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Author: Patrick Hilbrecht
Publisher: GRIN Verlag
ISBN: 3346162923
Category : Business & Economics
Languages : en
Pages : 18
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Book Description
Seminar paper from the year 2016 in the subject Business economics - Corporate communication, grade: 2,0, University of applied sciences, Bremen, language: English, abstract: This term paper aims to point out where the challenges of intercultural teams lie and how these can be met accordingly. The problem is going to be approached by using the management’s perspective. Firstly, there will be explained how culture can be defined. Next to that, possible cultural differences will be explained by making use of Hofstede ́s Five Cultural Dimensions. Through this there shall be outlined where potential fields of conflict can lie between different cultures. Hereafter, the term paper is going to point out, where the benefits of an intercultural team lie, in order to generate a better understanding of the necessity to develop appropriate management competencies. Next to that, potential fields of conflict will be explained that exist in an intercultural team and that ought to be prevented. Therefore the critical success factors of an intercultural team will be outlined with special focus on the role of the team leader of an intercultural team. Due to globalisation companies nowadays find themselves in an international working environment. This is the fact considering business relationships with external partners, but the internationalization can also be found within the companies. The working environment is not only characterized though a higher complexity but also through international and intercultural teams. On the one hand, this circumstance holds many potentials from which a company can benefit. On the other hand, it can also be challenging though, as management can also be confronted with problems arising from a clash of cultures in multinational teams. The potential for conflict can lie in the different understandings of morals and values, but also in communication problems. In order to meet these challenges, intercultural competencies have become an important skill for team leaders in companies that operate internationally.
Author: Patrick Hilbrecht
Publisher: GRIN Verlag
ISBN: 3346162923
Category : Business & Economics
Languages : en
Pages : 18
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Book Description
Seminar paper from the year 2016 in the subject Business economics - Corporate communication, grade: 2,0, University of applied sciences, Bremen, language: English, abstract: This term paper aims to point out where the challenges of intercultural teams lie and how these can be met accordingly. The problem is going to be approached by using the management’s perspective. Firstly, there will be explained how culture can be defined. Next to that, possible cultural differences will be explained by making use of Hofstede ́s Five Cultural Dimensions. Through this there shall be outlined where potential fields of conflict can lie between different cultures. Hereafter, the term paper is going to point out, where the benefits of an intercultural team lie, in order to generate a better understanding of the necessity to develop appropriate management competencies. Next to that, potential fields of conflict will be explained that exist in an intercultural team and that ought to be prevented. Therefore the critical success factors of an intercultural team will be outlined with special focus on the role of the team leader of an intercultural team. Due to globalisation companies nowadays find themselves in an international working environment. This is the fact considering business relationships with external partners, but the internationalization can also be found within the companies. The working environment is not only characterized though a higher complexity but also through international and intercultural teams. On the one hand, this circumstance holds many potentials from which a company can benefit. On the other hand, it can also be challenging though, as management can also be confronted with problems arising from a clash of cultures in multinational teams. The potential for conflict can lie in the different understandings of morals and values, but also in communication problems. In order to meet these challenges, intercultural competencies have become an important skill for team leaders in companies that operate internationally.
Author: Stephan Sembdner
Publisher: Diplomica Verlag
ISBN: 3842857632
Category : Business & Economics
Languages : en
Pages : 169
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Book Description
Due to strong competition and to the most recent market requirements, more and more enterprises or organisations have to realign their business activities in a new way to cope with the current economic situation. In the respective organisational structures, specific changes have to be made to manufacture the products and to provide relevant services more effectively. Moreover, services are often provided increasingly no longer from a centralised location. For this reason, decentralised teams in various locations have developed, working together to jointly reach the targets. So overall, organisations are facing new challenges to a growing extent. On the one hand, they have to cope with customers from different cultural areas, and on the other hand, the structure of the employees is changing simultaneously. The organisations have international departments or not. The trend is now clearly towards heterogeneous team structures. Consequently, it is crucial for the organisations to be successful in spite of generally tougher market conditions. And this operational success will not come about automatically but will require well-functioning, efficient teams. Before starting with the proper analysis of the success factors for team building; first of all, the theoretical basis will be provided. A general overview will be given on the central subject matter, and simultaneously, basic concepts will be initially presented. The second chapter deals with the topic of team and team work. Starting with the central topic’s partial aspect ‘virtual team’, the term ‘team’ will be defined and examined more in detail. In this context, first a historical review and the development of the terms will be provided. And hereby a distinct differentiation is made between the individual terms. Additionally, the transition from the (customary) team to the virtual team and its particular characteristics will also be emphasised. A further relevant aspect of the central subject matter is in particular the term ‘cross-cultural’. It refers above of all to the general topic of culture, and this will be in the focus of the third chapter. The goal here is to describe the fundamentals of culture, and the factors on which culture is built on. Another emphasis is on the models explained in the specialised literature. These explanations are necessary for analysing the two terms of intercultural competence and intercultural communication more precisely. The fourth chapter deals with the central topic of success factors. They are to be described and analysed here which contribute significantly to the success of a virtual team. For this purpose, for each success factor a definition is to be provided and the respective significance will be emphasised. The intercultural context is also a major focus. In the specialised literature, a wide range of factors have been described. The selection of such factors, which are to be considered, result from the findings of research work in the area of specialised literature and are at the same time closely linked to the author’s previous job experiences. Consequently, the work in relation to this book and the findings are of particular importance for the author. Chapter five is to meet the requirements regarding the evaluation of the theoretical findings based on practical experience. As the factors to be analysed have not yet been finally determined, a quantitative analysis cannot be made here. This would require a more comprehensive analysis or survey with a corresponding time frame, with the aim to get complex data material and figures serving as a basis for empirical analysis and evaluation. The basis for the analysis will be the practice-oriented experiences of experts which have been gained through interviews. The questions necessary for achieving this goal result from the factors that have been elaborated in chapter four. At the end of chapter five, general statements from experts will be the basis for the final evaluation. In chapter six, major results from the previous chapters’ will be given. Furthermore, the findings of chapter four will be contrasted with the general statements obtained from the interviews listed in chapter five. Based on the hereof resulting final consequences, recommendations for further focal areas of research and analyses will also be given.
Author: Claire B. Halverson
Publisher: Springer Science & Business Media
ISBN: 140206957X
Category : Business & Economics
Languages : en
Pages : 302
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Book Description
Multicultural and multinational teams have become an important strategic and structural element of organizational work in our globalized world today. These teams are demonstrating their importance from the factory floors to the boardrooms of contemporary organizations. The emergence of multicultural teams is evident across a variety of organizations in the private, public, and civil society sectors. These developments have led to an increasing interest in the theory and practice of multicultural teams. Management educational and training programs are giving increasing attention to these developments. At the same time, there is emerging interest in research about and study of multicultural teams. This book emerged from our teaching, research, and consulting with multic- tural and diverse teams in multiple sectors over the last several years. In particular, we have developed and refined our ideas about the concepts in this book from teaching an advanced course called Effective Multicultural Teams in the Graduate Program at the School for International Training (SIT) in Vermont. We have learned from the rich background of students who are from, and have worked in, six con- nents, and who are, or plan to be, working in the public, educational, not-for-profit, and for-profit sectors. Additionally, we have engaged with a variety of teams through our consulting and training, providing consultation to teams in a variety of sectors and continents as they struggled to become more effective.
Author: Evelyn Hibbert
Publisher: William Carey Publishing
ISBN: 164508096X
Category : Religion
Languages : en
Pages : 242
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Book Description
Churches and mission agencies are increasingly characterized by cultural diversity. As a result, many Christians find themselves working as part of a multicultural team. Leading these teams is a complex challenge that requires team leaders to understand how to help multicultural teams thrive. Team leaders need to know how to help team members grow in particular qualities and acquire specific skills related to multicultural teamwork. This book integrates insights from the Bible, team theory, leadership, and intercultural studies to explain how leaders of multicultural teams can help their teams become enriching and enjoyable contexts to work in, at the same time as achieving their purpose.
Author: Benjamin Chée
Publisher: GRIN Verlag
ISBN: 3668892938
Category : Language Arts & Disciplines
Languages : en
Pages : 22
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Book Description
Seminar paper from the year 2017 in the subject Communications - Intercultural Communication, grade: 1,3, Hong Kong Polytechnic University, language: English, abstract: In order to find out solutions for leadership and communication conflicts of Western expatriates in Asia, this paper examines cultural characteristics of the Asian, as well as Western, leader-follower construct and how miscommunication could occur. Furthermore, expected leadership styles are explained and which leadership traits and behaviors are desirable from the Asian point of view. Finally, improvement approaches for better cross-cultural conflict management and expatriate leadership in Asia are discussed, while pointing out their limitations. In an increasingly globalized world, it is more and more common to work in intercultural teams with intercultural leaders. This paper is about the problems that arise when leadership is not meeting the expectations in a particular culture and when conflicts are not managed with regard to the cultural backgrounds. Asian societies tend to be collectivist cultures, where conflicts are usually avoided and where harmony is the ultimate goal. In Western societies, conflict resolution is usually characterized by direct confrontation. Expectations to a leader also differ: In Asian societies, a paternalistic leadership approach seems to be more common, whereas in Western societies a participative leadership style is used. Awareness is the first step of a successful cross-cultural cooperation, but it does not give instructions how to act in a certain situation.
Author: Stella Ting-Toomey
Publisher: SAGE Publications
ISBN: 1506320260
Category : Language Arts & Disciplines
Languages : en
Pages : 249
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Book Description
In this volume, Ting-Toomey and Oetzel accomplish two objectives: to explain the culture-based situational conflict model, including the relationship among conflict, ethnicity, and culture; and, second, integrate theory and practice in the discussion of interpersonal conflict in culture, ethnic, and gender contexts. While the book is theoretically directed, it is also a down-to-earth practical book that contains ample examples, conflict dialogues, and critical incidents. Managing Intercultural Conflict Effectively helps to illustrate the complexity of intercultural conflict interactions and readers will gain a broad yet integrative perspective in assessing intercultural conflict situations. The book is a multidisciplinary text that draws from the research work of a variety of disciplines such as cross-cultural psychology, social psychology, sociology, marital and family studies, international management, and communication.
Author: Alexandra Mietusch
Publisher: GRIN Verlag
ISBN: 3656187010
Category : Psychology
Languages : en
Pages : 32
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Book Description
Seminar paper from the year 2012 in the subject Psychology - Work, Business, Organisation, grade: 1,0, European University Viadrina Frankfurt (Oder) (Intercultural Communication Studies), course: Intercultural Management, language: English, abstract: As team building is in fashion and the market of team building interventions is huge, the demand of international growing organisations and the evolving cross-cultural element is rising. Thus, we have to pay extraordinary attention to intercultural teams with the help of team building. Do we? The following article will examine the definition of teams – what they are and what they are not, how they could differ and which differences need to be taken into account on multi-cultural team building processes. This paper is an approach to explore its fundamentals, practices and its reliability. In chapter one the fundamentals of teams, team dynamics and multicultural teams will be discussed in detail. The second chapter highlights the cross-cultural team stages, the team building process and its interventions to understand how to move from a multicultural to a cross-cultural team. Therefore, it will examine an overview of cross-cultural team building measures in its vast scope of team building providers in chapter two. Moreover, chapter three should discuss research and results on the effectiveness of team building measures and possibly necessary methods to maintain the effects of team building events. It will be discussed what has to be taken into account to create team building programs as well as advantages and disadvantages and results on the effectiveness of team building programs. As the terms cross-cultural, intercultural and multicultural are relevant to the understanding and not randomly utilised, this distinction has to be defined more precisely: multicultural can be understood as a team including several cultures. The term cross-cultural refers to an involving or bridging of differences between cultures that focuses on the process, like teambuilding does. In addition, intercultural means the consistence of or the involving or representing of different cultures in a team. Where the term cross-cultural refers to the interaction between individuals from different cultures the term multi-cultural refers more or less only to the cultural diversity. Based on this definition cross-cultural team building is used in multi-cultural teams to build intercultural teams.
Author: Erin Meyer
Publisher: PublicAffairs
ISBN: 1610392590
Category : Business & Economics
Languages : en
Pages : 289
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Book Description
An international business expert helps you understand and navigate cultural differences in this insightful and practical guide, perfect for both your work and personal life. Americans precede anything negative with three nice comments; French, Dutch, Israelis, and Germans get straight to the point; Latin Americans and Asians are steeped in hierarchy; Scandinavians think the best boss is just one of the crowd. It's no surprise that when they try and talk to each other, chaos breaks out. In The Culture Map, INSEAD professor Erin Meyer is your guide through this subtle, sometimes treacherous terrain in which people from starkly different backgrounds are expected to work harmoniously together. She provides a field-tested model for decoding how cultural differences impact international business, and combines a smart analytical framework with practical, actionable advice.
Author: Jessica L. Wildman
Publisher: Springer
ISBN: 1493920502
Category : Psychology
Languages : en
Pages : 357
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Book Description
This breakthrough volume details the psychological and interpersonal skills needed to meet the practical challenges of building, developing, adapting, training, and managing multicultural global teams. Its self-regulation approach offers cognitive keys to understanding and embracing difference and its associated complexities for successful global collaborations and lasting results. From this foundation, the book moves on to the various roles of leadership in facilitating team process, from establishing trust to defusing conflicts, reducing biases, and using feedback effectively. This synthesis of research and practice effectively blends real-world experience and the science of global team leadership to address the complex issues facing modern organizations. Core skills covered by the book: Structuring successful global virtual teams. Developing cross-cultural competencies through global teams. Managing active faultlines and conflicts in global teams. Coaching global teams and global team leaders. Utilizing feedback effectively across cultures. Meeting the global need for leaders through Guided Mindfulness. Leading Global Teams is mind-opening reading for students, scholars, and practitioners in industrial and organizational psychology, organizational behavior, work psychology, and applied psychology programs looking for the most current research and best practices regarding its timely subject.
Author: Alexandra Mietusch
Publisher: GRIN Verlag
ISBN: 3656187991
Category : Business & Economics
Languages : en
Pages : 69
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Book Description
As team building is in fashion and the market of team building interventions is huge, the demand of international growing organisations and the evolving cross-cultural element is rising. Thus, we have to pay extraordinary attention to intercultural teams with the help of team building. Do we? The following article will examine the definition of teams - what they are and what they are not, how they could differ and which differences need to be taken into account on multi-cultural team building processes. This paper is an approach to explore its fundamentals, practices and its reliability.
