The Case of A Troubled Team
University of Maryland University College
October 10 2013
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In today’s business society a philosophical and practical approach to multicultural diversity can help organizations to realize such diversity in the workplace has its positive and negative effects on the overall success of the business. Many managers choose not to view employees based on race or sex, but rather view them as individuals. As individuals employees are characterized based on their professional skills and deemed worthy based on their contributions to the business process. This method is called cultural blindness which “is therefore both perceptual and conceptual: we neither see nor want to see differences” (Adler & Gunderso, 2008 p 101). Managing a multicultural team consisting of six individuals from various backgrounds can create substantial obstacles that can negatively impact team productivity. With a deadline arising within the thirty days it is critical that every team member is working efficiently to prevent setbacks and reach our yielded productivity within the time expectation. One challenge that can prevent reaching our expected time frame is the internal conflict with two of my core team members. If I don’t quickly intervene in ways that both, get the team back on track and empower its members to deal with future challenges, we could all be under scrutiny.
Team Breakdown and Cultural Overview
My team consists of six culturally diverse individuals. Michael, a 43 year old African American male, Li a 51 year old Chinese male, Jinsoo a 27 year old male of Korean ancestry, Cyrus a 32 year old Iranian male, Nadera a 30 year old female of Indian decent, and Patrick a 33 year old man of Irish decent. Cyrus and Nadera join my team six months ago everyone else has been apart of my team for nine months. Due to Cyrus and Nadera similar background and level of proficiency, they were...