Comm 215 Learning Team Paper – Worldwide Telecommunications Inc

Worldwide Telecommunications, Inc. Rosemary Evans, Audrey Grant and Jessica Hilton University of Phoenix COMM 215 With the current success of Worldwide Telecommunications, Inc. they are in the process of expanding their businesses by opening up offices in China and India, and to ensure the expansion is a smooth and successful one, Worldwide Telecommunications, Inc. has hired our consulting company, E. G. H Consultants, to review and forecast some of the cultural changes that may occur within Worldwide Telecommunications, Inc. s well as analyze how a multicultural workforce may affect teamwork and communications in large companies. Worldwide Telecommunications Inc. is a company that provides local and long-distance telephone, Internet, and mobile services. The company is headquartered in Jersey City, New Jersey, and has offices in Connecticut, New York, Massachusetts, Virginia, Georgia, Texas, Canada, and the United Kingdom. Worldwide Telecommunications Inc. has been in the business for 30 years and has a workforce of over five-thousand employees.

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The management of Worldwide Telecommunications, Inc. believes providing a one-stop shop for telecommunication services keeps them ahead of their competitors, and as a result the company experiences profits year-over-year. According to the publication, On Being Different, “ethnicity, based on perceived cultural similarities and differences in a society or nation, can be expressed in peaceful multiculturalism or in discrimination or violent interethnic confrontation. Culture is both adaptive and maladaptive.

The perception of cultural differences can have disastrous effects on social interaction. The roots of ethnic differentiation—and therefore, potentially, of ethnic conflict—can be political, economic, religious, linguistic, cultural, or racial” (Chapter 2). In our study we foresee some of the challenges include understanding the culture and work ethics in China and India, integrating their workforce into the current structure, and building on teamwork and communication. Teamwork and communication are essential factors for competing in today’s global arena.

Large companies stress teamwork in the work environment, offering a variety of people with a variety of skills, talents, and abilities, to accomplish organizational objectives; thus enabling the company to offer competitive advantages within the marketplace. In a multicultural workforce, there are many issues to consider such as age, sex, ethnicity, physical ability, race, the sexual orientation of employees, and the way an organization responds to a multicultural workforce. Acclimating employees from India and China will not be as seamless as their current setup.

Differences from ethnic and cultural backgrounds create misunderstandings between team members before they have had a chance to establish any credibility with each other. Whereas, there are some cultural differences in Canada and the United Kingdom, the business practices in these regions are quite similar to American standards, and as a result Worldwide Telecommunications, Inc. was successful in quickly bringing their employees together and on the same page with teamwork and communications.

In Europe, the business practices are similar to American; although, quality and customer service is important, acquiring new business deals and maximizing profits is the priority. Whereas, the same holds true in Indian and Asian cultures, it is more of an importance to ensure top quality customer service and the client’s needs are met. “Western cultures, where people tend to be monotheists, beliefs are important, and there is an emphasis on truth. This is not to say that what Westerners believe is necessarily true, only that they believe they have the truth.

In contrast, Asian cultures emphasize “virtue,” which means that people are evaluated as good or bad on the basis of their behavior; what people believe is their own business and is much less important than the behavior” (Culture and its Implications for Intergroup Behavior, 2003). Organizations thrive on improving employee satisfaction, communication, and retention in teamwork; by expanding on its products and services as well as applying, and then implementing, concepts and ideas that are formulated from different societal backgrounds.

Through diversity we are better able to understand the demographics of the marketplace as it can serve and better equip the company that has a more limited range of employee demographics. As we are fully aware of the concerns surrounding Worldwide Telecommunications, Inc. ’s venture to expand into new territories below are some of our recommendations to ensure teamwork and communication remains at the forefront of resolving for an effective multicultural workforce:

Training and Development: bridging the gap across cultures and understanding them; preparing an intense training and development program for the employees to learn to work together in understanding cultural differences, communication, and working within a team. Knowledge management or knowledge transfer is an important element in training and development. It helps in identifying, creating, distributing and representing knowledge for reuse across trainees as well as within an organization.

Knowledge transfer, through professional training and development programs, will help in evaluating and managing the process of application of knowledge or intellectual capital across an organization. corporations with customers around the world. A multicultural workforce changes in the essential patterns of values, and attitudes of the employees. The company needs to understand and become familiar with the diversity of their multicultural workforce; therefore, “they need to understand how value differences across national cultures can influence human behavior at work” (Hunt, Osborn, & Schermerhorn, 2005).

Employers need to be aware of how they deal with multicultural teams in the workforce; by developing and enhancing their styles of leadership, their decision–making, and planning practices, how they motivate the teams, and their organizing abilities. Another example of an emerging global corporation is McDonald’s; they are one of the largest global companies in the world who employs people of different cultural backgrounds. McDonald’s stresses teamwork among its employees, regardless of position.

In America, McDonald’s is regarded as just another fast food restaurant where we go to get a quick take out or eat in meal. Without teamwork among the employees it would not be regarded as fast food. Teamwork is a prerequisite for this diverse workforce in getting a job at the company. The teamwork of all employees provides the customer with the satisfaction of receiving high quality food and superior service, in a clean, welcoming environment, at a great value. McDonald’s and its multicultural workforce continuously work toward improving their social and environmental performance worldwide.

The company employs a team of well-trained individuals with diverse backgrounds and experiences, working together in an environment that fosters respect and drives high levels of engagement, which is essential to their continued success. “We’re proud of our accomplishments, but we know there is always more to do and we never stop thinking about how we can continue to become a better company” (McDonald’s, 2010). We at E. G. H Consultants conclude that “working with others is a vital part of almost every job,” (Adler & Elmhorst, 2004) and building an effective working team empowers them with the skills necessary to accomplish their goals.

Working in a team helps us to communicate and collaborate with each other, forging a common goal to help the team succeed. An effective and successful team generates a sense of loyalty and dedication to each member of the team. It improves our ways of working more effectively with each other on-the-job and promotes more enthusiasm for the work we are doing; thus, enabling the company to offer competitive advantages within the marketplace. Our cultures define our fundamental beliefs about how the world works and forms ways in which we interact and communicate with others and develop and maintain relationships.

Doing business in a particular nation requires a focus on a multi-dimensional understanding of its culture and business practices. Understanding those differences and adapting to them is the key. An organization that is already able to communicate across levels productively and functionally is prepared for training and development resulting in a successful implementation; in this case bringing in offshore staffing to reduce overhead expenses.

Generally there are many benefits when training and development are incorporated the right way in facilitating growth for an organization. In the case of the financial institution, another advantage is upon completion of training and development as well as follow, a pool of professionals knowledgeable in the skill set are trained and ready to work resulting in bridging gaps when there is employee turnover or backfilling spots when needed; However, it keeps employees motivated, resulting in an increase in utilization, which results in profits for the organization.

Additionally, an organization who invests in training enhances their image as a company that is innovative understands the integrity of the organization and will take the time to ensure the quality and service expectations are not compromised. In doing so, it creates an efficient work environment that requires less supervision, so management can have more time for higher value-added activities. Learning a new skill is harder to grasp. Effective communication and interpersonal skills as well as listening, summarizing and even simplifying skills taught are critical in delivering a successful training and development program.

Including the incorporation of follow-up to solidify the training given is received and retained is what makes it a success. Users trained, especially with instructional training and knowledge transfer needs to apply the training received real-time. Without applying the skills to live applications or as previously mentioned, exercises, the training and development applied will all be for naught and the primary objective is not fulfilled. Diversity comprises of people from different generations, ethnic, and cultural backgrounds.

Through diversity it is better able to understand the demographics of the marketplace as it can serve and better equip a company that has a more limited range of employee demographics. Organizations thrive on improving employee satisfaction and retention as well as expand on its products and services by applying, and then implementing, concepts and ideas that are formulated from different societal backgrounds. References Google. (2010). What is Google. org?. Retrieved from http://www. google. org/about. tml Ten3 Business e-Coach. (2009). Team Building & Teamwork. Retrieved from http://www. 1000ventures. com/business_guide/crosscuttings/team_main. html Helium, Inc. (2010). The Importance of Teamwork in the Company. Retrieved from http://www. helium. com/items/1631472-new-tips-and-insights-to-successful-teamwork-in-your-organization Advameg, Inc. (2010). Reference for Business Multicultural Workforce. Retrieved from http://www. referenceforbusiness. com/encyclopedia/Mor-Off/Multicultural-Workforce. tml#ixzz0jFJG1iZ9 Columbia University. (2010). Responsible Conduct of Researcher Conflicts of Interest. Retrieved from http://ccnmtl. columbia. edu/projects/rcr/rcr_conflicts/foundation/index. html#1 McDonald’s . (2010). The Values We Bring to the Table. Retrieved from http://www. aboutmcdonalds. com/content/mcd/students/mcdonalds_does_good/the-values-we-bring-to-the-table. html Hunt, J. G. , Osborn, R. N. , & Schermerhorn, J. R. (2005). Organizational Behavior across Cultures.

Retrieved from https://ecampus. phoenix. edu/content/eBookLibrary2/content/eReader. aspx? assetMetaId=20a7c5ea-8d61-49ba-b292-5374bc15903f=80d7665d-f893-41e1-8096-e9f1f717db14=e30b00a2-87ef-4317-9bbe-de5c48690622. References Adler, R. B. , & Elmhorst, J. M. (2004). Working in Teams. Retrieved from https://ecampus. phoenix. edu/content/eBookLibrary2/content/eReader. aspx? assetMetaId=3483c355-bc59-4b05-bf1b-c578cf225f39=77a90e74-606b-

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