When a major international software developer needed to produce a new product quickly, the project manager assembled a team of employees from India and the United States. From the start, the team members could not agree on a delivery date for the product. The Americans thought the work could be done in two or three weeks; the Indians predicted it would take two to three months. As time went on. the Indian team members (due to their culture of non-direct communication) proved reluctant to report setbacks in the production process, which the American team members would find out about only when the work was due to be passed to them. Such conflicts, of course, may affect any team, but in this case they arose from cultural differences.
As tensions mounted. conflict over delivery dates and feedback became personal, disrupting team members communication about even mundane issues. The project manager decided he had to intervene - with the result that both the American and the Indian team members came to rely on him for direction regarding minute operational details that the team should have been able to handle itsell. The manager became so bogged down by quotidian issues that the project careened hopelessly off even the most pessimistic schedule - and the team members never learned to work together effectively.
Source: Brett. J.. Behfai, K. and Kern, M. 120061 Managing multicultural teams i*rvard '.cotes t;:ev:Pvi. i. November, pp. ari-ei This case is representative of the workplace of today and the future - a workplace increasingly diverse in terms of age, gender and culture, which makes the conflict management and negotiation processes increasingly complex.
What complexities do these diversity factors add to conflict management and negotiation processes
2 What strategies need to be put in place to deal with these
3 What training and development strategies need to be developed by an organisation to deal with the challenges of managing a culturally diverse team.
Cross-cultural diversity at the workplace, in a team there are people of various cultural background working together for a common objective. In this case, the project manager for new product development in an international software development company, where a team is assembled that includes employees from the United States and India. The major challenges are faced by a manager with a culturally diverse team like the conflict in decision making and communication gap. This issue can be resolved through effective training and development. The strategies of training and development that must be implemented to resolve this issue will be discussed in this presentation(Sohal, 2008).
Outline acceptable job descriptions In a training program, a clear description of the skill set an employee, its roles and responsibility of an individual that will be required to perform in the project implementation must be included(Nichols, Horner, & Fyfe, 2015). Free flow of communication In the training program, communication plays an important role. The organization must allow free flow of communication among a team, team leader, and other superiors(Herd, Cumberland, Herd, Alagaraja, & Kerr, 2016)
Determine one’s preconceptions A leader before reaching to their employees, his or her own conceptions should be clear, so the team is not reaching at conflicting decision. Offer intercultural communication training Global team members must be able to communicate with personnel from different cultures. To enhance the understanding and value cross-cultural differences, skills and knowledge must be developed through training program provided by the organization(Ang & Van Dyne, 2015).
Offer conflict management training for individuals and teams For the globally diverse team, conflicts is a major challenge due to the difference in culture, languages, the difference in time zones, reliance on technology, lack of face to face interaction. The conflict management training must be provided for this reason.
Develop a process for creating and chartering global teams A training program must include a module to ensure project teams have a clarified and clear scope, goals, and sponsors of the project. Training for improved coordination The training program must include activities that will help teams to improve coordination among them, and the ability to enhance decision making in a team Motivation Working with different cultures in a single team for a task need the motivation to move forward, this can be done through an effective training program.
To conclude, in this case, employees were working for new product development in a team of people from two different countries and culture that is India and the United Kingdom. This lead to opportunities and challenges in an organization, among which one of the major challenges arise is conflict. In this case, the conflict arises due to a decision regarding the schedule of the project. This could be resolved by various tools and methods adopted by the organization. Training and development play an important role in this issue.
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. London: Routledge. Curry, C. (2018). Managing Conflict in Global Teams. Retrieved from trainingmag: https://trainingmag.com/trgmag-article/managing-conflict-global-teams/ Herd, A., Cumberland, D., Herd, A., Alagaraja, M., & Kerr, .. (2016).
Assessment and development of global leadership competencies in the workplace: A review of literature. Advances in Developing Human Resources, 301. Marsick, V., & Watkins, K. (2015). Informal and Incidental Learning in the Workplace (Routledge Revivals). Routledge. Nichols, P., Horner, B., & Fyfe, K. (2015).
Understanding and improving communication processes in an increasingly multicultural aged care workforce. Journal of aging studies. Sohal, A. (2008). Human resource practices and workforce diversity: an empirical assessment. International Journal of Manpower, 530.