Write a response to each of the following: 100 word min each
1. When designing multinational teams, two crucial elements that multinational companies should emphasize are cultural competence and effective communication. Cultural diversity training is a critical aspect of building a successful and inclusive workplace. It helps employees understand and respect different cultures and values, enabling effective interactions with people from diverse backgrounds. Cultural competence training reduces biases and leads to a myriad of internal benefits, including increased sense of belonging, comfort, and voice for employees. Furthermore, building a culture of inclusion and respecting each other’s cultural backgrounds contributes to stronger, more cohesive teams and is essential for innovation and effective problem-solving. Therefore, enhancing cultural competence within multinational teams fosters mutual understanding, active collaboration, and more innovative solutions. In the context of multinational teams, clear, transparent, and consistent communication is essential to foster trust, enhance employee engagement, improve employee wellbeing, and encourage innovation. Using a common language such as Global English and understanding linguistic and cultural differences within the team is vital for clarity in communication, stronger work relationships, and successful leadership. Being mindful of non-verbal cues, encouraging open sessions and two-way communication, and choosing the right communication tools enable successful communication in multinational teams. Strong communication is integral to effective leadership as it allows leaders to define their visions clearly, inspire, and empower their teams. Prioritizing cultural competence and effective communication contributes significantly to the success and performance of multinational teams.
Reference:
MindTools | Home. (n.d.). https://www.mindtools.com/aiydadc/organization-designLinks to an external site.
What is Design Thinking? (2024, February 6). The Interaction Design Foundation. https://www.interaction-design.org/literature/topics/design-thinkingLinks to an external site.
2. Two elements I would insist multinational companies consider as they design their teams would be relationship-building skills and listening to all team members.
“It is important to create a culture where individuals can contribute their best talents to achieve results together” (Panel, 2022). How can a team achieve results together with their best talents if their best talents are being shoved beneath the surface by gossip, mistrust in teammates, and the like? The most obvious answer is that they cannot, which is why I would instill relationship-building skills into the team via online games, giving a few extra minutes to the start or end of meetings for ice-breakers or other games, and whatever other activities seem like a good fit for the individual team. Not everybody is the same so I believe it safe to assume that neither are teams. It is also important for the team to be honest with one another regarding their projects and collaborative work because honesty is not only the best policy, but a major aid in building relationships, so I would also offer workshops on how to be more honest with colleagues.
A big question that some managers may need to ask is, “How do I get these team members to listen to one another and work together better?” Well, one way may be, “Find ways to solicit input from your employees about how they do and don’t feel supported at work and what will make them feel more successful, then start to come up with programs or actions that effectively respond to those needs” (Panel, 2022). If everyone on the team takes turns admitting what it is they do and do not feel supported by or in, they might feel that they should listen better to the others on the team to create a more harmonious environment at work. There can always be clear expectations, encouragement at all levels, observations, feedback, reviews, and coaching, but the real issue will always be finding the best method for the individual or the team. There could be a need for a private talk with one or more employees to get to the root cause of why they do not listen as well as they could.
It is also possible the team or team member will need to be re-trained for the skills they are lacking when in the context of what is best for the entire team.
References:
Panel, E. (2022, September 16). 12 Key Elements Leadership Can Put In Place To Enable A Cohesive, High-Performing Team. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/09/15/12-key-elements-leadership-can-put-in-place-to-enable-a-cohesive-high-performing-team/?sh=58ca27124dba
