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Social Sciences
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Transnational Teams (Essay Sample)

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The task was how to determine team composition in a multinational team, how to address diversity of cultures within the team, and the structure and support the team will need to foster productivity. The sample paper examines the variables necessary to develop an efficient multinational team, determines the best way to handle culture diversity, and lastly elaborates on the requirements for a productive team.

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Transnational Teams
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Transnational Teams
How would you determine team composition in a multinational team?
A multinational team is a collection of personnel from different geographical locations in a company, bringing together marketing, human resources, finance executives, and information technology. All these personnel work together to achieve company goals and objectives. Multinational teams consist of people from different social and professional cultures who work together for a common goal. Determining team composition in multinational teams is challenging, and it gets more complicated when the multinational components are added into the mix (Sheard & Kakabadse, 2002). Team composition in a multinational organization refers to employing people from different cultural backgrounds across the globe advised by the extent of the organization’s activities; with a sole mandate of ensuring decisions implementation that embody an international agenda QUOTE ""  ADDIN PROCITE ÿ\11\05‘\19\02\00\00\00\00\01\00\00T\00\00\00@C:\5CMy Documents\5CRES_CURR\5CREFERENC\5CDatabase\5CMaster References.pdt! Maznevski & Chudoba, forthcoming\00!\00 . Global teams’ internal dynamics are determined through complexity often seen in their communications configuration, composition, and task, which are the only characteristics global teams share. The correlation of these characteristics to global teams is pegged on complex dynamics they employ when delivering service to clients and desire to place foundations for efficiency in the organization. Moreover, while all organizational teams struggle to blend internal dynamics and external activities QUOTE "(Ancona, 1990; Ancona & Caldwell, 1992)"  ADDIN PROCITE ÿ\11\05‘\19\02\00\00\00'(Ancona, 1990; Ancona & Caldwell, 1992)\00'\00i\00\00\00@C:\5CMy Documents\5CRES_CURR\5CREFERENC\5CDatabase\5CMaster References.pdt\0CAncona, 1990\00\0C\00  QUOTE ""  ADDIN PROCITE ÿ\11\05‘\19\02\00\00\00\00\01\00\00U\00\00\00@C:\5CMy Documents\5CRES_CURR\5CREFERENC\5CDatabase\5CMaster References.pdt\18 Ancona & Caldwell, 1992\00\18\00 , these three characteristics complicate how the team coordinates the external activities and links them with internal dynamics.
How will you address the diversity of cultures within the team?
Culture offers a set of values and assumptions that are mutually shared by a group of people and which in essence guide their interaction. Culture thus consists of a shared and commonly held assumption of general beliefs and values that define a people’s way of life. These beliefs and values are taught to people at a tender age and so unobtrusively such that people are usually unaware of their influence. In management, culture has several important implications and how to address such concerns should be a priority for purposes of efficiency. First to be addressed is its role in guiding the expectations and priorities of a team: What is the best organizational structure or budgeting procedure, who should be responsible when something goes wrong and how should activities be organized are some of the amicable paradigms that my address the diversity factor. In a way, the answer to all these questions have to be guided by a set of values and norms often unspecified but shared by a group of peop...
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