Module 6 Part 1 INT 220 Email (1)

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Southern New Hampshire University *

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INT 220

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Communications

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Apr 3, 2024

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Module 6 Part 1 INT 220 Dear Manager, Hello, this is Verlineca Bellange. Managing a diverse team is challenging as we all have different backgrounds and cultures. It makes it easier for miscommunication and misunderstandings to happen. The backgrounds within my team are Japan, Chile, the U.S., and the U.A.E. I’ve researched the cultural backgrounds of each, assuming each team member represents the average cultural dimensions of their respective countries. Japan, Chile, and the U.A.E have a higher power distance, signaling the importance of hierarchy and obedience (Hofstede, n.d.). Meanwhile, the U.S. has the lowest power distance score, meaning hierarchy is respected but informal (Hofstede, n.d.). To combat this problem, I will establish a hierarchy system for Kaspar, Syed, and Nina to know who’s in charge. In addition, I will assign assignments to each person’s capability. Kelly comes from an informal hierarchical system; I will allow team members to provide input on their strengths and weaknesses. Thus, I will combine an authoritarian and democratic management approach to make everyone comfortable. Most countries have a preference for individualism rather than collectivism. Thus, the defacto style of the group is individualistic. It will be hard for Syed, who values collectivism. To make it easier for Syed, I will break up our goals into sections they must each complete individually. This way, Kasper, Nina, and Kelly can work independently, and Syed can have the sense of playing his part in the group. In addition, I will guide and encourage communication within the group through a Google group chat. Team members can share their progress or collaborate if they choose to, building stronger bonds. In terms of encouraging communication within the team, I think it’s best to monitor the group chat, as the language barrier can result in miscommunication. It would be terrible if a team member accidentally offended another. Hence,

monitoring their communication will help avoid this conflict. I can help facilitate a respectful environment where team members feel safe to express their preferences and ideas. The divergent cultural attitudes about certain behaviors will make this tough. For example, the U.S. and Chile placed high in indulgence. These countries' attitudes view indulging one’s desires and leisure to be good (Hofstede, n.d.). Meanwhile, Japan and the U.A.E. see indulgence as something to be controlled, and not doing so is wrong (Hofstede, n.d.). Nina and Kelly will clash with Syed and Kaspar about their conformity to norms if it does not align with their desires. A proxy scenario is how cultures view uncertainty avoidance. Japanese, Chilean, and Emirati culture places a strong emphasis on not taking risks if they do not know the result (Hofstede, n.d.). Simultaneously, the U.S. places a strong emphasis on taking risks and embracing uncertainty (Hofstede, n.d.). If our group had to charter unknown territory, Kaspar, Syed, and Nina would struggle; however, Kelly would thrive due to being culturally accustomed. To remedy the common issues in our team, I think it’s best to let each member talk about their country and its values. It will help each member see their peer’s point of view and understand one another better. Furthermore, we can set rules and expectations for the code of conduct within our group and company. They will all know what's required of them and acceptable. I think the group should collaborate in creating expectations and communication plans because each individual knows their culture better. I am an outsider who has no first-hand account. I can only assume what’s best rather than knowing how to accommodate all their cultures. In addition, it will teach them how to respect one another’s opinions and compromise. This is key to building good communication within the group. Another potential conflict is our holiday policy. Not all team members share the same cultural and national holidays. Therefore, I think it’s best if our team members request cultural

and national holidays within their respective countries through HR. Once HR approves their request, I will note the holidays corresponding to the team member. This way, everyone in the group is aware of who’s going to be absent and when. To be more accommodating, it’s best to equally distribute the other person’s work among the group during their time off. It makes it fair as our de-facto holidays are standard American celebrations. Kaspar, Syed, and Nina may harbor resentment if they have to do more work to make up for their absence against Kelly. Since Kelly's stationed in America, most likely she has those holidays off. The last potential conflict our group faces is time zones. Our group will meet weekly to discuss our objectives and build on team bonding. However, team members living in divergent time zones make this a challenge. For example, Japan is fourteen hours ahead of the United States. Meanwhile, Chile is two hours, and the U.A.E. is nine hours. Finding a time when Kaspar, Nina, Kelly, and Syed can meet without disrupting their work-life balance is difficult. For our first meeting, I have predetermined our time. Afterward, I will allow the group to meet at a time that works for everyone. The only requirements are it must be on Mondays and work for everyone. I’m excited to have our first conference call on Monday, December 4, 2023. I have provided Kaspar, Kelly, Syed, and Nina with the Zoom link for the virtual meeting. Additionally, I have sent the link to you, our supervisor, and the human resources manager. I hope you guys can make it. Sincerely, Verlineca Bellange References

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Hofstede. Country comparison tool . (n.d.). https://www.hofstede-insights.com/country- comparison-tool?countries=chile%2Cjapan%2Cunited+arab+emirates%2Cunited+states

Module 6 Part 1 INT 220 Email (1)

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