Leading a Multicultural Team through a Change Process

Leading a Multicultural Team through a Change Process
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Leading a Multicultural Team through a Change Process – Annotated Bibliography In an increasingly globalized, complex, and dynamic modern business environment, change and the need for diversity are inevitable. Both change and diversity are core aspects of any business organization. The current paper examines potential peer-reviewed or scholarly sources that can help inform how a multicultural team can lead a change process. The paper is divided into two sections. The first section provides a bibliographic brief on selected articles while the second section breaks down one of the sources. Section A: Annotated Bibliography

1. Bhayana, C., Gupta, V., & Sharda, K. (2021). The Role of Shared Leadership in Managing Conflicts in Multigenerational Teams: A Research Framework. Business Perspectives and Research, 9(2), 252-268.

The articles seek to address the need to understand the dynamics within multigenerational teams. The authors posit that multigeneration teams face potential differences in behaviors, values, and attitudes. These differences may impact the functional capacity of teams. Further, the authors propose and show that shared leadership in such teams can enhance productivity among members. The paper adds to the current project because it discusses and addresses the dynamics within an example of a multicultural team.

1. De Bruyne, M. J., Moens, E., & Vanhoucke, M. (2021). Project recovery: Project failures and how to get rid of them. Journal of Modern Project Management, 9(1), 155-169.

            The authors carried out a literature review to establish the critical success factor for modern project management strategies in this paper. Since teams often carry out projects, such teams are more likely to be diverse in an increasingly globalized environment. Thus, the paper is critical for the current paper because it shows what works and does not work for multicultural teams in the completion of projects.

1. Lipsky, D. B., Avgar, A. C., & Lamare, J. R. (2020). Organizational conflict resolution and strategic choice: Evidence from a survey of Fortune 1000 firms. ILR Review, 73(2), 431-455.

            In this article, the authors examined the strategic tenets of an organization's use of alternative dispute resolution (ADR) practices, including mediation and arbitration. The paper is critical for the current literature review because it provides organization dispute resolution alternatives to lead multicultural teams.

1. Ullah, M. A., & Sabri, R. (2020). Ethics, Intuition and Cultural Richness in Management Theories. The Dialogue, 15(3), 57-67.

            The article focuses on Ghoshal's views (2005) of bad management practices. The authors posit that these views are destroying good management practices. Thus, they propose solutions that can identify lousy management practices in their earliest stages. They argue that when a management practice is culturally rich, it is acceptable. From this point of view, the paper adds information on how to lead a multicultural team effectively. Section 2: Article Breakdown Ioanid, A., Zarzu, C. L., & Scarlat, C. (2014). Communicating Successfully When Managing Multicultural Teams. SEA: Practical Application of Science, 2(3), 349-353. Article Summary             In this article, the authors relied on their experience managing multicultural project teams in the international environment and existing literature review to show how communication can be effective in a multicultural team. The need for effective communication in multicultural teams is influenced by the rate of globalization in which organizations are increasingly seeking foreign markets, incorporating different cultures within the work environment (diversity), and hiring managers and employees from the global pool of potential employees. In this regard, the authors make several important points to support both educational development and workplace practices involving multicultural teams. Thus, the paper aims to help the manager identify the characteristics of multicultural teams and provide the best communication structures to enhance productivity. Essentially, communication is the most critical factor to consider when managing such teams.             The first key point is that managing any team, be it multicultural or not, is already a difficult task because of the differences among the people involved. As a result, it is even more challenging to manage a multicultural team because of differences in cultural values, c...