MT203 Unit 10 Assignment Global Team Acclimatization
Global Team Acclimatization
The following Course Outcome is assessed in this Assignment:
MT203-5: Apply cultural literacy in personal and professional environments.
Assignment
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 adaptation 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 seemed to be unhappy in the new environment. The ASI executive management team is beginning to ask questions not only regarding the team’s 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 Activity regarding culture and global human resource management (HRM), address the following checklist items.
Checklist:
● Describe the problems you discern in this situation from the brief facts provided.
● Describe how the global teams in India are managed versus how they should be managed.
● Apply global HRM concepts from your reading to the hiring of the teams.
● If you had been Jorge, how would you have applied all of the cultural adaptation concepts from your Reading and Learning Activities areas that would fit this scenario at the outset to help the team members and their families be successful in adjusting to India?
Access the Unit 10 Assignment rubric.
Submit your minimum 1½- to 2-page (i.e., 350–500 words) response in an original essay with additional title and reference pages in APA format and citation style to the Unit 10 Assignment Dropbox.
MT203 Unit 10 Assignment Global Team Acclimatization Answer
Problems in the Situation:
- Lack of Cultural Adaptation: Jorge’s hiring of familiar employees from a gas exploration company in North America and deploying them to work in India without considering cultural adaptation is a significant problem.
- Centralized Decision-Making: All decisions made solely by Jorge without involving the local teams in India lead to frustration and internal conflicts.
- Poor Team Performance: The teams are not performing well, and team members express frustration, blaming internal conflicts and the clients’ lack of cooperation.
- Employee Unhappiness: The families of the deployed teams are unhappy in the new environment, indicating a lack of support or cultural integration.
Management of Global Teams:
- Current Situation: Decisions are centrally made by Jorge, and there is limited autonomy for the teams in India. Communication flows top-down.
- Ideal Management Approach: Global teams should operate with a more decentralized structure, allowing for local autonomy and participative decision-making. Communication should be bidirectional, involving local teams in decision processes.
Application of Global HRM Concepts:
- Diversity Recruitment: ASI’s employee handbook emphasizes hiring based on abilities from a diverse pool of candidates. However, Jorge’s hiring strategy seems to lack diversity, relying on individuals from his previous company.
- Cultural Competence: Global HRM should prioritize cultural competence. Jorge’s approach of transplanting a North American team without cultural adaptation neglects this essential aspect.
Cultural Adaptation Concepts for Success:
- Cross-Cultural Training: Provide comprehensive cross-cultural training to the teams before deployment, addressing cultural nuances, communication styles, and business etiquette in India.
- Cultural Mentoring: Assign mentors from the local Indian culture to assist team members and their families in adapting to the new environment.
- Team Empowerment: Encourage participative decision-making within the Indian teams, fostering a sense of ownership and responsibility.
- Family Support Programs: Implement programs to support the families of the deployed teams, helping them integrate into the local community and providing resources for cultural adjustment.
As Jorge, incorporating these cultural adaptation concepts from the outset would contribute to the success of the teams and their families in adjusting to India. It ensures a more inclusive and culturally sensitive approach to global team management.
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