Case Study: Multicultural Teams

Explain how culture can affect perceptions of team members in a group.

People from different cultures have a predefined way of doing things, and when they meet in a multicultural workplace, there are differences experienced. The differences in cultures affect one’s perception of others and the general working. For example, Western cultures have a culture of individualism, thus have trouble gaining the perspective of other people’s points. The Chinese, on the other hand, is based on a collectivist culture hence are more adept in understanding the perspective of other people. Different cultures also develop different levels of interdependence in working environments and in the perception of social obligations, and this understanding will affect how people relate within the setting (Vandaveer, 2012). Some cultures are also skeptical of others while others are more accepting of other people; it, therefore, determines how a person is accommodating/trusting of other people.

Discuss strategies for working with leaders or team members who originate from a different culture than you.

Working with a team of different cultures requires one to adapt to a communication style and use an expression that will accommodate everyone. Open communication should allow everyone to give their opinion and access all information about the team or job. The team should also accept and accommodate the different working styles of the team members. The working environment should mic both individual efforts, paternalistic guidance, and group work (Vandaveer, 2012). In leading the group, the leaders should accommodate all types of motivation factors for their team members.  A conclusive reward system that includes bonuses, career progression, increments in salary, job satisfaction, recognition, among others, should be used. Leading the team would also require listening actively, getting to understands everyone and their cultures, and building rapport and trust.

Expound on the significance of using the best type of verbiage to communicate with other members of a team in order to prove successful in task completion.

It requires a certain level of skill o properly communicate with people from different cultures, and verbiage comes in handy. First off, it requires one to eliminate any forms of slang that belong to a certain culture to ensure that everyone is at par (Chhetry, 2020). A language that has courtesy and respect is also comfortable to all cultures, and thus one needs to adopt this. Slowing down when speaking allows for those who are not native speakers to have time to interpret what you say. One should avoid using dual meaning words as it also creates confusion for non-natives. Verbiage is, therefore, important in getting everyone to understand, despite their level of the grasp of the language.

Share the benefits of connecting with humor to build team camaraderie.

Humor breaks the ice between team members and improves the rapport a leader has with the members. Therefore, it should be an integral part of team activities. When a team member or leader gets the right humor for the team, it opens up the team members, and they are able to work together without the bottlenecks of multiculturalism. It is, however, paramount that one approaches humor with moderation as different cultures have their sense of humor, and one might offend the other cultures (Engelhard & Holtbrügge, 2017).

Explain how personality traits, social factors, and styles of leadership can affect the competence and loyalty of a team member.

Different personalities produce an effect on a team and thus affect its dynamics. Self-confident people take charge and organize others; the diplomatic ones focus on relationships, detail-oriented ones ensure observance of rules, imaginative one brings creativity, and cautious ones insist on proving ideas, among others (Engelhard & Holtbrügge, 2017). Therefore, these traits influence their competence within the team. Social factors affect the relationship people have with each other within the team. When these factors ensure that the members feel appreciated and that their concerns are met, they perform better. The converse is true. Different cultures appreciate a different type of leadership. Individualistic cultures appreciate an open form of leadership, while collectivist cultures appreciate paternalistic leadership. Therefore, with each type of style, a person would perform better when this favors them.

Determine the different career options an employee might consider when having trouble working with a cohort or leader of a department.

Artist, Attorney, Journalist, Producer, Artist, teacher, therapist



Chhetry, M. (2020). Leadership styles in multicultural team: case: Company X, Finland.

Engelhard, F., & Holtbrügge, D. (2017). Biculturals, team facilitation, and multicultural team performance: an information-processing perspective. European Journal of Cross-Cultural Competence and Management, 4(3-4), 236-262.

Vandaveer, V. V. (2012). Dyadic team development across cultures: A case study. Consulting Psychology Journal: Practice and Research, 64(4), 279–294. Retrieved from


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