Question

A Multicultural Virtual Team

You work for Nike, which is a global company. You just learned that you were assigned to a virtual team whose mission is to assess the feasibility of Nike making an inexpensive shoe that can be sold in Brazil.

The team consists of 12 members. Three of the members work in the United States (two in Beaverton, Oregon and one in New York). Two work in England, two work in China, two work in India and three work in Brazil. All are Nike employees and all were born in the country in which they work. All speak English, although some speak it better than others.

What challenges do you anticipate the team will face because of its multicultural make-up?

How could these challenges be overcome?

Answer 1

Dear Student,

Please find below answer to your questions

Abstract

To assess the cultural challenges first we will summarize the required details as per following diverse factors :

Nike - A global manufacturing company of inexpensive shoes

Target Market - Brazil

Work - To assess the feasibility of Nike making an inexpensive shoe for selling in Brazilian Market.

Team Distribution of 12 Members

Country	Employee Details	Native Language	Proficiency Language
US	3 Employee (01 Executive ,01 Senior Executive & 01 Manager -Respectively , Oregon and New York)	English	English
England	02 Employee (01 Executive and 01 Senior Executive)	English	English
China	02 Employee (01 Executive and 01 Senior Executive)	Mandarin	English
India	02 Employee (01 Executive and 01 Senior Executive)	Hindi	English
Brazil	03 Employee (01 Executive ,01 Senior Executive & 01 Manager)	Portuguese	English

Cultural Challenges that can be anticipate as below :

There are some common points that need to consider before assessing the solutions to resolve this multicultural challenges :

A) One approach will be to examine the effects of demographic differences among individual team members (e.g., gender, ethnicity, age) on group process.

B) Second approach will be heterogeneity that will increase the chances that a group will bring a wide range of experiences and consider multiple perspectives in solving problems.

C) Third approach will be relationship between heterogeneity that will makes it more difficult for groups to establish effective group process.

For example, it is more difficult for heterogeneous groups to communicate and to develop work norms

1) Direct versus Indirect Communication:

Having both styles within a team can create conflicts or miscommunications. For example, a Chinese co-worker might not be able to provide direct feedback to their US co-worker, the latter can get upset and perceive his Chinese colleague as not being frank.

This can negatively impact team relationships and decrease business efficiency.

Solution

To avoid communication issues within the company, it is important to raise awareness about different styles of communication within the multicultural team: both parties - direct & indirect communicators - have to be aware of the other’s style and how each one works.

Once this is adjusted, managers can make sure each team member knows how to speak the company’s selected language.

You can do this through team building meetings or workshops on communication styles. The company is born with an inherent language that is usually the most convenient style for the business to grow. However, it is not always black or white, it can be a mixture of both styles.

2) The trouble with Accents and Fluency:

Non-native speakers of the official company language can feel uncomfortable in the workplace because they have difficulty conveying what they want to say.

Solution

Make sure your employees focus on the final goal rather than on each other’s differences. Remind them that foreign accents are a sign of bravery.

Through providing language courses or making the team practice their language, native co-workers will help them to improve their skills

3) Differing Attitudes towards Hierarchy and Authority:

Hierarchical company culture is not unique: top-down, flat, autocracies, clan cultures, market cultures, etc. All organizations choose or create the one that fits best with their corporate culture. Authority can be given by expertise, influence ability, punition or other critical resources.

Solution

It is important to assure each team member understands how the communication works between company members. This way, it doesn’t matter where they come from.

It is also imperative to clearly define corporate levels and structures, if any, through a protocol. This protocol should be part of your on-boarding program for each new employee.

Giving them the tools and communication path will ease the interactions between team members and avoid conflicts.

Hope my answer have cleared all your queries, I really appreciates your positive feedback !!

Thank You !!