Cultural Influences on Team Performance - Coursework Example

Cultural and Technology Cultural and Technology Introduction People from different walks of life will always have different cultures. There are some elements that are attributed to the varying cultures in people. Regional location is one of the factors that cause people to portray varying character traits. When people are situated in the same working environment they also end up having different working behaviors. Technology is another element that may differ in different working stations. Some people may have more advanced technologies than others. These two factors influence the performance of a team or organization in the long run. The distributed teams are also affected by these two in different ways. This paper is going to discuss the influence of technology and culture on the performance of organizations. A definition of culture and a discussion of cultural influences on team performance A general definition of culture is that it is a shared platform of characteristics, beliefs and interactions. What this definition implies is all members of a particular culture have same behaviors, beliefs and way of socializing with others. The people forming a particular culture can be those operating in the same working environment, or those that are from the same geographical region. Workers of an organization usually have a culture that guides their operation in the firm. Therefore, they became members of this organization’s culture. Since they are operating in the same culture, these workers have similar traits and ways of operation that are connected to the organizational culture (Daim, 2012). The culture in which a team or organization carries out its activities would always influence the performance of this team or firm. There are various ways through which the team performance can be affected by culture. Even though most of the effects are positive, some of them are negative effects. One way in which culture influences the performance of a team is by creating a specific code of conduct that would regulate the operations of team members or employees in an organization. The restriction on what people can do in the firm is very important when it comes to maintaining relevance among team members as they work. If members are always participating in relevant activities within the group, the performance of the team is expected to go up (Wai On, 2013). A good organizational culture is also responsible for teamwork and collaboration among team members and stuff in a business firm. A good culture will always advocate for members to work together towards achieving the goals of the team. Teamwork is one factor that contributes so much to the performance of the team since it brings together different qualities. Collaboration among members is also as important as teamwork. Finally, culture can determine the social integrations amidst workers in a team. a good social integration will always impact on how people interact at their places of work. a culture that pushes for social integration will see the employees of a company interact freely and productively. Therefore, the performance of a team can be boosted if there is social integration in the team (Daim, 2012). A review of the literature on the influence of both culture and technology on distributed teams and organizations The manner in which distributed workers of an organization or a team carry out their activities is influenced by the culture and technology that the group has adapted. The literature has specified some ways through which this is made possible in various teams and business firms. One way that distributed teams and organizations can be influenced by culture is by instilling some values in workers that make them operate in particular ways. For example, the literature has highlighted that a collaborative trait helps in coordinating distributed teams despite the physical distance between them. It is the organizational culture that would determine how these workers or team members behave. Therefore, a good culture that advocates for members to collaborate would be necessary for distributed teams and organizations. In the literature it is also clearly elaborated that the use of advanced technology is helpful when it comes to connecting distributed team workers. Advanced technology include the use of internet platforms such email. Such platforms are usually very favorable when it comes to coordinating members of an organization who are found in different places on the globe. For example, a worker can send emails to any colleague located at distanced places without having to travel to such places (Davison, 2013). The today technology has even enabled people from varying regional cultures to connect without a lot of challenges. Due to this reason, it is now possible to have workers with an international base. Distributed teams made of members from varying national cultures can be coordinated using the new technologies so that they operate under one organizational culture (Sidhu, 2011). The other way highlighted in the literature through which culture and technology influences the distributed teams is by creating trust among the members. A common organizational culture would ensure operations of all members are similar. The distributed workers can see that they belong in the same platform by considering this factor (Mitchell & Wynia, 2012). Out of this trust is created among the members of the distributed organization. Technology that makes communication between the workers easier is also responsible for creating trust in members. It is much easier to trust someone you keep contact with through frequent communication. A discussion of your Learning Teams analysis of the influence of culture and technology on team performance within the Learning Team members organizations The performance of an organization is to some extent determined by how workers react to the culture and technology used by this organization. When we analyze the Learning Teams in this similar manner, the same impacts that that technology and culture have on performance are recorded. Culture and technology create trust in our organizations. When members can always communicate within the organization, it becomes easier for them to start trusting each other as a team. In the learning teams this is also experienced (Hinds & Lyon, 2011). The members usually trust each other with the work they share since they have been communicating thus they know each other well. When workers trust each other it is easier for the teams to prosper. Duties that can be reassigned will be given to members who the team believes can perform well. A positive contribution by every member to the well being of the organization would enable the firm record good results in the long run (Scott, 2015). Creativity is also introduced into the firm by good use of technology and culture. Some tools are usually responsible for making people work in different ways. The new methods of working may be so effective that the organization’s performance may improve due to their introduction. Creativity may also be sought so that workers can find an easier way for connecting with their colleagues of different culture. Any organization is always aimed at having an organizational culture that accommodates everyone in the team. In the learning teams this is also the case. We have members from different cultures who come in to learn the ways that other people do their activities. In these teams we always find a way of connecting all members so that everyone feels free. Eventually the performance of the team is improved (Gregory, 2011). A discussion of how the Learning Team members experience within their own organizations aligns with existing research. Many organizations have come to realize the benefit of having workers from a wide region. The organizations are now seeking workers across the globe to fit into their teams that are working on various projects. The diversity of team players makes the work of the team more creative than when workers from one background were picked for the job. The performance of such teams with a diversity of workers has attracted the attention of many managers. due to this reason, many human resource managers are hiring employees from different cultures. The learning-teams are not left behind in this since they are also in need of better performance. These teams are also recruiting workers from different parts of the globe (Evaristo, 2012). The members may come with unique cultures that may be adapted into the organizational culture eventually. Organizations are also interested in reaching the global market. Therefore, they are adapting new ways of operation into their cultures that can accommodate people from various walks of life (Trusson, 2014). The concern for technological advancements that can connect people across the globe is an example of how business firms are moving into the international market. The learning teams are also seeking the attention of the entire world as other organizations do. Therefore, these teams are also finding ways of adapting cultures and technology that can fit close to every member of the society. A conclusion in which you provide suggestions for future research related to the influence of culture and technology on team performance, based on your reading of the literature and your observations of the Learning Team members organizations, as well as a discussion about what you feel are gaps in the literature and areas that are still not fully understood The study about how technology and culture impacts on the performance of teams are very crucial when it comes to remaining operational in this small global market created by the internet (Sackmann, 2011). In the research, the influences that technology has on the operations of a team are highlighted. The effects of culture on a team’s performance are also highlighted in various ways. Even though this study is seen to be very useful, I would suggest some extra areas to be studied in the future. Considering that these two factors can influence the operations of a firm either positively or negatively, it is important that we also study how businesses and teams can adapt to changes that have been recorded by these two factors. Therefore, it is important that the members of a team be enlightened on how to deal with changes brought into the organization by technology and culture (Pavlou & Ou, 2014). Another important suggestion is a study that would deeply into how the technology and culture can be introduced into organizations productively. The initial study is all about how these factors affect the performance. It is also important that we study how we can introduce them into our teams. Through this we can avoid the many negative results that most people end up facing when a new technology or organizational culture is being introduced. It would also help members take advantage of opportunities that are brought into the organization by these two factors (Hoch, 2013). A problem and purpose statement regarding one topic for future research Technology and organizational culture can affect the operations of a team in a positive or a negative way. It all depends with how the users of these factors rely on them. In some cases, people are faced with the challenges that come along with changes in technology and varying organizational culture. How to solve such issues is a problem that needs to be researched. The purpose of such a study will be to enable people avoid the challenges that come along when new technologies are introduced in an organization. Technology is meant to improve the performance of a team but not to make the team’s operations hard. Conclusion Organizations and teams are influenced by technology and culture in vary many ways. Some of these effects may be favorable to the firm while others are unfavorable to any teams’ operations. The two factors play a major part in influencing the performance of a team. Teams that have good organizational culture and favorable technological advancements are likely to perform well. Distributed teams and organizations also benefit from the various new technologies that enable them to communicate to each other despite the physical distances between them. Therefore, both technology and culture may influence the operations of a team References Carter, S. (2013). Strategic Leadership: Values, Styles, and Organizational Performance. Journal of Leadership & Organizational Studies , 3-6. Daim, T. (2012). Exploring the communication breakdown in global virtual teams. International Journal of Project Management, 30(2) , 199-212. Davison, R. (2013). Information technology to support informal knowledge sharing. Information Systems Journal, 23(1) , 89-109. Evaristo, R. (2012). The Management of Distributed Projects Across Cultures. Journal of Global Information Management , 51-56. Gregory, B. (2011). Organizational culture and effectiveness: A study of values, attitudes, and organizational outcomes. Journal of Business Research , 524-543. Hinds, P., & Lyon, J. (2011). Putting the global in global work: An intercultural lens on the practice of cross-national collaboration. The Academy of Management Annals, 5(1) , 135-188. Hoch, J. E. (2013). Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology , 390. Mitchell, P., & Wynia, M. (2012). Core principles & values of effective team-based health care. Institute of Medicine , 3-5. Pavlou, P., & Ou, C. (2014). Swift guanxi in online marketplaces: The role of computer -mediated communication technologies. MIS quarterly, 38(1) , 209-230. Sackmann, S. (2011). Culture and performance. The handbook of organizational culture andclimate, 2, , 188-224. Scott, C. (2015). Culture, Communication, and Conflict: A Review of the Global Virtual Team Literature. Leading Global Teams , 13-22. Sidhu, J. (2011). Coordination of globally distributed teams: A co-evolution perspective on offshorin. International Business Review, 20(3) , 278-290. Trusson, C. (2014). Knowledge sharing using IT service management tools: conflicting discourses and incompatible practices. Information Systems Journal, 24(4) , 347-371. Wai On, L. (2013). Top management team trust, behavioral integration and the performance of international joint ventures. Journal of Asia Business Studies, 7(2) , 99-122. Read More