Managing in International Business Reflective Report

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3rd Nov 2020 Report Reference this

Tags: Business ReportsSWOTManagementBusinessReflectionInternational Business

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A Critical Perspective of Individual Group Work

In present job society school, college and business encourages graduates and workers to perform their duties together in-group, in order to increase the level of coordination and tolerance (Blease, 2006). Formation of group is the first stage. The Module Leader assigned the groups. However, group consisted of British and Nigerian, Two Chinese, Myself and another member being and Indian. Tutor insisted all the team members to nominate for the post of team leader and Secretary in order to meet the expectations of and to communicate efficiently. Our team member from UK and India took over the charge of Team leadership and Secretary respectively. They represented their cultural background as they were from Collectivistic Society and ensuring that all members are working together (Hofstede Insights, 2018). By Team formation I learnt that task can be completed easily with innovative ideas. We had an advantage of selecting a topic for the group work. This task was initiated to the team leader. In addition, teamwork is a collective process, which enables common people to obtain outstanding results (Scarnati, 2001:5). After deciding the topic, the next stage was organizing the work to every member of the team. As our topic was ‘Adaption of Nohria’s Drives to a multicultural team’ we decided to work on the country we belong to, as it would be easy for us to understand the common ground. However, we had a time frame for the accomplishment of each task assigned on a particular week. On account of this each and every member had a clear knowledge about his or her task. Communication refers to exchanging of information and day-to-day understanding from one individual to another (Keyton, 2011). As communication plays an important role, we exchanged each other’s contact details. Moreover, the team leader created a WhatsApp group, as it could be easier to reach everyone. Initially the Team leader and the Secretary shared documents in order to help the team members in starting the group work. Simultaneously, we started to conduct meetings. But there were several issues while conducting meeting as all the group members were working. However, this correlates with our cultural background, which defines that Asians are seen managing and dealing with conflicts by evading, understanding and managing (Jun Onishi, 2006). We had severe communication issues. Our group members were finding it hard to grasp the accent of Chinese. Cultural differences have influence while working in team. It has helped me to increase my level of cooperation and understanding (Cook, J.W. 1999). Moreover, Chinese had the idea of making a video, however the team leader was not comfortable with this idea. There was conflict. However, I helped in solving the issue, by suggesting that lengthy video cannot be appreciated due to lack of time. We managed to solve the issue with an alternative, which highlights the background of Asians who are good in suggesting the alternatives and choices (Jun Onishi, 2006). I feel it was challenging, as the topic was not discussed. It was the new topic to our classmates we also issued leaflets, which made it look interesting to our classmates. What I gained was not only the knowledge about the topic but also helped me in understanding the cultural differences while working with different culture people.

An assessment of your strengths and weaknesses in relation to the skills you will need to develop personally as an effective International Business Manager

1. Introduction

In this report, as it suggests I will be examining a detail study of my strengths and weaknesses with respect to two skills required to be expanded in order to become an effective International Business Manager. By identifying the strengths and weaknesses, I will be able to relate it with the skills required to be an effective International Manager. However, SWOT analysis is used to examine the personal behavior. Therefore, Appendix one shown below is composed of SWOT Analysis conducted on myself. In addition, I will take necessary steps to overcome my weakness by preparing and action plan.

2. Leadership styles

As said, discussed and actual reality is that people working in organization are also humans who are filled with love, care, sentiment, affection, and ups and downs. The workforce mandatorily requires a powerful leader in order to motivate the workers to reach their target. The workers do not like to be overseen or controlled, but the requirement is to be driven with Leadership taken over from Administration (Dames, 2017). Depending upon the organization, the style of leadership may differ from each other. Leader is a chief person who guides the employees to carry forward the organization. For example, During the World War II, Adolf Hitler was the leader for Nazi’s without his order and guidance it would have been a disaster. One of the vital styles of Leadership is Autonomous, as it motivates employees to be individualistic in nature. To highlight the best in their workers, there is necessity of the leader who possesses the work place with autonomy leadership (Dames, 2017). Many workers at work place tend to work with liberty while working. However, Autonomous Leadership style of organization enables the workers to work with liberty, which motivates them to work successfully and in return gives satisfaction to workers. However, it also sums up the elements of motivation. Autonomous work environment gives significant results as it leads the worker to be Individualistic (Kelley, 2017).  Autonomous leader in order to be successful has to share his/her views and ideas with every member of the workforce in order to inspire the employees to work towards reaching the goal. I feel my communication, convincing nature and thinking ahead skills are good. Whereas, these skills can be used for better comprehension between workers (Dames, 2017). I strongly admit these above-mentioned skills are my strengths, which can be utilized for being an effective International Business Manager. On the other hand, while discussing about the weakness, having trust issues and being available 24/7 would destroy the relationship and increases the hurdles while acquiring the target as described in appendix. However, after recognizing my weakness, I would like to work hard in order to overcome my weakness. In my part-time work experience, my shift manager followed Autonomy style of leadership ensuring workers had their liberty at workplace, which in return motivated me to give my best.

3. Resolution of Conflict

Individuals often get involved in fights, arguments, disputes, quarrel, and violence. Likewise, as long as there is a conflict, Individuals tend to handle it very efficiently in order to eliminate certain uncertain events. Handshakes, Formal Hugs, Mutual agreements, and Pledge are the signs of human efforts to eliminate the disputes. Generally, group mates are from many other culture and customs. However, they are given treatment based on their standards in their Business (Brett, 2006:85). If the members of the group originally come from a society where all are treated equally, such member feel ashamed as their standards in their home country is excessive. For instance, Indians dealing with Chinese organizations, at times Indians protest against the Chinese management for destruction of the deal (Brett, 2006:85). Conflict Management concept seems to be much broader and more modern. The structure of categorizing third party actions and perhaps more complicated evaluation of conflict management is the major innovation in this area (Sheppard, 1984). On the other hand, Choice making is the primary cause because some individuals from various ethnicities choose quick choice making manner, whereas others use slow choice making process. In addition, Autocratic Leadership also creates conflicts. Every business requires effective management for resolution of conflicts. In contrast conflict resolution considers solving of problem. The first important and effective process of conflict resolution is how each and every members of the business considers and follows the regulations (Schwarz, 2002; Robinson, 2010). For instance, Regional differences often generate the hurdles and barriers for the group, which can be identified once the interactions and relationships are disrupted. However, the reasons for the conflict must be identified by the manager and necessary steps need to be taken. To be an effective Manager and to solve the conflicts of the organization, I tend to believe my patience level and being psychologically healthy is great fortune in problem solving. As this procedure of problem solving consumes more time and require innovative idea. I believe my strengths can be used in problem solving. Secondly, while discussing about the weakness, being peevish disrupts the relationships as it enhances the difficulties for reaching the goals as described in the appendix. As it is time consuming and includes a mixture of several cultured people, it leads to being peevish. However, I will take necessary steps to overcome my weakness. In my personal experience while working in team with multi-cultured people, there were several issues. When I solved the issues raised, my team members praised me and in return this boosted me to give my best to the team. Myself being an Indian, it is believed that Asians give good suggestions and choices (Jun Onishi, 2006).

4. Conclusion

In section B, I have examined two skills that an effective International Business Manager requires to carry forward and I have also discussed my strengths and weaknesses with regards to those skills. I have both strength and weaknesses. In order to overcome my weakness, I have prepared an action in Section C to be an effective International Business Manager.

5. References

Blease, D., 2006. Group and team work: a guide for staff. Loughborough University, Loughborough. http://www.lboro.ac.uk/service/pd/gw/page_01.htm (accessed 7 December 2018). Brett, J., Behfar, K. and Kern, M.C., 2009. Managing multicultural teams. The Essential Guide to Leadership, 85. Cook, J.W., 2003. Morality and cultural differences. Oxford University Press on Demand. Dames, K., 2017. 5 CRITICAL SKILLS FOR AUTONOMOUS TEAMS. [Online] Available at: https://peopledevelopmentmagazine.com/2017/02/02/autonomous-teams/[Accessed 8 December 2018] Hofstede Insights, 2018. Country Comparison. [Online] Available at: https://www.hofstede-insights.com/country-comparison/vietnam/ [Accessed 8 December 2018]. Jun Onishi, R. E. B., 2006. In search of Asian ways of managing conflict: A comparative study of Japan, Hong Kong, Thailand and Vietnam. International Journal of Conflict Management, 17(3), pp. 203-225.

   
Keyton, J., 2011. Communication and organizational culture: A key to understanding work experiences. Sage.  
   
   

Kelley, S., 2017. What Is Autonomy in Management? - Definition & Examples. [Online] Available at: https://study.com/academy/lesson/what-is-autonomy-in-management-definition-examples-quiz.html [Accessed 8 December 2018]. Robinson, C.,(2010). When conflict happens: navigating difficult interactions in senior teams - fostering a culture of constructive engagement. Business Strategy Series, 11(4), 214 – 218.

 
Sheppard, B., 1984. Third party conflict intervention: A procedural framework. Research in organizational behavior. Scarnati, J.T., 2001. On becoming a team player. Team performance management: An International journal, 7(1/2), pp.5-10.

Schwarz, R., (2002). The Skilled Facilitator, Jossey-Bass, San Francisco, CA.

Appendix: Personal SWOT Analysis (Strengths and Weakness)

Strengths
  • Excellent Communication Skills
  • Convincing skills
  • Thinking ahead skills
  • Patience level
  • Psychologically healthy
Weaknesses
  • Trust issues
  • Being available 24/7
  • Peevish behavior

Action Plan

  Development Area   Actions  Support Resources Timescale to be achieved
  Leadership Style:
  • Trust issues
  • Being available 24/7.
 
  • Deluga, R.J. 1994, "Supervisor trust building, leadermember exchange and organizational citizenship behavior", Journal of Occupational and Organizational Psychology, vol. 67, no. 4, pp. 315-326.
  • Chunpir, H.I. 2016, "Prioritizing tasks using user-support-worker’s activity model (USWAM)", pp. 379.
 
  Reading articles, LRC at University, Short films, and Internet.  
  • By March 2019.
  • By mid-April 2019
 
  Resolution of conflict
  • Peevish behavior
 
  • Magazine, P. 2017, Real Calm, 1st edn, John Wiley & Sons.
 
  LRC at the University, Short films, meditation, Youtube videos.    
  • By end-April 2019
 

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