Fair Treatment of Ethnicities The Executive Leadership Council (ELC) has authorized The Solution Group, (the company you work for) to assess assimilation of re
Fair Treatment of Ethnicities
The Executive Leadership Council (ELC) has authorized The Solution Group, (the company you work for) to assess assimilation of recent transfers into the workplace environment in the newly opened IT division of Fig Technologies in Tyler, Texas. The Tyler IT division was aligned with its counterparts in Qatar and Germany. In an effort to assimilate the newly formed virtual teams, a contingent from each of the three offices went to the other offices for a two-month immersion. The purpose of the short-term exchange was to learn culture, process, and systems. Some hostilities have been reported in all three offices by team members as to difficulties with the visiting team members. The ELC wants more information.
Your objective is to determine how to assess the assimilation progress of workers to different people and cultures. Is there acceptance? What are possible roadblocks and obstacles (e.g., language, common terminology, customs, and work ethics). As a consultant, how would you complete this assessment and report results?
Your assignment instructions are as follows:
Introduce the composition of the three 10-member teams in each of the sites. You do not need names, though you should develop an ethnically diverse team of locals and visitors from the other respective worksites and national cultures. Explore the differences in culture, perspective, and experience of your team. Include whether the work culture in these countries is individualistic or collective. This section should be 200 words, approximately half of a page.
Develop a short assessment tool in order to measure assimilation. Tools may include one of the following: a survey (no more than 10 questions), an interview (no more than 10 questions), or natural observation (approximately half of a page, including a copy of the assessment tool questions).
Assessment and results: Develop a one and a half-page summary of your assessment results and how you determined these results based on the answers. The results must address the challenges of these three dynamic cultures and perspectives working together in a live, onsite, and remote environment. Also, identify the demographic data and cultures that make up the organization and how these relate to the U.S. population. Show how you will analyze and use this data in your assessment.
Present your three approaches for improving assimilation onsite. Support your approaches. This section should be approximately half of a page.
Fair Treatment of Ethnicities
The Executive Leadership Council (ELC) has authorized The Solution Group, (the company you work for) to assess assimilation of recent transfers into the workplace environment in the newly opened IT division of Fig Technologies in Tyler, Texas. The Tyler IT division was aligned with its counterparts in Qatar and Germany. In an effort to assimilate the newly formed virtual teams, a contingent from each of the three offices went to the other offices for a two-month immersion. The purpose of the short-term exchange was to learn culture, process, and systems. Some hostilities have been reported in all three offices by team members as to difficulties with the visiting team members. The ELC wants more information.
Your objective is to determine how to assess the assimilation progress of workers to different people and cultures. Is there acceptance? What are possible roadblocks and obstacles (e.g., language, common terminology, customs, and work ethics). As a consultant, how would you complete this assessment and report results?
Your assignment instructions are as follows:
Introduce the composition of the three 10-member teams in each of the sites. You do not need names, though you should develop an ethnically diverse team of locals and visitors from the other respective worksites and national cultures. Explore the differences in culture, perspective, and experience of your team. Include whether the work culture in these countries is individualistic or collective. This section should be 200 words, approximately half of a page.
Develop a short assessment tool in order to measure assimilation. Tools may include one of the following: a survey (no more than 10 questions), an interview (no more than 10 questions), or natural observation (approximately half of a page, including a copy of the assessment tool questions).
Assessment and results: Develop a one and a half-page summary of your assessment results and how you determined these results based on the answers. The results must address the challenges of these three dynamic cultures and perspectives working together in a live, onsite, and remote environment. Also, identify the demographic data and cultures that make up the organization and how these relate to the U.S. population. Show how you will analyze and use this data in your assessment.
Present your three approaches for improving assimilation onsite. Support your approaches. This section should be approximately half of a page.
Your completed homework assignment should be three to four pages in length, not counting your references page. No title page is required. The report will require you, as the hired consultant, to review briefly the cultures in play in this scenario. What would be challenges these teams might face? Work ethics, religions, systems, cognitive processes, and cultural dynamics are all factors.
Important: The homework assignments in each unit will build upon each other to create the entire project. The assignments are deliberately general for you (the consultant) to have a little fun as well as possibly apply the homework assignment to a situation you face or are likely to face in your chosen career field. These assignments will also allow you to apply practical knowledge for continuous improvement in your field.
You are required to use at least two outside sources for this assignment—one of which may be the textbook. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.
,
UNIT I PROJECT 2
Unit I Project
The Solution Group is a well diverse company that has been contracted to assess and
assimilate the progress of the workers that are located in 3 of your facilities. We have composed
3 groups to visit and analyze processes in each of the facilities that are located in Texas,
Germany, and Qatar. The team consists of 4 local employees and 3 (2 which are bilingual)
members from each of the other sites. The 3 local members at each site are local nationals from
their original work site. All of the team members have at least 3-5 years of experience. The team
is a mixture of the senior leadership team, marketing and communication managers and
employees that actually interact with the customers. Each of these members is an important part
of the team that has been selected to help bridge the cultural gap and exchange perspectives and
experiences. Qatar and Texas are individualist countries, while Germany is a collectivistic
country. This cross functional 10 member team has been carefully composed to improve business
process and employee relationships. The composition of the teams provides a better
understanding of the local practices and allows insight of how the other sites are doing business.
This will allow all the members of the team to exchange ideas and find a way to work together
while achieving the same goal.
The Solution Group will use the following questions to interview personnel from each
site in order to measure assimilation:
1. How would you describe your commitment to the company?
2. As an employee, how does your role impact the company?
3. How would you describe the company’s mission, visions, and goals?
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UNIT I PROJECT 3
4. What challenges (if any) do you face living onsite and in a remote environment?
5. How much of an impact do you feel that the current diversity training has on the company?
6. Can you elaborate on your view of acceptable work behavior etiquette such as smoking in
front of the building and decorating the office with photos?
7. What do you need to be successful in your job?
8. Do you feel there are polices in place to protect individuals against discrimination?
9. What does resiliency mean to you, and how important is it to have this trait?
10. What does diversity mean to you, and why is it important within a company?
These questions have been designed to better assess and assimilate the processes, people, and
systems within the company.
The Results:
After reviewing all of the responses to the interview questions that were presented, it has
been determined that all 3 sites had similar concerns which leads us to believe that the difference
in culture poses a major issue. All employees were interviewed and given the same set of
questions. All of the interview questions were reviewed and included in the below summary. The
results were based on the responses from the majority since over 90% of the employees shared
the same concerns and the recommended solutions would capture 100% of employees.
The majority of the workers have expressed that although they are committed to the
company the working environment has become tense due to the lack of cohesion amongst the
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UNIT I PROJECT 4
different cultures. The majority of the employees know how to complete their daily job tasks,
responsibilities and understands exactly how their job fits into the overall picture. All employees
effectively described the same concept of the company’s mission, vison, and goals. The majority
of the employees do not mind living on site due to convenience, although they feel it doesn’t
help the situation of working and living in a tense environment. The majority of the employees
feel as if the current PowerPoint presentations are not an effective means of training. Many
employees have admitted to clicking through the slides without reading them just to complete the
training. Everyone elaborated on their view of acceptable workplace behavior etiquettes. The
individuals from Germany, Qatar, and Texas agreed that there should be no smoking in front of
the office and agreed that is unacceptable in all three countries. The individuals from Germany
seen to be hard works that work at a fast and constant pace (“Working Culture, 2014”).
Individuals from Qatar seem to work at a much slower pace, as they are not use to being rushed
in their country (“Qatar, 2015”). Even though, the job is being completed, the employees seem
to clash over efficiency. The individuals from Germany are very rank structured, one should
never schedule a meeting with a lower and high ranking individual (“Working Culture, 2014”).
The individuals from Qatar feel disrespected when asked about their female family members,
while individuals from Germany and America greeted the questions and displayed pictures of
their wives and daughters inside of their office (“Qatar, 2015”). The majority of the employees
feel they need to be in a safe and professional work environment to be successful and achieve
their maximum potential. The majority of employees do not feel that there are polices in place to
protect individuals from discrimination. Furthermore, the majority of the employees do not know
where to find the company’s discrimination policies and they don’t feel like the company holds
violators accountable for their actions. The majority of your employees had an understanding of
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UNIT I PROJECT 5
the importance of resiliency and expressed their interest in receiving resiliency training. Lastly,
the majority of employees grasped the concept of the importance of diversity within the
workplace and acknowledged that they faced everyday roadblocks with cultural differences due
to lack of education. America is considered to be a melting pot due to all of the different races
and cultures that have come to the country. This organization is the same, made up of different
races, genders, education levels etc. Currently the organization is composed of sixty percent
males, and 40 percent females as many organizations are male dominated across America (“How
did men come to dominate women, 2017”). Demographic data will be used to make sure that the
proposed solutions connect to the target audience.
I would recommend three solutions to address the onsite assimilation issues First, it is
important that all employees know and understand the company’s policy on workplace ethics,
diversity, and discrimination. Every employee should sign that they have received and know
where to find the company’s policy. Each employee should be aware of the zero tolerance policy
when dealing with discrimination or violating work place ethics. Every employee should be held
accountable for their actions when there is a violation. Second, there should be monthly
interactive hands on training. Hands on training assures that the message is reaching each and
every person. This type of training gives employees the opportunity to learn how to address
different types of workplace disagreements in a professional and respectful manner. This would
be the perfect forum to provide education on cultural differences in the working environment.
Lastly, The Company should organize monthly morale events to show their employees
appreciation. These events will allow employees to bond with one another and improve the
working relationship. This will help reduce the tension in the work environment as well as
improve employee production. Employees that feel appreciated produce more. All three of these
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UNIT I PROJECT 6
suggestions put together will increase cohesion while decreasing the tension in the workplace so
that work can be accomplished in an effective and professional manner.
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UNIT I PROJECT 7
References
Passport to Trade (2014). Working Culture. Retrieved from
http://businessculture.org/western-europe/business-culture-in-germany/work culture.htm
Advameg (2017). Qatar. Received from
http://www.everyculture.com/No-Sa/Qatar.html
Wijngaards, J. (2017). How did men come to dominate women? Retrieved from
http://www.equalityforwomen.org/texts/male_dom.htm
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