Managing Multicultural Teams

Key IssuesCultural contrasts affect aggroupwork and the damage often precedes intervention.Proper knowledge is needed in managing these differences, or more damage occurs.Communication plays an integral part in cultural differences.Direct communication stern be perceived by some as clear communication, unless for others it may be embarrassing. Indirect communication, in turn, can result in miscommunication.Accent and fluency differences can be barriers to effective team upwork, unless team members choose and put effort in learning and using the best-loved language of the team.Authority and hierarchy atomic number 18 also regarded highly by some cultures, while others do not. This may become offensive for cultures who regard the chain of command as important.Decision-making style is another factor. near cultures decide fast, while others drag on.There ar four strategies that can be used for managing multicultural differences in the workplace adaptation, structural interventi on, managerial intervention, and exit.Adaptation works when team members ar open rough the differences and chooses to work near them.Structural intervention is used when team members are resistant to acknowledging and working around their differences. In more cases, this may require sub-grouping.Managerial intervention may be necessary when the managers are needed to be involved so that one cultures management may firmness the conflict with the other cultures management, avoiding embarrassment and conflict on not following hierarchies. issue is a last option, and it may be voluntary or management-requested. It does not help with the difference, but it allows the team to move again with new people.There is no one fool-proof strategy its use is dependent on the case in hand.When the management discusses multicultural differences with team members beforehand, the team will be able to hustle through the job with less problems.When team members are open about the differences and wo rks with them, involvement of the high management becomes unnecessary and the project becomes easier.AnalysisMulticultural teams are essential for many companies, especially those engage in international deals, but it is an investment that needs careful agniseing and management. There are many issues that may arise within teams composed of people from differing beliefs and practices, and communication is only one of these issues. Perceptions on variant corporate items such as hierarchy and decision making equally affects the performance of a team and its members. Oftentimes, managers will have to take a stand and face the problem.There are four strategies in which the issue of multicultural team conflicts may be resolved, and the most appropriate strategy depends on the difference that needs to be addressed. Also, the strategy to be used is dependent on how well the team members are willing to participate in solving the problem within the team.In hindsight, problems can be pre-e mpted by managers when the issue of multicultural difference is discussed beforehand, before the team starts working together. This way, the members will have a foreknowledge of why their members from the other culture is working the way they do. Members should also be cooperative, willing to cope with and understand the differences. This can be solicited by he manager, but it should also be automatic among the team. When culturally-different team members are cooperative and understanding, it is possible for them to co-exist and work their way to the accomplishment of their given tasks.