Report

Case Analysis

The Solution Group has been authorized by the ELC to assess the assimilation of recent transfers into the workplace environment. In this regard, the new IT division of Fig Technologies in Tyler, Texas and it is aligned with its counterparts in Qatar and Germany. Thus, the employees and teams are comprised of different people belonging from different cultural backgrounds and geographical regions. This paper aims to reveal the Cultural Assimilation Report which has been proposed after assessing the employee’s progress.

Composition of the Team

When the progress is being assessed is a consultant and different questions have been asked it has been determined that the team is consisting of minority and majority groups. This division is like an obstacle in the way of progress. Because the employees are from Qatar are from multiple similar cultures whereas Germans are in the majority. The difference in values, beliefs, and behaviors is dominating the major group over the other. So the teams are divided again into 3 groups of 10 members. Hence, 2 groups are groups German while 1 is from the mixed or Qatar’s employees.

Assessment Tool

In relation to this, the Consultant had proposed an assessment tool so that the assimilations between the groups can be noticed. The assessment tool is composed of the survey in which the consultant remained friendly and asked questions and discuss various things. Survey aided consultant because the team members comfortably expressed their perspectives.

Later on, the Consultant proposed a questionnaire and an interview was taken from every team member. The questionnaire was composed of the following questions:

1. What are your comments about new grouping?

2. Were you comfortable before in the previous team?

3. Can you share your ideas with other members?

4. Do you appreciate members of different backgrounds?

5. What sort of problems you were facing before or now?

6. Can you have the enough spirit to express your talent and abilities?

7. Any change which you want to bring in the group?

8. Do you work collectively or individually?

9. A collective approach to work is better or separate hard work?

10. Let me know your recommendations about your concerns?

Assessment Results

Thus, after a detailed assessment with the help of discussion, survey, and interview the consultant realized that he had earlier suspected the real problem. That is why he suddenly decided on the regrouping of the team members. The first challenge which was a bigger obstacle in the way of success is the dominance of the major group (Johnson et al., 2001). Hence, he divided again the team members and fixed them in another way. Despite this, all three teams started to compete with each other positively that establish a collective approach of working. While, one of the three teams has members from diverse backgrounds, and the consultant was surprised to observe that the team belonging from diverse cultures is striving and performing better than the other teams (Johnson et al., 2001).

Moreover, all the team members were found and respecting hence the exchange program will help team members to learn from each other as well. In addition to this, the major challenge was the change of customs and languages that made difficulty for them as they sometimes remain unable to get each other (Johnson et al., 2001). Still, the team is dedicated and hardworking and can generate better outcomes from now onwards.

Approaches to Develop Assimilation

Based on the above discussion the consultant wants to develop the approaches which can better fit the workplace environment. The consultant added that apart from the workplace scheduled tasks few more gatherings can be arranged where team members can get influential from their colleagues who are from different cultural backgrounds (Lambert, 2016). It will also enable them to understand each other easily. However, such activities will improve positive competition and better understanding. Whereas, assimilation will result in better results for everyone and innovative pre-existing beliefs can be created (Lambert, 2016). It will help the organization to expand and the world in a world around it. Thus, a collective approach among the teams will result in the rapid development of a working relationship between them.

References

Johnson, P., Heimann, V., & O’Neill, K. (2001). The “wonderland” of virtual teams. Journal of workplace learning, 13(1), 24-30.

Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communications, and Conflict, 20(1), 68.