Case Study 2
Early Riser Consultants is a company that offers organizational behavior consulting practice. The organization specializes in cross-cultural group as well as team dynamics and problems. As organizations are going global, there is need to successfully manage cross-cultural teams. The company is in need of an organizational behavior practitioner who will be responsible for identifying, documenting, analyzing and assessing behavioral problems and issues and recommending intervention strategies, tools and methods for successfully restructuring the company, enhancing team effectiveness and performance and hence organizational performance. Bon Vivant Specialties on the other hand is a company in need of an OB specialist who will offer the services offered by Early Riser Consultants. As the manager of Early Riser Consultants, I am the best candidate that Chinn needs to be hired by Chinn.
Knowledge, Skills and Abilities
Some of the knowledge, skills and abilities that I possess include the following:
I have applied the knowledge, skills and abilities for assessing my own weaknesses and strengths, setting and pursuing personal and professional goals and balancing personal life and work.
I have applied knowledge, skills and abilities that can enable me to use electronic, written, nonverbal, verbal and listening modes of communication to transmit understand and receive feelings, thoughts and ideas. This greatly facilitated the communication in the company that I was working for (Nelson & Quick, 2012).
I have applied the knowledge, skills and abilities for valuing unique organizational, group and individual characteristics and embracing such qualities as potential roots of strength and appreciating the uniqueness of each.
Across cultures competency
I have applied knowledge, skills and abilities for recognizing and embracing differences and similarities among cultures and nations and approaching key issues with a curious and open mind. This enabled cultural diversity where different cultures came together and worked without any consideration of the existing differences (Schermerhorn, 2012).
I have applied the knowledge, skills and abilities for developing, supporting and leading groups to achieve their goals. The teams in the organizations that hired me became very effective and productive and the organization achieved its performance goals.
I have applied the knowledge, skills and abilities for recognizing and implementing new transformations or needed adaptations in the technologies, structures, strategies, tasks and people. This brought a lot of positive change in the company that hired me (Nelson & Quick, 2012).
Problems associated with cross cultural team
1). Misunderstandings: This result from inadequate information or communication problems in the organization. Different cultures have different beliefs and tastes. If these cultures are not well managed, the differences can bring a lot of misunderstanding as the company is going global and embracing diverse cultures (Nelson & Quick, 1996).
2). Parochial self-interests: this arises when individuals in the organization are more concerned with the personal implications.
3). Disagreement over the necessity for change: This arises from no justification for change from some of the board, and the possibility of an outcrop in the disagreement between the advantages and the disadvantages of the proposed change (Schermerhorn, 2012).
4). Low tolerance for the proposed change: this might result from the difference in the assessment of the solution or the perception of sense of insecurity among the employees in the organization.
5). Possible organizational changes to change: existing power structures, resistance presented by the work groups, failures from the previously tried change initiatives, and the already existing power structures in the organization (Nelson & Quick, 2012).
1). Relationship management: This action will be helpful because it aids in the development of relationship contracts and networks that are necessary for the achievement of the set goals in the team
2). Change leadership: Change leadership will enable an effective communication of the team’s initiatives in an approach that aids in the inspiration of adaptive action.
3). Team facilitation: Team facilitation generally aids in the utilization of group processes skills in the inspiration of better working relationship among team members who are diversified in order to achieve the goals of the team (Nelson & Quick, 1996).
4). Empowerment: The inclusion of empowerment in the effective leadership will enhance the ability of sharing information, delegation of meaningful responsibility, participitative soliciting of the ideas, and enabling employees to feel motivated and capable of assuming greater responsibilities (Schermerhorn, 2012).
5). Flexibility: This enhances the ability to change procedures and processes whenever they are necessary in the organization.
6). Interpersonal Understanding: This enables the ability to value and understand the inputs of the diverse individuals in the organization.
7). Entrepreneurial Innovation: This enables the championing of new production processes, services, and products in the organization.
8). Strategic Thinking: this enables the ability to study and understanding the changes in the conditions in the markets, the trends, opportunities, and the identification of optimal conditions.
Nelson, D. L., & Quick, J. C. (2012). Organizational behavior: Science, the real world, and you. Mason, Ohio: South-Western.
Schermerhorn, J. R. (2012). Organizational behavior. Hoboken, N.J: Wiley.
Nelson, D. L., & Quick, J. C. (1996). Organizational behavior: The essentials. Minneapolis, MN: West Publ.