In a situation where the team members have a clash and cannot decide the final call, they go to the leader or CEO of the company. A lot of times, in this situation, individuals are disappointed by the outcome and the leader’s final call. To improve such conditions, businesses provide team-building and communication exercises. Nevertheless, such activities are not that necessary because the problem is not with the people, but the decision-making process itself. The issue occurs when people want to arrive at a collective preference based on their opinions. Companies need to realize that such psychological exercises are not worth the time, and it is better to implement practical measures that are designed to break the bottleneck.
After the leaders realize that there is a decision-making issue, then they can perform some tactics to decrease the problems. The leaders should communicate the outcome that they desire and then generate some options to achieve those outcomes. Also, the team members should test the “fences” that can be moved, and some “walls” that cannot be changed. It is also essential to provide the advantages and disadvantages of those options and select the ones that have the best result. It is proven by many psychological research that people work better in a secure climate, so it is vital for the leader to implement confidentiality(Frisch, 2008). Such discretion can allow individuals to use trial and error until they select the perfect outcome. Team members can achieve their goals if they are provided with enough time to study their options and assess the counterarguments.
Furthermore, it gets even harder for organizations that have to deal with and manage multicultural team members. It is essential for organizations to globalize their business, and for that, they need to have multicultural teams. Companies globalizing their business is an excellent idea, but it has a lot of challenges for both managers and their employees. Therefore, it is essential for managers or leaders to have a capable multicultural team as well as understanding and to work on the challenges that may arise in the future(Brett, Behfar, & Kern, 2009). Moreover, there is recent research in which it explores the role that psychological capital plays an interaction within an organization using a multilevel approach (Chen, Wen, Kong, Niu, & Hau, 2017). This research suggests that a leader’s psychological capital is positively related to their multicultural individual’s performance, and this is an interesting idea that needs to be explored more. Also, in the research done by Bell and Brown (2018), they recognize the fact that social like-mindedness of a group does not necessarily mean that it will translate to confidence and immense productivity in the team(Bell & Brown, 2018).
In fact, there is no relationship between effectiveness and like-mindedness. In a culturally diversified organization, some people work together better than others. The research suggests that the configuration of team members that are called team compositions has a significant influence on teamwork. Nowadays, organizations use the ABC of teamwork that includes an active state, a behavioral process, and a cognitive state(Bell & Brown, 2018). This ABC of collaboration is then used to make the teams make their objectives.
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