online virtual company
In an online virtual company, the interaction between the team members tends to be minimal, especially when the team members are from different cultures, backgrounds, and countries. I work in an ICT organization that deals with ICT systems and hardware. I have worked in a team of six people who are from different cultures, and as a result, my experience has been fascinating. The various team members hold key management positions, which range from CEO, finance director, administrator, and Human resource manager, among others. This paper focusses on critical analysis and the team’s experience of the personal, professional development module simulation. The primary aspects brought out are: teams across cultures, leadership across cultures, and strategic human resources management.
Teams across Cultures
The experience of working in a team with members from different backgrounds, cultures, and nations was fascinating. AS this is not a newly formed group, its impact was also felt in the organization. The human resource manager, who is the group leader, coordinated the operations of the team with the help of the members. As a result of working in this diverse group for long, I understood that the country of origin is a salient factor and has an influence on the mindset of the members. Apart from the country of origin, culture influence how we work as a team. Changing demographics in the workforce, international mobility, and networking and change strategies in organizations have contributed to the reorganization of cultural differences in working groups. Working in a team where the team members hold the highest places in the organization has been challenging. The countries of origin for the team members have influenced the expectations of the team. An example is about the communication styles which dictate where the specific member fits in the team and organization.
I think that our cultural background is relevant to how we interact as a team as it influences the decisions made. The personality of the team members was derived from the cultural backgrounds, and this has a significant impact on the performance of the team. Understanding the cultural origins of the members allows each person to understand what has to be done to improve individual performance. The culture of the members of the team has also influenced how we work together on some issues. The individual styles of the members were influenced, which were very different during the formation of the group. I am inclined to point out that the traits of the members at the workplace are aligned with the culture and personality. I have found that the cultural background of the members has contributed positively to the personal and professional enjoyment of the team members. Through working with different cultures, I have been able to develop self-awareness.
Self-awareness, as an employee in an organization, has enhanced a culture of learning and acquiring leadership skills hence provided a positive working environment in the workplace. Alternatively, as a manager in an organization, I have been able to use self-awareness to motivate the team members; ensuring work performance is increased in the workplace. Moreover, the major way of maintaining self-awareness is by embracing the failures in the organizations as well as developing an acceptable working culture in the organization. As an employee in the organization and a part of the team, I can easily consult with other workmates from different cultures before making decisions concerning projects related to the organization. Alternatively, as a manager, I am able to seek advice from the team members or even the employees on the organization about certain aspects of the organization and ask their views on the matter at hand so as to have a clear decision to implement in the team. The team has effectively worked together in the realization of the team and organization goals. As a team member, I have been able to offer advice to other members of the team when they require it during projects which require excellent decision making.
The team has also come despite the cultural differences to create team-building routings that have served to increase the trust and interactions of the different people in the organization. This has enabled the members to work together efficiently. Based on experience, I have found that personality is connected to the culture of people. I have experienced the building of individual personalities despite the differences in the cultures of the people. Also, the personalities of the team members have become open to experience, ensuring the development of individual careers due to the exposure offered in the organization. Alternatively, the personality of the members has changed always to be to maintain openness to new ideas and experiences from other employees to ensure the employee’s creativity can be expressed and benefit the organization. The team culture has allowed the members to develop emotional intelligence and to address its challenges. The extent of the whole team in emotional intelligence has been reasonably good as the team can be able to relate and to other people through their difficulties as employees or managers through empathy. Through this, individuals can understand their struggles. Also, self-awareness is the only emotional intelligence aspect that is challenging due to the increasing difficulties that require team members to be well versed in implementing an excellent decision.
The way to solve this challenge in the team has been by embracing the failures of the team and cultivating a coaching culture for others facing the same problem. The team has been able to develop a self-management system effectively. The self- management system will ensure that each person can communicate with customers and coworkers while making the right decisions, which will positively influence work performance in the organization. Alternatively, as employees and leaders, it would help them to offer customer service better hence ensuring loyal customers are gained in the organization. Apart from this, the best way to manage stress in the team and organization has been talking to team members about any problem or creating a healthy response to ensure that one does not suffer from anxiety in the workplace (Henderson, 2005). One significant experience for the team members has been on the development of personal traits and characteristics. The primary personal trait most of the team members possess is that they are relentless when it comes to working. I have found that the team members work hard to ensure they meet the set standard in the organization as well as motivate fellow workmates to work hard and archive the same results. Also, it ensures that the members don’t give up when specific projects are hard.