Group 4: China, Egypt, Australia) At the launch meeting, your first order of bus
ID: 397308 • Letter: G
Question
Group 4: China, Egypt, Australia) At the launch meeting, your first order of business is to insure that all team members understand their cultural differences and similarities, as well as how they can build on this to develop a cohesive and effective work team. How are you going to organize and run this meeting to accomplish your goal? Tasks: 1. Identify possible problems in running a cross-cultural team (take into consideration specific characteristics of cultures assigned). 2. Propose solution to these problems (think about what form these solutions can take: formal policies? company culture change?) 3. Prepare an agenda for the launch meeting.Explanation / Answer
1) As organisations increasingly expand their international operations, preparing their expatriets to cross-culture to manage and maximize their performances in terms of cultural sensivity and adaptation is a major concern. To manage a cross cultural delegates for a programme is also the same . The manager might have to face some problem to manage those delegates. And as a manager you have to follow and manage those problems.
When your delegates are from three different culture (China, Egypt, Australia) then obviously you have to know their language and cultural diversity. Like for chinese culture you have to concerned about the certain eastern cultural values need to be accepted and you have to obey their major confusian value. Egypt also serve as an important connector between Europe and Arab world. Today Egyptian society is the unique blend of diverse historical cultural influence and modern society so you also have to mind their culture and you also have to mind the reach Australian culture. Therefore the types of possible problems you can face and there solutions are-
2)
Understand why people behave differently than expected
Most of the managers who participated the meeting they have to manage a cultural different team. They have been used to manage a team who share same norms, values and basic assumption in life. Our behaviour is always the expression of our values, so when you have to mange the people of different culture, you have to their norms and and values in order to understand their behaviour.
Avoid getting frustrated and angry
We always compare other's people beahaviour with own norms and values. If the behaviour makes sense we accept it but if it dosen't, we reject it. Sometimes that rejection leads to frustration and hostility. As a manager,you should, of course, avoid showing frustration or hostility to your member. The reason why we end up frustrated and hostile is that we often interpet other peoples behaviour incorrectly.
Motivating a culturally diverse team- challenges and opportunities
What we regard as motivation is closely related with culture and it is often the case that what serves as a motivating factor in one culture is de-motivating people from another culture. That is properly the reason why motivation has found it's way to the cross-cultural managers.Very often company have a single-threaded motivation and reward systems based on the norms and values of where the company was originated. When you expand to the other cultures and you bring along your motivation system you might experience a decline in efficiency and employee satisfaction because of other people might feel de-motivated by the factor that you find extremely motivating.
Achieve the desire level of efficiency
A great deal of the respondents felt that it was difficult to reach the desired level of efficiency in their multicultural team because too much time is spent on sorting out misunderstandings, setting expectations and make everyone on the team pursue same goal. The reason why this issue ends up on this list is that we only see one defination of efficiency.
Lack of proper training on managing a culturally diverse team
And finally the cross -cultural managers feel that they need the right tools to manage and lead a culturally diverse team. Managing diversity is an important add-on to the management skills they already have. Culturally different team impose some challenges but also a lot of opportunities. If you are not trained to deal with this aspect of leadership you miss a lot of opportunities and you might ignore some challenges that can disturb the goals and objectives.
3) Agenda for a multicultural lunch meeting can be tricky to lead. Because people bring their cultural baggage with them wherever they go and that includes the workplace. The agenda of the meeting should be-
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