Expert Answer:Organisational Behavior In The Workplace Building

  

Solved by verified expert:Please note that your answers should be the applications of course concepts, not just some logical ways to act or sensible explanations. You are free to make assumptions or speculations about these fictional cases, so long as you explain these clearly and link it to course concepts. There are some questions to answer in your analysis and solution. Please make sure your case analysis addresses them, however keep in mind that “case analysis report” should be a coherent and connected text/essay. I expect the length of your essays to be between 2-3 pages. Please let me know if you have any questions.
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Option #1:
Building a Multicultural Team:
Kalia works in a large business, managing a diverse team of eight individuals. Two of her employees
are in their early 20s, two in their 30s, three in their late 40s, and one in her late 50s. Four members of
her team are Caucasian and the other four are Hispanic, African American, Asian, and African. Her
younger employees are fairly new, having been there for less than two years. Most of her team
members have worked with the organization for 5 to 10 years, and her most senior staff has been there
for 25 years, 10 years longer than Kalia has been in her leadership position.
Generally, team members are cordial to one another on the surface, but Kalia knows that there are
tensions among some of the staff that have an impact on the success and productiveness of the team.
She is aware that one of the younger employees, Robert, is frequently frustrated that his Hispanic coworker, Ana, defers authority and decision making to others in the team. In conversations with him,
she discovers that the younger employee feels Ana should express her opinions more often. Robert’s
frustration results from his beliefs that everyone on the team should be able to contribute in a shared,
democratic process. He feels that when Ana defers her decision making to others, she is not being
accountable as a team member.
Margaret, a senior member of the team has picked up on Robert’s comments and feels that he is
disrespectful of Ana’s working style. She has mentioned to him that it could be a “cultural thing” and
that he should learn to adapt his behavior and working style to better meet her needs. In response,
Robert mutters, “Whatever. You don’t know anything about us.” Responses like this have led
Margaret to believe that he is disrespectful of her knowledge and tenure in the organization.
Frankly, Kalia is tired of managing people’s personalities. She feels that people should just learn to
adapt to each other’s working styles. Even though she believes this, she also believes that a good
leader has to unite the team, no matter their differences and working styles. This year, she has made it
a goal of hers, and of the team, to resolve these issues. But given her previous attempts, she does not
have high hopes for a successful outcome. The last time she tried to resolve intercultural team issues,
she felt like a complete failure. She is concerned about the employees’ responses to this next attempt.
In fact, every time she thinks about that meeting, she flinches. She just did not have the skill sets to
facilitate the conversation in their last meeting. She wonders if this next try will progress her team in
any way or whether it will just be another failure.
1. What strategies do you recommend Kalia to help her improve team design and processes?
2. What suggestions do you have for Kalia in leading her staff to be inclusive of diverse members?

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