Research On The Cultural Differences Management In Corporate Team Building

Team, as an effective organization, has been widely used in modern corporate. With the global market expansion, cross-culture team now is a kind of general organization, especially, in multinational corporate. The management of cross-culture team can be much more complicated because of the cultural differences. As a result, in order to improve the team performance, the cultural differences management is a key point to concentrate on.First of all, applying literature review, this paper finds two researches are not satisfactory. They are the research of how to use the varied character raised by cultural differences, and the research of how to build an effective mechanism to handle conflict.Then, through information collected and expert interview, this paper analysis the current situation and problems of cultural differences management. Summarizes that, most cross-culture team contains three or above cultural background. And the volume of effective cross-culture team is between 8 to 15. The inside and outside environment are both tough. Managers have tried to use cultural differences to improve the creative ability of team, and manage to integrate different culture. Some large corporate have succeed, but there are still some problems like the lack of efficient way to enhanee team cohesion, and a standing mechanism to reduce conflict. Those problems stem from the obstacle set by cultural differences and the shortage of management.From the standpoint of research and practice, cultural difference acts like a double-edged sword to team performance. The positive impacts include:improve the team abilities to study, to innovate, to solve problems, to adjust to the environment. And there are also some negative impacts like reduce the efficiency of decision-making, increase the frequency of conflict, the difficulty in communicating and management.After that, Base on the status of cross-culture team building and the analysis of literature, this paper summarizes several feasible strategies to manage the cultural differences, such as:integrating all the culture in team, building a learning system of team, improving the communication between different cultures, building an effective system of encouraging and performance appraising.Besides, in order to provide some useful management approaches for corporate to practice in cross-culture team building, this paper sets up a mechanism to make use of the differences of members to build full-role team and describe a way that relying on the goal of team to handle cross-cultural conflict.Then, through case analysis of P&G, the global corporate with quite a lot cross-culture team, the effectiveness of those strategies and mechanism are proved. All above lead to the conclusions that:Team performance is closely geared to the management of cultural difference. To succeed in cultural difference management, team manager should focus on culture integrated, team learning, cross-culture communicating, and so on. Besides, managers could also use the differences of team members to build full-role team, and reduce conflict through the team goal management.