How intercultural and diverse teams function
The report talks about how an employee can effectively work for the company by focusing on his improvement and identifying the opportunities. It describes how intercultural and diverse teams function to attain success and how their knowledge be used to help them in developing the performance of the teams. It also explains the meaning of emotional intelligence and how it helps an employee in benefiting the culture of business. There are certain strategies that help in knowing what a company seeks from an employee. More detail of the task has been elucidated below.
How intercultural and diverse teams function
Intercultural teams are a big advantage for the company. The diverse culture of the employees helps in taking opinions from different fields. The culture of employees is different so it gives the company an opportunity to look beyond what they work in. These employees work as a team and carry out the problems easily. The solutions are given by employees from separate backgrounds. Intercultural belongings of the workers come together while functioning in a business. They are treated as one and work in unity.
The diverse attitude of the employees helps the company in accepting the changes brought in the company. They function in unity and help each other when a problem occurs (Lloyd & Härtel, 2010). Employees focus on different areas on an individual basis and carry out the results in favor the company’s target. It gives the company a long term success and growth. Being from different culture these teams find interest in working on new grounds and new colleagues.
It gives employees a chance to know each other and create different ideas on achieving the target. The functioning of the teams is professional as they have their own way of doing which helps them in meeting the target goals set by the organization effectively and efficiently. Each and every employee has the power of giving their opinion and then one decision is taken keeping in mind all the points raised by them. This helps in making an effective decision without leaving any point (Halverson & Tirmizi, 2008).
How you can use this knowledge to help in developing into high performing teams
In order to develop the performance of the team, it is necessary for the company to listen and understand the problems of their employees. The diversified knowledge of the employees will help the company to attain success by measuring all the grounds. It will increase the standards of the business and also can help in developing the employees in professional aspect. Working with people from different background will open the employees and make them curious in knowing about their culture (Rico, Sánchez-Manzanares, Gil & Gibson, 2008).
This will develop feeling of loyalty and friendship among each other and hence will make them comfortable in working under a same ground. It will raise knowledge in the employees and can help them in growing. The unity in them will become an advantage for the company as the employees will feel good at the workplace and will work with interest for the welfare of the organization. This is therefore helpful in attaining effective targets and goals for the company. Functioning of business in such a manner will increase the profits and revenue of the company. It also helps in adding value to company’s reputation in the market (Bell, Villado, Lukasik, Belau & Briggs, 2011).
How you can use this knowledge to help in developing into high performing teams
Explain the importance of self- awareness and emotional intelligence and its impact
Importance of self awareness in considered as a priority in any organization. The employee must know his capability of doing the work assigned to him effectively and efficiently. It is important for the workers to possess loyalty and trust towards the company and must be secretive when needed. The employees must be quick and proactive in working. It tells a person how to behave and act in front of other people (Bar-On, 2010). If the person is self aware about the particular thing he is then able to be called as intelligent when it comes to emotions, as he is able to control and manage himself over the serious issues and challenges.
Emotional Intelligence is the capability of analyzing the emotions of self and others. It focuses on the behavioral aspect of how one must pursue things without having to make feeling as a barrier in between the relationships whether private or public. Emotional Intelligence helps in maintaining a balance between the factors that can lead to wrong decisions. Impact of emotional intelligence is seen acting strongly on professional competencies and efficiency. Emotional intelligence helps in managing the task in a professional way without the interference of personal emotions or feelings of the employee (Goleman, Boyatzis & McKee, 2013).
Integrate strategies to effectively interact with others in a diverse professional context
In order to interact with the employees and other members of the organization one should show interest in what they say and must listen to them with interest. This will help make the employees happy and will boost up confidence and trust among them. Employee must have possess linguistic composition in such a manner that it can make them understand and know what an employee wants to say and perform. Knowing and understanding the language of other employees can be a benefiting factor for an individual as well as employee. One must possess professionalism while appearing in front of others (Moon, 2013).
This will impress them and make them able to talk to you. They should work on achieving the same goal and targets. It will bring together the employees and will make them interact with each other in order to achieve the target. The employee must be humble and polite while talking to others. He must be good at handling relations. Handling relations is one of the major factors of emotional intelligence. When a person initiates a talk with others, he develops a relationship with him. In order to maintain that relationship effectively in the organization, an employee must know how to tackle a relationship with other employees. This grows trust in the employees and strengthens the bond to work together in harmony (Edmondson, 2012).
Identify and reflect on own strengths and their application in the business context
I am hard working and capable doing the task assigned to me with good efforts and effective results. It is one of the biggest strengths which I posses. I can change my weakness into my strength by working on it again and again until I attain satisfaction. I have professional approach of doing the work. Like other employees, I can manage the work and business activities appropriately. The confident and friendly nature and behavior in me helps me in managing the team and the business. My nature can help the company to grow and achieve its target as I know when I work on a certain task I give my 100%.
Explain the importance of self-awareness and emotional intelligence and its impact
These qualities of me can help the business to achieve target with a clear and systematic approach. I possess unity and therefore can help company by working with its employees in unity and harmony. This will not raise conflicts and issues in the organization and can develop a favorable environment for the company. The employees will feel comfortable working with me as I am easy to handle. This will also help me in interacting with the clients in a proper manner. Talking about my appearance, I carry myself according to what situation demands. My appearance in business is quiet formal and professional. When any problem occurs in my way I can easily handle it and can effectively work on it. These qualities help me a lot and can certainly be more helpful for the company (Shields, 2010).
Reflect on feedback to identify opportunities for self-improvement and professional development
In order to improve oneself it is necessary to understand where the individual lacks his quality. The employee in an organization must gain professionalism. Professional way of doing work is one of the effective ways to stick in a company for a long period (Boud, Keogh & Walker, 2013). Company can conduct personality development classes for its employees where it can teach the employees about the manner of talking with others while doing business, the idea to think in a superior manner, the way of maintaining harmony in the company by creating a warm environment between the employees and teaching the norms and cultures of the business that an employee must strictly follow (Hamer & Collinson, 2014).
This will not only be beneficial for the company but can also improve the employees by picking them from grounds and grooming them. This also helps the employee to analyze their attitude which needs to be improved to meet the company’s requirements and needs. Self- improvement is a good way of identifying the changes that must be taken care of while working in a company. Increasing self awareness on the improvement of the employees will also help in gaining ample of good opportunities (Stein & Book, 2011).
Conclusion
It is concluded from the above analysis that the self improvement of the employees is very important and unique. The paper shows that how emotional intelligence helps in making the employee think professionally and effectively. Emotional intelligence helps in controlling the minds of people and changes the Emotional Intelligence behavior over certain situations and helps them in becoming a true hero. The importance of self awareness in shown as it helps an employee to know its capability of doing the task.
References
Bar-On, R. (2010). Emotional intelligence: an integral part of positive psychology. South African Journal of Psychology, 40(1), 54-62.
Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis. Journal of management, 37(3), 709-743.
Boud, D., Keogh, R., & Walker, D. (2013). Reflection: Turning experience into learning. Routledge.
Edmondson, A. C. (2012). Teaming: How organizations learn, innovate, and compete in the knowledge economy. John Wiley & Sons.
Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Halverson, C. B., & Tirmizi, S. A. (Eds.). (2008). Effective multicultural teams: Theory and practice (Vol. 3). Springer Science & Business Media.
Hamer, S., & Collinson, G. (2014). Achieving Evidence-Based Practice E-Book: A Handbook for Practitioners. Elsevier Health Sciences.
Lloyd, S., & Härtel, C. (2010). Intercultural competencies for culturally diverse work teams. Journal of Managerial Psychology, 25(8), 845-875.
Moon, J. A. (2013). Reflection in learning and professional development: Theory and practice. Routledge.
Rico, R., Sánchez-Manzanares, M., Gil, F., & Gibson, C. (2008). Team implicit coordination processes: A team knowledge–based approach. Academy of Management Review, 33(1), 163-184.
Shields, C. M. (2010). Transformative leadership: Working for equity in diverse contexts. Educational administration quarterly, 46(4), 558-589.
Stein, S. J., & Book, H. E. (2011). The EQ edge: Emotional intelligence and your success. John Wiley & Sons.
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