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Conflict Management Strategies In Global Project Teams

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Question:

Discuss about the Conflict Management Strategies in Global Project Teams.
 
 

Answer:

Introduction:

According to Brandt, England and Ward (2011), the cultural diversity is the most crucial impact on the development of the operations of the corporation and the formation of the effective control for the improvement of the operations. The management of the operations requires the deployment of effective cultural management and integration. The cultural diversification of the people in the corporation would have to be managed for the development of the corporation and formation of the effective operations of the corporation.

The following report had been made for the evaluation of the cultural diversification of the corporation and development of the effective communication in the corporation. The development of the cultural integration would be helpful for the deployment of the smooth operations of the corporation. The management strategies had pointed out for the evaluation of the importance of the management of the cultural development of the operations.

The cultural diversification in any corporation plays a crucial role in the functional operations and has a major impact on all operations of the corporation. The impact of the cultural diversification would be analyzed in the following report.

GVT stands for Global Virtual Team and it has the concept of embracing the deliverance of any project without the physical interaction of the team members (Klitmoller, Schneider & Jonsen, 2015). The concept stands for the operation of the teamwork without the tangible presence and the interaction of the team members. It would allow the users and team members to work from cross country or all over the globe without the need of being present at the location. The three characteristics of the GVT from the normal F2F team are globally scattered, no requirement of being present, and use of ICT techniques.

Problems of Cultural Diversity

The corporations are built on the mix up of the diversified culture and operation. The cultural diversities had resulted in developing the issue of communication within the Global Virtual Team. According to Dorr and Kelly (2011), there are many corporations that have built their culture from the integration of the various cultures and operations. In GVTs, the team members have spread far away from each other and their location is across the globe. Hence, they have their culture of working inspire from the local culture and influence. It is very difficult for forming an alliance in the difference of the working culture and formation of the effective control over the existing operations of the corporation. The factors of problem are explained below,

The cultural diversity provides a major issue of the communication barrier. The global virtual team works across the globe and there is no option for the development of the effective communication (Gibbs, 2009). The barriers would result in forming hindrance of the operations. The barriers of communication result in forming the issues of the deployment of the effective and implied communication system. The use of the effective and smart technological development had been providing support for overcoming the barriers to the communication. However, the distance and absence of physical presence had resulted in the harming the operations of the GVT.

 

Different Socio-Cultural factors affecting operations

The factors of social influence also develop the hindrance in the smooth operations of the corporation. Hambley, O’Neill and Kline (2007), have stated that the difference in social positioning would result in the formation of the hindrance for the operations of the corporation. The deployment of the categorical development of the operations had shifted from being involved in the development procedure to the delay in operations. The social difference among the team members also results in the formation of the issues of the working culture. The cultural difference among the team members has resulted in forming the development of the effective communication method.

The cultural diversification had been facing the proper issue of the resistance to the change. The team members that avoid the acceptance of the change would result in implying the issue of the resistance to change (Kayworth & Leidner, 2002). The major setback of the corporation had been resulted due to the hindrances in the deployment of the effective and smart operations. The resistance to change might end up forming the unpredictable change in the process of the modification of the operations of the corporation and deployment of the functions. The resistance to barrier had caused the issue of the non-compliance with the modified operations.

According to Klitmøller and Lauring (2013), GVT acts globally, and the corporations have team members connected on a single platform by utilising the technology for working on a project with each member allocated their individual activities. The combined completion of all the activities would result in forming the appropriate development of the project completion and formation of the effective communication methods. It is important for managing the functions of the corporation and development of the functions. However, the issues like the barrier to communication, different socio-cultural factors, and resistance to change are the major issues that had been resulted due to cultural diversification.

Impact of the Cultural Issues

Authors like Mukherjee et al. (2012), have pointed that the cultural diversification had resulted in the formation of the impact on the operations and functions of the corporation. The cultural diversification has the issues of barrier to communication, different socio-cultural factors, and resistance to change and these issues would result in disrupting the deployment of operations in the corporation and formation of the effective operations in the corporation. The role of the corporation in delivering the appropriate and compact development of the functions is hindered by the deployment of the effective and smart tools and functions. The impact of the cultural issues on the operations is explained below,

The information transmission is highly helpful for the deployment of the operations of the corporation. The use of undermined data processing and transfer of the valid points to the other members of team is done with the help of possible information sharing had been used for forming the useful functions (Lockwood, 2015). The issues had been decided for the deployment would be helpful for monitoring the impact of the cultural diversification and deployment schemes. The major role of the activities of the corporation change is for the influencing of the incomparable operations of the corporation. The delay in transmission is highly deployed for the hindering the operations of the corporation. The delay is caused when the transfer of information is not being deployed for the overall transmittal of the information.

 


In the research work of Noll, Beecham and Richardson (2010), it is concluded that the GVTs had to deal with the issue of issues of improper documentation due to the lack of cultural development. The major issues of the improper documentation had been largely induced by the processes involved in the corporation. The cultural diversities had made it inevitable for the team members for the development of the operations. The lack of stimulative operations had been largely affecting the operations of the system and formation of the unstipulated operations. The improper documentation is a major source of the deployment of the operations and formation of improper activity generation.

The issues of the improper documentation and the development of the operations had developed for the formation of the effective and smart deployment of the operation and function. The role of the corporation in delivering the appropriate and compact development of the functions is hindered by the deployment of the effective and smart tools and functions. The formation of the effective and smart deployment of the functions would be helpful for the modification of the existing system and formation of the specific modulation.

Management Strategies of Cultural Diversification

The GVTs have to manage the cross-cultural difference among the various team members for implying effective management of cultural diversification (Pinjani & Palvia, 2013). The different modification of the existing technologies had been providing the effective and smart development of the operations for the formation of the cultural harmony for the people of the global team. The management strategies had been deployed for the formation of the effective and smart deployment factors for the operations of the corporation and benefactor for the ongoing operations. The development of the strategies had deployed for the formation of the smooth operations and functions. The management strategies for the GVT in implementing the development of the cultural development of the operations such as,

The deployment of knowledge management had been helpful for the modification of the existing technologies and formation of the cultural harmony in the corporation (Shachaf, 2008). The knowledge management had been deployed for the faster and more effective transmittal of the existing operations in the corporation. The knowledge management had been deployed for the improvement of an individual’s knowledge and understanding of the existing cultures of the corporation. The development of the knowledge management for the improvement of the functions of the corporation with the aid of the system development would be helpful for the formation of the effective knowledge management. According to Lilian (2014), the knowledge management plays a pivotal role in the modification of the ongoing cultural processes and influencing the development schemes.

The deployment of the cultural analysis had been done for the modification of the system development. The development of the cultural in heritage had been forwarded for the modification of the ongoing system. As opined by Stawnicza (2014), the impact management is a crucial strategy developed for the formation of the effective management system for the impact of the cultural diversities. The analysis of the impact of cultural diversification would be helpful for forming the short and concise evaluation report for forming appropriate solution. The major role of the existing system had been deployed for the management of the culture impact management. The development of the cultural impact management had been useful for forming an appropriate modification of the existing operations (Stawnicza & Kurbel, 2012). The cultural impact management is helpful for the modification of the cultural diversification in the corporation.

 

Synthesis of Common Interest in Diversified Culture

The synthesis of the common interest would be helpful for the development of the common interest and the modification of the ongoing operations of the GVT. The common interest of the people is in the development of the existing information processing and development of the smart analysis of the operations (Stawnicza, 2014). The advancement of the learning administration for the change of the elements of the association with the guide of the framework improvement would be useful for the arrangement of the successful information administration. The information administration assumes a critical part for the alteration of the progressing social procedures and impacting the advancement plans. The advancement of the social in legacy had been sent for the change of the continuous framework. The effect administration is a significant procedure created for the development of the powerful administration framework for the effect of the social diversities. The investigation of the effect of social expansion would be useful for framing the smaller and compact assessment report for shaping suitable arrangement.

Hence, the three strategies that could be helpful for the development of the correlation in the operations of the corporation and cultural diversities are deployment of knowledge management, cultural analysis, and synthesis of the common interest (Stawnicza & Kurbel, 2012). The significant part of the current framework had been conveyed for the administration of the way of life affect administration. The blend of the basic intrigue would be useful for the advancement of the basic intrigue and the change of the progressing operations of the GVT. The issues of the improper documentation and the development of the operations had developed for the formation of the effective and smart deployment of the operation and function. The role of the corporation in delivering the appropriate and compact development of the functions is hindered by the deployment of the effective and smart tools and functions. The normal enthusiasm of the general population is in the advancement of the current data preparing and improvement of the brilliant investigation of the operations.

 

Conclusion

The report had been made for evaluating the prospects of cultural diversification and it would be used for forming the use of the development strategies would be employed for the increment of the existing facilities of the corporation. The factors of problem for the culture diversities of GVT are communication barriers, different socio-cultural factors, and resistance to change. The management strategies for the GVT in implementing the development of the cultural development of the operations are deployment of knowledge management, cultural analysis, and synthesis of the common interest. The implementation of these strategies would help in overcoming the issues of the diversified cultures prevalent in the GVT Corporation.

 

References

Brandt, V., England, W., & Ward, S. (2011). Virtual teams. Research Technology Management, 54(6), 62.

Davies, R., Zaugg, H., & Tateishi, I. (2015). Design and development of a cross-cultural disposition inventory. European Journal of Engineering Education, 40(1), 81-94.

Dorr, M., & Kelly, K. (2011). Developing real skills for virtual teams. UNC Executive Development, 1-17.

Gibbs, J. L. (2009, February). Culture as kaleidoscope: Navigating cultural tensions in global collaboration. In Proceedings of the 2009 international workshop on Intercultural collaboration (pp. 89-98). ACM.

Hambley, L. A., O’Neill, T. A., & Kline, T. J. (2007). Virtual team leadership: The effects of leadership style and communication medium on team interaction styles and outcomes. Organizational behavior and human decision processes, 103(1), 1-20.

Kayworth, T. R., & Leidner, D. E. (2002). Leadership effectiveness in global virtual teams. Journal of management information systems, 18(3), 7-40.

Klitmøller, A., & Lauring, J. (2013). When global virtual teams share knowledge: Media richness, cultural difference and language commonality. Journal of World Business, 48(3), 398-406.

Klitmøller, A., Schneider, S. C., & Jonsen, K. (2015). Speaking of global virtual teams: language differences, social categorization and media choice. Personnel Review, 44(2), 270-285.

Lilian, S. C. (2014). Virtual teams: opportunities and challenges for e-leaders. Procedia-Social and Behavioral Sciences, 110, 1251-1261.

Lockwood, J. (2015). Virtual team management: what is causing communication breakdown?. Language and Intercultural Communication, 15(1), 125-140.

Mukherjee, D., Lahiri, S., Mukherjee, D., & Billing, T. K. (2012). Leading virtual teams: how do social, cognitive, and behavioral capabilities matter?. Management Decision, 50(2), 273-290.

Noll, J., Beecham, S., & Richardson, I. (2010). Global software development and collaboration: barriers and solutions. ACM inroads, 1(3), 66-78.

Pinjani, P., & Palvia, P. (2013). Trust and knowledge sharing in diverse global virtual teams. Information & Management, 50(4), 144-153.

Shachaf, P. (2008). Cultural diversity and information and communication technology impacts on global virtual teams: An exploratory study. Information & Management, 45(2), 131-142.

Stawnicza, O. (2014). Information and communication technologies–creating oneness in globally distributed IT project teams. Procedia Technology, 16, 1057-1064.

Stawnicza, O., & Kurbel, K. (2012). How to Prevent before You Must Cure–A Comprehensive Literature Review on Conflict Management Strategies in Global Project Teams. Orlando, Florida.

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