In fact, “cultural sensitivity, cultural intelligence, and certain specific global leadership skills are essential for inspiring people from cultures other than ones own” (DuBrin, 2013, p. 451). In the given example, the way Calvin interpreted the remark given by his team-leader in Great Britain demonstrates the low level of his cultural sensitivity. Actually, he tried to find the reason of low sales in lack of cooperation within his international team not in his managerial skills. Hence, the most important issue is that he tries to fix international challenges in American way.
In order to provide the solution, above all it is necessary to mention that commitment is an essential part of each team. Therefore, each member of the company should easily recognize the general aim in order to stay motivated at the workplace. In a given example, the very idea of creating disaster insurance is referring to the universal value of security. Nevertheless, the company did not appropriately notice the difference in specific causes of insecurity. For instance, USA suffers from hurricanes, Japan is facing constant earthquakes, and Great Britain is not that preoccupied with natural but artificial anomalies. Consequently, the final product must be different for these countries to increase commitment of the international team.
The advantages of this approach are evident in world experience. In this context, McDonalds company is the best example of effective management in international teams. It gives enough freedom to the local representatives to sale the goods in favor to local tastes. However, the potential disadvantage is that team can become so independent that it will not need American managers to be successful on the local market. In other words, it can be too late to change the interpersonal relations within the company.
Thus, there are several methods to increase the effectiveness of the international