...Managing cross-cultural communication in multicultural construction project teams: The case of Kenya and UK Volume 28, Issue 5, July 2010, Pages 449-460 E.G. Ochieng and A.D.F. Price Managing cross-cultural communication in multicultural construction project teams: The case of Kenya and UK Volume 28, Issue 5, July 2010, Pages 449-460 E.G. Ochieng and A.D.F. Price Being an architect and being from a different country (India), I could easily relate to the ‘Managing multicultural teams’ (Brett et all) article we discussed in the class. I got intrigued about the construction industry which is going multicultural these days and where effective coordination is crucial for success. While searching the internet, I came across this article which discusses the importance of understanding different culture and discusses how effective communication can be an important part in success of multicultural construction projects. And we all know that team coordination practices vary with national culture. Experts have warned that engineering education fails to prepare engineers for these differences. This paper discusses the cases of Project Managers of UK and Kenya through their 20 interviews (10 each from both the countries) and shows that communications within multicultural project environments can be effective when project managers demonstrate an awareness of cultural variation in terms of the body language and day to day routine. It shows that one of the critical components of...
Words: 337 - Pages: 2
...contribute more effectively to organisations success than organisation working with single culture employees. But the authors of the article “Managing Multicultural Teams” (henceforth referred as core article) are of the opinion that cultural differences are sometimes capable of exacerbating challenges associated with effective team work. With the belief that multiculturism is timely need of 21st century, this essay strongly emphasises that multicultural teams often generate frustrating management dilemmas and works on solutions that a manger could implement to tackle this problem. A diverse or multicultural team by definition is not homogeneous. A homogeneous team tends to use the same words, meanings, expressions and speak the same language. They usually rely on same verbal and nonverbal cues to meanings. A classic example of this is Indians nod in a particular style. Western people find it difficult to interpret their nod while Indians are pretty comfortable with such style as they belong to same homogeneous group or team of people. On contrary a diverse team consists of people speaking different languages with different ascents. In such kind of team main problem is group cohesiveness where people tend to group up with people corresponding to their homogeneous teams. It is very difficult to create cohesiveness within such diverse teams. Sometimes advantages of diverse...
Words: 1531 - Pages: 7
...Management of Cross Cultural Teams- Problems and Effective Management of Cross- Cultural Teams VAIBHAV MISRA Management Consultant and Ex- Lecturer Bora Institute of Management Sciences Lucknow INDIA vaibhav.misra@aol.in ABSTRACT As the world economy is globalized the companies are expanding their businesses in international markets for business profitability. The teams are recruited by these companies in the international market for the business tasks to be performed. These teams belong to different cultural background and have different values. The author will discuss about the problems faced by these cross- cultural teams. The author had also focused on the strategies to cope up with these problems of cross- cultural teams. The author will act as researcher and will use exploratory research design, i.e. the study will be based on secondary data taken from magazines, journals, internet and reports. These tools will help author to conclude the objectives of the study. The author found that there are problems among the cross-cultural teams regarding their cultural background. The different ways are also suggested to cope up with the problems faced by crosscultural teams. The author had also focused on how to create effective management of multicultural teams. RESEARCH VALUE The research may be valuable for the companies who are looking for expanding the business and also for those companies who are facing the cross- cultural team issue. workplace leads to heightened tensions...
Words: 2614 - Pages: 11
...be overcome when using the multicultural diverse team in global organization? As for 2006 and above, there are many problems regarding multicultural diverse team in global organization. Ironically, Presidents and CEO of the organization are willing to talk about diversity when their managers do not have much confidence in implementing diversity workforce in an organization. Managers are afraid that they may fail in terms of productivity when multicultural diverse team is applied. The problems are: 1. Problem: A mere decrease in productivity The positive impact of multicultural diverse team is that the creativity can be increase compare to non-diversity team. Furthermore, diverse team have better understanding of the problem since many cultural backgrounds is involve in brainstorming. However, the challenge of managing a diverse team sometimes leads to faulty management process, which results in poor team performance. The consequence of these problems is most managers do not encourage diversity within their co-worker, and worse, their organization. Solutions – In order to tackle this problem carefully, managers must understand cultural diversity and the benefits that can contribute to team performance. Besides, managers are recommended to take any training that teaches how to deal with multicultural diverse team to overcome the fear of failure when managing multicultural diverse team. 2. Problem: Management level Multicultural diversity always be the factor...
Words: 984 - Pages: 4
...4172/2168-9717.1000e106 Open Access Managing Multicultural Construction Teams in today’s Complex Global Environment Edward Ochieng* Faculty of Technology and Environment, Liverpool John Moores University, Liverpool, L3 3AF, UK The rapid globalisation of the world’s economy has had significant impact on the way construction project managers work, bringing them frequently with clients, suppliers and peer that they never work before. In an era of globalisation, projects in the construction industry face unique challenges in coordinating among clients, financiers, developers, designers and contractors from different countries. In addition, construction project teams need to cope with the complexities of both local institutions and physical environments. Bartlett and Gosha [1] discussed the challenges facing organisations, which are intending to work effectively across borders. They identified the major challenges as being able to develop practices, which balance global competitiveness, multinational flexibility and the building of a worldwide learning capability. They maintained that achieving this balance will require organisations to develop the cultural sensitivity and ability to manage and leverage learning to build future capabilities. While offering opportunities, globalisation also poses significant challenges for construction project managers especially when different cultures are involved as a team. Multicultural construction project teams have their culture as a set of shared...
Words: 1455 - Pages: 6
...EFFECTIVE MANAGEMENT OF MULTICULTURAL TEAM Abstract Multicultural teams have become more common in recent years, and contemporary international management literature has identified that the management of multicultural teams is an important aspect of human resource management. This paper has focused on the positive effects of using multicultural teams. Using data from 20 interviews in Mwanza Tanzania, the results show that management within multicultural team environments can be effective when project managers demonstrate an awareness of cultural variation. Participants further highlighted that, one of the critical components of building multicultural teams is the creation and development of effective cross cultural collectivism, trust, communication and empathy in leadership NAME: SARAH CHRISTOPHER KITELEJA 11/23/2012 EMPOWER STUDENT 2012 COUNTRY: MWANZA- TANZANIA A. Table of Contents 1. INTRODUCTION3 1.2 Objective of diploma paper3 1.3 Significant of the study3 2. BACKGROUND OF THE PROBLEM3-4 3. MANAGEMENT OF MULTICUTURAL TEAM…………………………………………………………………………………...4 3.1 Type of multicultural team & its diversity 4 3.2 Condition for higher performance4-5 3.3 management of Multicultural team……………………………………………………………………………..6-7 3.4 management of Multicultural team…………………………………………………………………………..7-9 4. THE USE OF DMIS IN MANAGEMENT OF MULTICUTURAL TEAM…………………………………………..10-12 5. CHALLENGES IN MANAGING MULTICULTURAL TEAM……………………………………………………………13-14 6. RECOMME...
Words: 5249 - Pages: 21
...Multicultural Workforce In the past American business experienced few examples of multicultural workforce. Due to globalization large companies and small businesses are experiencing a growing multicultural workforce. These cultural changes are contributing to business success and at the same time affecting teamwork and communication. A multicultural workforce is one in which a company’s workers come from various ethnic, racial, religious, and gender backgrounds. In the past business leaders in the United States had limited experience working with a multicultural workforce and little was written or taught on the subject. However, today’s business owners, managers and corporate executives recognize that culturally diverse workforces contribute to success. A diverse multicultural workforce boosts a company’s success by bringing new ideas and ways to enhance decision making, creativity and innovation, marketing to foreign and ethnic minority communities, and distribution of economic opportunity. Researchers believe that most cultural challenges arise from three basic cultural preferences; how individuals approach work, how individuals share information, and how individuals view time. The researchers believe these three preferences have an enormous impact on teamwork effectiveness. However, cultural differences can be a factor contributing to increased costs when higher turnover rates, increased interpersonal conflict and communication breakdowns occur...
Words: 2049 - Pages: 9
...d Nowadays international teams are very popular in all over the world. There are many reasons what make them happen. Managing these teams is not an easy task because managers need to know how to deal with cultural differences. Cultural differences can help team to work more effectively but also can start interpersonal conflicts. ′As organizations grow in size and become structurally more complex, groups of people are needed to work together in co-ordinated way to achieve objectives and contribute to overall aims, effectiveness and competitiveness of organizations.′ (David A. Buchanan and Andrzej A. Huczynski, 2010, p386). This means that nowadays teams are very important and needed for organizations. Companies believe that teams are an effective way of identifying and solving work-related problems, reducing production costs, speeding up innovations, improving product quality, increasing work flexibility and employee participation, achieving better industrial relations, meeting the challenge of global competition (David A. Buchnan and Andrzej A. Huczynski, 2010). Team working is stated as a solution to all organizational problems. According to Katzenbach and Smith (1993) ′A real team is a small number of people with complementary skills, who are committed to a common purpose and an approach...
Words: 1252 - Pages: 6
...cultural diversity in the workplace is a challenge that must be addressed to lead an effective team. A culturally diverse workforce has many competitive advantages. Frist, by capturing cultural diversity, the company will gain an added value and competitive advantage over companies that have ignored this challenge (Gwynne, 2009). People despite their cultural upbringing, feel valued. By tapping into the human value of each individual, managers will gain an increased commitment and productivity, strengthen work relationships and retain the best employees. The second, benefit is business growth. Targeted audiences in a global market, come from multicultural backgrounds. Members with different multicultural background will bring ethnic authenticity (Gwynne, 2009). This means language skills, knowledge of business network and cultural sensitivity from their home countries. This is an added asset that the company can use to gain a competitive advantage into targeting a new audience. A third advantage to a multicultural team is the potential to gain new a consumer base at home. A perfect example of this is Avon Company. Once an unprofitable company, Avon was able to turn business around by placing African-American and Hispanic managers in charge of marketing (Gwynne, 2009). People from culturally diverse backgrounds not only like to work for companies with a good reputation for managing diversity, they also prefer to buy from these organizations. A final added...
Words: 3063 - Pages: 13
...class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available on the student website. |Week One: Workplace Diversity | | |Details |Due |Points | |Objectives |Recognize the dimensions of diversity. | | | | |Differentiate the concept of inclusion...
Words: 1812 - Pages: 8
...1. INTRODUCTION Multicultural teams have become very common in recent years. With cross border mobility becoming much easier the number of people moving from one country to another has grown significantly. This has also led to more people from different cultural and ethnic backgrounds intermarrying. Their children could be born and grow up in different countries and have hybrid cultural identities. Globalization and the advances in communication and transportation technology have reduced trade barriers and increased interaction among people. Multicultural teams have become more common in our organizations, and contemporary international management literature has identified that the management of multicultural teams is an important aspect of human resource management. Recent studies have focussed on the positive effects of using multicultural teams, for example, Earleyand Mosakowski (2000) stated that multicultural teams are used because they are perceived to out-perform monoculture teams, especially when performance requires multiple skills and judgement. However, there has been little research into construction-specific multicultural teams, and many construction organisations, although expanding into global operations do not fully appreciate the implications and are often unable to respond to cultural factors affecting their project teams. 1.1 Objective of the diploma paper • To explain challenges faced by Multicultural team and how to manage them • To give recommendations on...
Words: 5038 - Pages: 21
...2010). Organizational culture is one of the most important elements to achieve success. Defined by Barney (1986), organizational culture could be considered as the integration of value, belief, assumption, and symbols, and leads the development of a firm - to define its relevant employees, customers, suppliers, competitors, and related key factors. Brett, Behfar & Kern (2006) argued that multi-cultural groups usually fall into troubles on management. It would likely be difficult to refuse this opinion, and, definitely, this opinion makes good sense in some views. Cultural differences can leads to loss of productivity and can have negative impact on company moral. It is imperative that leaders need to learn more about how to manage a team with cultural differences. Not everyone has the skills in interacting with colleagues from other cultures, and language barrier would be one direct example that prevents communication and increase difficulties for related management issues. Language is a crucial factor to be regarded as providing accurate information to...
Words: 1377 - Pages: 6
...Final Research Paper-Multicultural Workforce COMM/215 December 1, 2014 Introduction-Worldwide Telecommunications Company Globalization is a process of interaction and integration among the people, companies, and governments of different nations. It is driven by international trade and investment and aided by information technology (The Levin Institute, 2014). Indeed, globalization has made our world smaller. As the markets for products, services, labor, and capital increasingly integrate worldwide, we are witnessing the increasing economic, cultural, demographic, political, and environmental interdependence of different locations around the world (Elfrink, 2014). In his book The World Is Flat, Thomas Friedman perfectly captured the essence of today’s new era of globalization. By flat, Friedman meant that the world is connected. The lowering of trade and political barriers, and the exponential technical advances of the digital revolution have made it possible to do business or almost anything else, instantaneously with billions of other people across the planet (Friedman 2005). However, with a more global business environment comes a host of new challenges including managing a multicultural workforce comprised of people with widely differing backgrounds. In a multicultural environment, where the meanings of various behaviors and practices are as diverse as the people demonstrating them, incorrect assumptions could easily lead to miscommunication (Lankard, 1994). The...
Words: 2305 - Pages: 10
...Management Organization Behaviour TEAM REPORT Albert Anthonius Lim MEW2014559009 Introduction This paper delves into multicultural teamwork as a source of experiential learning. The aim of this piece was to explore my thoughts, feelings and reactions to the sometimes turbulent, sometimes joyful live stories of a diverse collection of multicultural psychologists. Managing High Team Performance had taught us the many elements in forming and maintaining a team. This course involves team interaction to complete the team project. There are good and challenging times in the team. Through these experiences it allows us to be more aware of the negative as well as positive aspect of teamwork. Managing High Team Performance had taught us the many elements in forming and maintaining a team. This course involves team interaction to complete the team project. There are good and challenging times in the team. Through these experiences it allows us to be more aware of the negative as well as positive aspect of teamwork. All of my team members are come from different nation. In addition, my team members consist of: * Albert Anthonius Lim – Indonesia * Andrea Heredia – Peru * Daniella Gateka – Burundi * Pattaraporn Ounphaisankun - Thailand * Tobias Kretschmann – Germany Differences and Problems Workings in a group that consist of different members from all different countries are become a new and interesting point for me. All teams have commonalities towards the...
Words: 1990 - Pages: 8
...Steven Ward Ahmed Zeedia 3/10/2015 BSAD 550 Dr. Freeman Multicultural theory Multicultural theory or multiculturalism is the theory where we can see here in America. It is the exchange of customs and culture in respect to socioeconomic status, foreign reform, as well as the differences in ethics and religions. Multiculturalism can have an effect in any institution of culture whether it involves government, education, economics, religion, or family. For the purpose of this paper we will focus on strategies and situations many businesses will face. Culture will be defined as “the pattern of shared beliefs and values that give members of an institution meaning, and provide them with the rules for behavior in their organization” (Shafritz, Ott & Jang, 2011, p. 364). We will discuss why the need arises for a business or organization to expand or change their ventures to another vicinity outside of their native culture; what problems can occur during the transition of moving from one culture to the next; and the benefits behind using multiculturalism. Multiculturalism today is met with the demand of the economy on a global scale. Capitalism or the pursuit of profits is a driving factor for businesses to relocate in the hopes of achieving higher margins in profit. The stakeholders, those who have vested both time and resource into a business or organization are persistently pushing businesses for higher profits. Businesses must consider what barriers are necessary to...
Words: 1533 - Pages: 7
