the risk reward ratio is very high and the results are guided by the factors such as ideas, innovative experiments, freedom of thinking, rate of success, pressure for delivery, unexpected breakdowns in the processes, chances of failures, opportunities to learn new techniques, etc.
Therefore, identification of the problem, analysis of the strengths and weaknesses of the organization (here it is the team), providing facilities to achieve the objectives, maintaining communications at all levels, lateral as well as vertical, etc. are very important in this regard.
When the above fundamental factors are put in place, motivation, decision making within the frame work, accountability of the members of the team and above all motivation to the team members would yield excellent results considering the potentials of the employees with sound and balanced background in the field.
The Australian company Morning Drops Company (MDC) faces similar problems faced by the multinational companies, such as IBM, Xerox, etc., the converging points of different cultures. If we could concentrate on the relevant points without going deeper into the cultural differences, a common platform for the people belonging to various cultures would emerge. It is in this direction the problem should be approached for efficient resolution.
According to Hofstede model, there are ‘five dimensions to national cultures: Power Distance, Uncertainty Avoidance, Individualism, Masculinity and Long Term Orientation… The new factors revealed common problems with which IBM employees in all these societies had to cope, but for which their upbringing in their country presented its own profile of solutions. These problems were:
(4) The balance between ego values (like the need for money and careers) and social values (like cooperation and a good living environment). The former were more frequently chosen by men, the latter by women, but there were also country differences.’ (Hofstede, G, 2009).