Assignment 3: External And Internal Factors Of International

Assignment 3 External And Internal Factorsinternational Teams Can Be

Assignment 3: External and Internal Factors International teams can be difficult to coordinate. In order to successfully utilize international teams of employees, managers must consider variables that include everything from technical challenges, such as communication methods and time differences to complex issues such as communication style, language barriers, and cultural differences. Imagine you work for a US-based firm and are partnering with a team of workers stationed in a progressive Middle Eastern country. The team’s purpose is to develop a modern marketing campaign for a financial services customer. Their goals include completing the campaign design on time, satisfying the customer, and integrating the expertise represented by employees in each country to deliver a quality product to the client.

The team is on a strict deadline and reputations and bonuses are at stake. In this country, there is very little separation between a worker’s religious beliefs, family, and work. Your team is on a strict deadline, and bonuses are at stake. The local employees take a midday break for two hours for prayers every day. Friday is a religious holiday, which begins at sundown on Thursday and continues through Friday. Saturday is considered a regular day off, and they do work on Sunday. The project is due on Monday morning, and the other employees are resentful for having to work overtime.

Using your textbook and the Argosy University online library resources, examine the key mechanisms of global integration and their implications for an organization and its HRM practices. Do the following: List the company’s precise goals and objectives in relation to this project. (You may make assumptions based on the general goals stated for the team.) Identify internal (organizational) and external factors impacting each goal or objective. Organize your analysis in a matrix as follows: Goals / Objectives, Internal Factors, External Factors. Present the matrix in a 3-5-page paper in Word format. Apply APA standards to citation of sources and support your ideas using current research and references to best practices.

Paper For Above instruction

Introduction

Managing international teams presents unique challenges and opportunities that require a nuanced understanding of internal and external factors influencing organizational goals. In the context of a US-based company collaborating with colleagues in a Middle Eastern country, cultural sensitivities, religious practices, and logistical differences significantly impact project execution. This paper explores the specific goals of the project, identifies relevant internal and external factors, and discusses their implications for human resource management (HRM) practices within the framework of global integration mechanisms.

Goals and Objectives of the Project

The primary goal of this project is to develop a modern and culturally sensitive marketing campaign for a financial services client within a strict deadline. The objectives include ensuring timely completion, satisfying customer expectations, and effectively leveraging the diverse expertise of the international team. Specific objectives involve coordinating cross-cultural communication, managing time zone differences, respecting local religious practices, and maintaining team motivation under pressure.

Internal and External Factors Impacting Goals

To analyze how internal and external factors influence these goals, a matrix approach is useful. Below is a detailed examination:

Goals / Objectives Internal Factors External Factors
1. Complete the marketing campaign on time
  • Organizational culture emphasizing deadline adherence
  • Effective internal communication channels
  • Leadership and project management strategies
  • Resource availability, including personnel and technology
  • Time zone differences affecting coordination
  • Local religious and cultural holidays
  • External market conditions influencing campaign relevance
2. Satisfy customer expectations
  • Internal quality standards and protocols
  • Training and expertise of team members
  • Communication skills and cultural competency
  • Customer's cultural expectations and preferences
  • External feedback and market trends
  • Regulatory environment in the target country
3. Integrate multicultural team expertise
  • HR policies promoting diversity and inclusion
  • Team collaboration platforms
  • Leadership fostering cross-cultural understanding
  • Cultural differences in communication styles
  • Language barriers impacting collaboration
  • Societal norms influencing teamwork and authority dynamics
4. Maintain team motivation and morale
  • Internal recognition and incentives
  • Effective workload management
  • Supportive leadership and conflict resolution
  • External cultural expectations regarding work-life balance
  • Religious practices affecting work schedules
  • Economic factors impacting job security and satisfaction

Implications for HRM Practices

Understanding these internal and external factors informs tailored HRM strategies that accommodate cultural differences, foster inclusive teamwork, and ensure compliance with local customs and regulations. For example, scheduling meetings around prayer times and religious holidays demonstrates cultural sensitivity, which enhances team cohesion and productivity. Training programs on intercultural communication can mitigate misunderstandings arising from language barriers and varying communication styles (Thomas & Inkson, 2017). Additionally, recognizing and respecting local norms related to work hours and religious observances, such as midday prayer breaks and weekend days off, are crucial for effective resource planning and personnel management.

Furthermore, HR policies should promote diversity and inclusivity, emphasizing flexibility and mutual respect among team members. Providing language support and cultural awareness training helps bridge communication gaps and fosters a collaborative environment (Festing & Scullion, 2019). Leadership development focusing on cross-cultural competencies also equips managers to address conflicts proactively and motivate team members effectively.

In conclusion, aligning internal organizational mechanisms with external cultural and societal factors is vital for the success of international projects. Recognizing and proactively managing these factors through strategic HRM practices enhances global team performance, satisfies client expectations, and contributes to organizational success in a competitive international landscape.

References

  • Festing, M., & Scullion, H. (2019). Cross-cultural management and human resource practices in international firms. Journal of Global Business Management, 15(2), 45-62.
  • Thomas, D. C., & Inkson, K. (2017). Cultural intelligence: Surviving and thriving in the global village. Berrett-Koehler Publishers.
  • Bird, A., & Osland, J. S. (2020). Cross-cultural management: Essential concepts. Routledge.
  • Dowling, P. J., Festing, M., & Engle, A. D. (2017). International human resource management. Cengage Learning.
  • Black, J. S., & Mendenhall, M. (2018). Global assignments: Successfully managing the relocation and transition of employees. Routledge.
  • Hofstede, G. (2011). Cultures and organizations: Software of the mind. McGraw-Hill Education.
  • Meyer, E. (2014). The culture map: Breaking through the invisible boundaries of global business. PublicAffairs.
  • Fisher, R., & Ury, W. (1981). Getting to yes: Negotiating agreement without giving in. Penguin.
  • Scullion, H., & Collings, D. G. (2018). Global talent management. Routledge.
  • Adler, N. J. (2008). International dimensions of organizational behavior. Thomson South-Western.

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