M7D1_BUS222

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Rochester Institute of Technology *

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222

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Business

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Feb 20, 2024

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M7D1 – BUS222 Timothy Sollenberger Since the COVID 19 pandemic began your international organization shifted many business functions to a virtual environment. The organization has quickly realized this business model might continue once the pandemic ends but wants to develop training for new and current employees in dealing with the stressors, cultural and communication issues, and best practices when working remotely. As the Senior Corporate Trainer for your organization, you have been asked to lead this training initiative. Discuss what key elements you envision being in this training plan and the areas of importance that you would cover. Class, The pandemic changed the world in so many ways. One of which is the remote work expansion in which workers interact only by phone, email, video conferencing, etc. The personal relationships have been taken in many ways. As part of this, there have been new stresses added to many of our lives, and the need to better understand cultural communications has grown. People want flexibility and a choice to be able to work from home. That choice comes with a lot of training needed on how to handle and manage this new landscape. The Ted Talk presented this week by Ricardo Fernandez does a good job of expressing some of the cultural concerns and communication issues that arise. Ricardo gives two examples that any of us could run into. First, in a simple conversation, a team member uses the phrase ‘just now’ when their follow-up will occur. To him this meant right after the first call and would be done remotely, the true meaning was kind of ‘in the future’. A unique cultural and language barrier appeared. The next example is members of a team in India. Ricardo tells them ‘You’re killing it’ as positive feedback. The next day he is met with a team member who does not understand his criticism. A common language of English used but expectations for the words were so much different (TEDx Talks, 2017). There are also more tactical challenges when having a multicultural and multinational team. Time zones for example. Recommendations for this can be having a clear remote work policy. This should include consistent tools to be used, preferred work hours, and expectations for documentation. Consistency in approach can be very helpful (Orbit, 2022). Stressors are another thing to work on when it comes to remote work. Workers may become lonely. Having in-person touchpoints is an important recommendation for remote teams and something managers should be trained on. Leadership training on remote work should include how to properly interact with the team. Teach leaders to be inclusive in decision-making on the Work from Home policies. Set time aside not just for the project but to focus on where they are working (Mortensen, 2023). Is technology keeping up with needs? Is the remote work, well working for them to maintain high performance? Training leaders on how to communicate and understand the cultural competence of remote and multinational workers cannot be overstressed. Give training on the tools available as well. We all moved into the pandemic quickly. A lot of individuals were forced to become users of Zoom

Teams and other collaborative software. Giving available training and listening to feedback on the tools being used is important. We take feedback as leaders when tools are not working in the office this should be no different. Tim References Orbit, E. (2022, December 15). Navigating cultural challenges while working with your remote team . https://www.linkedin.com/pulse/navigating-cultural-challenges-while-working-your-remote- team- Mortensen, M. (2023, July 19). Tension is rising around remote work . Harvard Business Review. https://hbr.org/2023/07/tension-is-rising-around-remote-work?registration=success TEDx Talks. (2017, June 15). Managing Cross Cultural Remote Teams | Ricardo Fernandez | TEDXIESEBarcelona [Video]. YouTube. https://www.youtube.com/watch?v=QIoAkFpN8wQ

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