Motivation And Cultural Diversity Samples †MyAssignmenthelp.com

Question: Discuss about the Motivation And Cultural Diversity. Answer: Introduction Themanagement operations in the global scenario are much complex and challenging. It requires developing the clear understanding about the cultural traits and the innovative practices. The cast study suggests the major issues occurred due to the cultural differences and lack of skilledmanagement practices. The study would thus discuss the global scenario in terms of maintaining motivation and cultural diversity. The effective decision making process is essential for the global business world (Parke, Campbell and Bartol 2014). It determines the entire operational process that may result profit or loss for the organisation. The study would also focus on the development of the leading diverse group and the team strength to work in a different cultural scenario. In addition to this, the study would analyze the probable benefits generated by leveraging the social network. Maintaining Cultural Diversity and Motivation The case scenario reflects the emerging issues with the lack of skilled management system that enables the cultural diversity within the workplace. It is noticed that there was no such practices undertaken for managing the concerns regarding the ethnic and cultural differences at the initial stage. The use of Geert Hofstede Model indicates the measured scores depending on the cultural diversifications. Each group of Gregs team requires scoring higher in the power distance dimension. Initially, the subordinates from France, United Arab Emirates, and India assumed for an autocratic approach from the leader (Dyer and Dyer 2013). However, Greg presented a completely different approach in terms of corresponding, communicating, or categorizing the teams as per the different cultural characteristics. He categorized the group by focusing on understanding and individual merit based on the capabilities and experiences. On the other hand, it is also notable that Greg is much concerned about prioritizing himself more than concerning about others. Therefore, the scores in the individualism is quite higher. It is necessary to develop the cohesive and more efficient group, especially for the employees from UAE and India (Waheed et al. 2015). These employees requires following the larger social networks that would be led by the efficient employer. When the employees would receive the larger social group, it would be more influencing for them to be much committed and loyal towards the company. Moreover, the Indian team signifies more religious aspects that are needed to be taken into consideration. The Hinduism religious view determines that the responsibilities for each action have the clear effects on their rebirth in the future time. Therefore, they are quite concerned about their actions. It is recognized that the moderate score in masculinity in all countries has helped Gregs team to maintain the proper work-life balance (Geert-hofstede.com 2017). For instance, maintaining such work-life balance in France is much effective since the workforce requires working for only 35 hours per week. As mentioned in the case, the workforce receives 5weeks of holidays every year. On the contrary, Gregs team scored high in the uncertainty avoidance in France and UAE that is quite essential for maintaining long-term stability. Therefore, it is necessary for the team to consider every rule, norms, and regulations that lead towards maintaining a well-structured working approach (Dinh et al. 2014). Maintaining stability by working hard is a form of motivation whereas they are much concerned about any innovation brought to the work functions. In a contrasting scenario, it is notable that Indian team is quite against of monotony and they prefer to work by bending the rules. The closer attention to the major motivational techniques define that Gregs team lacks many of the important values that are stated further: In order to undertake the business functionalities in India, it is necessary to identify the creative opportunities to make the most use of the meaningful and interesting work. They lack the proper authority, guidance, power influence, and close supervision to perform the organisational activities (Landis, Hill and Harvey 2014). They are unable to utilize the different skills that are opportune for the business. They are not praised and recognized separately from other countries They do not take the active participation in the decision making process They lack the proper contribution and sense of achievement while performing the business actions in the society (Antonakis and House 2014). The workforce from France requires availing the opportunity to experience of work necessity. Especially, in case of maintaining the sense of achievement and fulfilling the project objectives, it is essential to understand the major consequences (Parris and Peachey 2013). The work activities distributed to the workforce in India and France are controlled from the head office in United States. The maintenance of the autonomy is much motivating for the people working in France and India. It is considered that Greg provides the continuous effort to pursuit the achievements. As a result, the teams are highly motivated and focused towards their works. It is notable that the success of the organisation depends on the coordination between the team and the achievement of the collective goals (Lisak and Erez 2015). Initially, the Indian team strives to be a part of a larger team due to which they are much fond of collaborating with other teams. They even provide more efforts to understand the concerns raised by the other colleagues. However, the emergence of the cultural concerns and the low rate of the motivational values can be the source of dissatisfaction. This dissatisfaction may affect the interconnection between the people from different cultures (Pieterse, Van Knippenberg and Van Dierendonck 2013). It is necessary for Greg to pay proper attention towards some of the significant issues. First, understanding the contribution and benefits of the teamwork would lead to the high level of motivation. Providing the high level of collectivism can be achieved if the joint meeting is arranged. It enhances the reliability among the teams. The team members need to be involved for making them feel much motivated. Sharing the solutions with others help them in managing the team effectiveness in a significant way. Undertaking the effective decision-making process The case study reflects some of the irrational judgments made while performing the organisational functionalities. For instance, there is the clear double-edged relationship found between Ahmed Nazr (UAE Team) and Raul Ashok (India Team). The biasness, overconfidence, and heuristic approaches of Nick were not appropriate. He did not update the customers and he showed the confirmation biasness. He continuously tried proving that he was not informed and his request was in the wrong place. Several biased situations were highlighted in this case scenario. There were the clear instances shown biasness in the representativeness and availability among the teams from France and USA. The US subordinates continuously compared the time allocations of France whereas the employees from France compared the wages with the US teams. The confirmation and information biasness from the Indian team was also highlighted. The Indian team even showed their dissatisfaction towards works due to the lack of c reativity and interests. Such heuristic biasness in Gregs team led towards situational failures. Considering such issues, it is necessary to follow the relevant theoretical approaches (Grivastava and Kleiner 2015). The following approaches would be beneficial in managing the efficient decision-making process within the team. The theory of goal-setting helps in making assumptions that highlight the individualistic characteristic of the different cultures. These characteristic should be based on the specific goals and challenges. The cultural association for managing these goals and challenges would be beneficial in making the workforce more committed towards works (Podsiadlowski et al. 2013). The most common types of the communication barriers are time and space. It is necessary to discuss the emerging concerns of the Indian team at the first place before changing the time of the conference calls. Development of the cross-boundary and the interpersonal relationship would be beneficial in establishing the mutual understanding of the global teamwork and goals (?e?en and Pruett 2014). In such cases, undertaking face-to-face interviews is much helpful to enhance the interaction and communication among the employees. A structured problem-solving action plan is needed to be structured. In addition to this, acknowledging the feelings of others is also necessary to be appreciated. Greg can undertake the Decoy method to resolve the issues with the USA and France group. This process is also much helpful in reducing the heuristic biasness. The development of the proper level of emotional intelligence as the cultural intelligence is necessary. It is much effective in creating and maintaining global virtue workspace. The cultural values and styles are needed to be taken into consideration. Respecting such values and morale would help in understanding the motivators of the specified teams. Leading the diverse groups much successfully The major focus and competitive strategy of Suns Microsystems is to formulate a global team by hiring people from different areas. It is notable that the company has the territorial or the customer bases as per the organisational work structure. On the other hand, it is notable that the lack of hierarchal control summit, the elements associated with the matrix organisation is also creating the negative impact on the functionalities. The case study ensures some of the specific disadvantages. For example, the employees usually face the multiple and conflicting tasks that do not focus on achieving the collective results (Meuser et al. 2016). Even working with the multiple numbers of managers create the stressful situations for the employees that may lead towards uncertain loyalties. Apart from these issues, it is also notable that the company has been facing the issues with the improper exchange of information and distribution of the responsibilities. The case study describes Greg more as a manager than as a leader due to which it is assumed that developing transactional leadership style would be more appropriate. The team members would be able to generate more motivations by following this transactional leadership style. It is noticed that Greg does not pay much attention towards the cultural specifications that prevents him from building effective team collaboration (Popper 2013). He has been maintaining the laissez-faire as the leadership style, which is considered as the poor procedure that disables the sense of direction and focus. Greg does not even maintain the cross-cultural differences to lead the team in an efficient way. The leadership theories are categorized into four major sections, such as behavioural theory, situational theory, transformational style, and charismatic approach. Self-management through the attribute theory is quite beneficial for enabling the effective team performance (Landis, Hill and Harvey 2014). The transformational leaders are always focused on removing the cultural barriers for maintaining the skilled team performance. The focus on the similar goals and objectives contributes to the profitability parameter of the company. In order to mitigate the team crisis, it is necessary to follow the below mentioned tasks: The task-oriented approach is much suitable for communicating in a better way and regularly. It provides the insightful ideas about the teamwork and deal with the situational crisis. Using the proper communicational tools to communicate regularly and collaborating workforces is essential for enhancing the work values. Enabling the relation-oriented approach increases the willingness to work together and mitigate the personal biases. Undertaking the effective decision-making process helps in availing the probable opportunities within the organisation. Establishment of the strengthened organisational cultural and team Sun Microsystems has been dealing with the mercenary structure by offering the open work program and low level of sociability. The organisational work cultures are fragmented due to the lack of coordination between the regional teams. Therefore, it can be concluded that Greg requires establishing a strengthened ground for the employees from different cultures. Maintaining the high diversity is much essential in such case. In order to build a strengthened ground by ensuring effective team building, Greg requires implementing the proper feedback process. The development of the open feedback helps in developing the open and honest relationships (Prabhakar and Yasee 2016). Moreover, Greg requires ensuring that his approaches are understandable. It is also necessary to allow the employees making independent decisions. When the employees receive the sense of satisfaction for being a part of the decision-making process, it would be much helpful in generating motivation. The development of t he personal and inspirational appeal through showing respectful behaviour is much appreciated (Meuser et al. 2016). When Greg would pay attention to the feelings of the employees, they can feel the worth of their existence. This approach is much significant in gathering interests and motivating the team properly. It generates the cohesiveness to work with more dedications and efforts (Du et al. 2013). Greg requires keep the focus on their performance parameters and the future improvements. The team members should receive the motivation to take active participations in the group discussion and planning process. The clear and transparent communication helps in developing focus about the vision, and mission of the company. It is essential for Greg to develop the open communication process with the employees by managing the skilled leadership styles. Reducing the human errors helps in mitigating the human errors and resolving the complex problems. On the other hand, empowering the employee ideas is also one of the most necessary issues that are needed to be addressed. Greg requires listening to the concerns and responding back accordingly to improve the loyalty and satisfaction. The maintenance of the persistence and consistency while performing the work would help in developing a structured work scenario. Leveraging the Social Network for bringing changes The most preferable types of social network used by Sun Microsystems are the ComCon Network. This particular social networking site enables the strengthened team building process and access to the efficient problem-solving skills. This social networking process is much helpful in gathering and analyzing the big data that includes the entire information related to the organisational functions. It is essential for Greg to acknowledge the need for change by demonstrating the group recognition. The people associated with the company require adequate supports and proper safety to deal with the uncertain changes (Popper 2013). The careful planning system is necessary to implement the changes in a sequential way. The final stage is freezing, which determines the control system of the changes as per the future requirements. Accordingly, some of the specific short-term goals are as follows: It is essential to build a collaboration system to gather the interests of the people from different cultural background. Resolving the current interpersonal issues is also necessary Technical issues related to the communication process are required to be resolved. It would enable the interaction protocols for managing the complex organisational functions. It is essential to compensate and communicate the major issues Apart from these short-term goals, it is even necessary to concentrate on the long-term objectives as well. These long-term objectives are as follows: The company requires moving to a more integrated matrix for the betterment purposes. It is essential to improve the communication structures in a cohesive way. Collaboration structure is necessary to be improved by working with the business partners. It is necessary to review the performancemanagement and accordingly arrange the more satisfying actions for the employees. The mentioned short-term and long-term goals would generate the motivations among the workforce and improve the effective team building aspects in a better way. References Antonakis, J. and House, R.J., 2014. 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