Case Study on Managing Organizational Diversity

James is finding it hard to manage a scattered global team. In fact, is has quite failed in managing his team because of poor communication. The poor communication in the team is as a result of lack of a clear communication strategy for the open work program. The poor communication channels are demonstrated by the fact that Nick Elliot, a primary contact with the fact that he was mad. He wasnt contacted immediately yet he had a key role solving the failed system. (Mor-barak, 2017)

Diversity played a negative role in this case. In that case, it has created confusion regarding roles played. U.S, India, and UAE have failed to consolidate and work together because, for one, the main cause of the problem is miscommunication. To show this element, the conversation between Lawry and James reveal the following, but they were both working from the wrong instructions. This shows that the solution was being solved using wrong instructions as a result of the miscommunication of diverse countries.

In the short run, James should do the following;

-Solve the conflict between the Indian and the US employees. That is because the conflict was the primary cause for miscommunication and working on the wrong queue.

-Get all the teams from all the countries work together to address the problem. After the issue of conflict has been resolved, it would be prudent to address the problem as a team.

In the long run, James should also do the following;

-Put up measures for integration and good employee relationship in all the subsidiary countries. The employees should appreciate each other and also have respect.

-It should also create a system of management that works best for the communication mechanism for open work program. If possible, it should introduce a common video conferencing program.

I think James should reduce the face to face interaction with everyone. This is because, it is not effective. His traveling has only been able to exhaust him, and he cant get his mind together of what is happening on the ground. His strategies for management have been in tatters, and he is overtaken by events.

I will point out that he observes his inner game as eluded by Timothy Galloway for proper coaching. He should spend time on himself to observe the reality on the ground as he plans on the next courses of action. Instead of traveling a lot, he should create technological avenues like video conferencing for communication.

Conducting multiple all team meetings would prove more costly for the company. Instead, it should have a rotational program where employees from different nationalities work temporarily across the different countries. For example, the employees in the US should have a chance of working in India and UAE. For instance, employees from UAE to work temporarily in US and India, likewise to those of India. Of course, that would need training programs for acclimatizing with the different cultures. (Harvey, 2009)

In doing this, it will create more relationship attachment and intimacy among employees than having expensive meetings, and will also create long-term relationships.

His problems are with the smaller structure of his team because the conflicts created the problems and eventually miscommunication between Indian and US engineers. However, that could be an indication of the potential of series of problems with the larger structure.

The number of team members seems insufficient with the demands of customers. However, if communication between the team members is first streamlined, there will be no urgency for increasing members.

Moving forward, James should work on integrating his team and creating mechanisms for effective communication and good relationship among the team members.

References

MOR-BARAK, M. E. (2017). Managing diversity: toward a globally inclusive workplace.

HARVEY, C. P., & ALLARD, M. J. (2009). Understanding and managing diversity: readings, cases, and exercises. Upper Saddle River, N.J., Pearson Prentice Hall.