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ghting the different developmental stages of a multicultural organization, the Impact of multicultural environment on team effectiveness, impact of the language factor (native, foreign peeking) on team effectiveness, the Impact of voice level in team discussions on team member relationships, the essence of developing an organizational culture context that each team member in a multicultural organization has to adapt to, building trust between multicultural team members as well as the impact of culture in response to the fear factor, evaluating whether team members would be open to discussions or whether they would close up.
The dynamics of multicultural organizations can be understood through evaluating the progression from single culture to multicultural association. This progression has been found to work in various levels which comprise a number of stages. The organization begins as a monoculture association. The first stage is the relationship whereby some members are excluded from the mainstream. The excluded groups are regarded as inferior while some of the members are superior by virtue of their belonging to the dominant group that upholds its mission to dominate the other members. The organizational structure comprises of the dominant group and the organization is conservative in its way of operation. It is difficult to change the structure due to the fact that any changes would be against the organization’s mission (Mariann and Jeanne, 2005). Dissatisfaction is usually experienced by the minority group and they feel disrespected and sidelined in the group’s activities. On the other hand, the dominant group derives satisfaction from its actions especially when the minorities are completely un-represented in the organization.
The next stage is the “white male club” that is characterized by stereotyping the minorities even though they actively participate in the organization’s activities. The group remains stable as long as the minorities
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In very today's world, more and more business dealers are looking for people who bring in different inputs to their business. Multi cultural teams are also very cost effective in ways like saving time. for example if a member of the group has a holiday on Friday’s, then the people who work on Friday’s can carry forward his part of work so that no loss of time occurs.
Fostering teamwork among employees can help organizations accomplish their short term and long term goals. The manager of an organization is responsible for promoting a corporate culture that believes in the value of teamwork. Organizational performance can be enhanced through the use of teamwork.
It is important because team members should be aware of the tasks they perform, should be involved in decision-making process and be aware of the terms. Usually, the most consistently successful teams comprise a range of roles undertaken by various members.
In today's business environment, team has been generally considered as a valuable formula for work organization. As Tarricone and Luca mentioned (2002), nowadays employers pay special and consistent attention to collaboration and teamwork, viewing them as 'a critical skill, essential in almost all working environments.' There is research dividing team into different types (Sundstorm, Meuse & Futrell, 1990); however, it will not be the case here.
(Frank & Larson, 2001).In a healthy team culture individuals are highly adaptive to change and thus greater learning. These elements are critical in ensuring that everything in the team operates smoothly. When people feel connected they work efficiently because they are relaxed, more likely to go the extra mile in the duties and so on.
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For the company developing such a product would help the firm increase its revenues in the short and long term. It is imperative for the company to obtain patent protection for this product to ensure the competition does not imitate its product
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