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Pages:
2 pages/β‰ˆ550 words
Sources:
3 Sources
Style:
APA
Subject:
Business & Marketing
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 8.64
Topic:

A negative Dynamic Results From an Uneven Relationship

Essay Instructions:

This competency assessment assesses the following Outcome(s):
MT203M5-5: Apply cultural literacy in personal and professional environments.
Introduction: Cultural literacy is critically important when it comes to sending personnel overseas to live and work. If there are family members also moving overseas, their acclimation to the new environment may affect the employee’s ability to perform successfully abroad.
Read the scenario and then address the checklist items.
Scenario: Jorge, as the global team manager, was hired to manage some new global teams for AlternativeSource, Inc. (ASI), an alternative-energy company implementing wind, solar, and water-generated energy systems throughout the globe. Jorge had worked previously for a gas exploration company in North America, so he simply hired many of his previous company’s employees who had worked for him at the gas exploration company. Jorge deployed the teams along with their families to work with Indian nationals and clients in India. Since India is such a large country, although there is some autonomy for the teams, all decisions were made by Jorge and then subsequently communicated with the teams.
After 5 months in the field, the teams are not performing well. The team members are frustrated by what they termed as internal conflicts and “the clients’ lack of cooperation,” and their families seem to be unhappy in the new environment. The ASI executive management team is beginning to ask questions not only regarding the teams’ performance but also regarding the hiring process used. ASI has an employee handbook saying that the company hires people based on abilities from a diverse pool of candidates that also represent their diversity of global clients.
After completing your chapter reading and reviewing the learning activities regarding culture and global human resource management (HRM), address the following checklist items.
Checklist:
Describe how the current practice of hiring the global teams in India might lead to team conflict, and how to improve the hiring process.
Describe how an HR department can assist managers and employees, and their families prepare for and work in an overseas work environment. Provide at least three specific examples as it relates to this scenario.
If you had been Jorge, how would you apply the three cultural adaptation skills that would help the team members and their families be successful in adjusting to India?
**** *** To receive credit you must complete the competency assessment. PLEASE read the attached assessment rubric carefully to ensure that you have completed all competency criteria. If you wish to receive an A, you must carefully review the rubric and complete the required number of mastery criteria. **** ***

Essay Sample Content Preview:
A negative Dynamic Results From an Uneven Relationship
As the global team manager for AlternativeSource, Inc. (ASI), Jorge has the relevant experience to lead a global team, having previously worked in a similar role in North America. However, some key fundamentals of the hiring process were overlooked. The ASI employee handbook dictates that the company hires people based on abilities from a diverse pool of candidates. Yet, in this case, Jorge did not put any effort into sourcing candidates with diverse backgrounds and skills. Simply hiring previous workmates takes away the aspect of diversity and competence, a violation of ASI hiring policy. In addition, the team does not represent their diversity of global clients since it is skewed towards North American nationals. The failure to give autonomy to teams' despite knowing the vast nature of India was a leadership failure that could have been avoided by granting some degree of autonomy to teams.
When everyone in a team works in the same place, there is less social distance between them. Even though they come from different backgrounds, people can still align, engage (both formally and informally), and create trust in one another (Murray, 2019). They agree on what specific behaviours suggest and are close and comfortable with one another, all of which contribute to the team's effective functioning. Coworkers who are physically separated from one another, on the other hand, have a more difficult time connecting and aligning themselves, resulting in higher levels of social distance and a larger problem in building successful connections. As a result, one of the key roles of the global team's leader is to bridge the social divide.
A negative dynamic results from an uneven relationship. People in the bigger group (the majority) may harbour grudges against the smaller group (the minority), believing that the smaller group will go to any length to avoid paying its fair share. Members of the minority group, on the other hand, may believe that the majority is attempting to usurp their limited power and voice.
Because the s...
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