledge together. This balance between hierarchy and egalitarian allowed us as a team to build success, while