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Cultural & Personality Differences That Affect Teamwork

Cultural & Personality Differences That Affect Teamwork | TeamWork-SAGA |


Members of a team don't all have to come from the same background, or share the same religion or political ideas to work effectively together. However, when personality or cultural clashes occur, you need to be able to solve the conflicts with little or no disruption to your business.


At the same time, thoughtful planning can help you avoid misunderstandings and maintain a successful working team....



A person’s country of origin can influence how he approaches his work.

Communication and relationship differences also occur between other sub-groups.


Gender, race and emotional and cognitive intelligence separate coworkers. Different educational and occupational backgrounds further diversify individuals in a team. Influential, loud, quiet and confrontational personalities also influence the way a group operates...


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Continuous Improvement

Continuous Improvement | TeamWork-SAGA |

One of the primary ways teams add value is through continuous improvement. Continuous Improvement is simply finding ways to make work easier and more enjoyable.

For instance, if a procurement team moves a file cabinet closer to their desks and thus reduces walking distance (and time), then the team has implemented a continuous improvement idea that improves productivity.

Team continuous improvement ideas are typically generated during creativity sessions or problem solving sessions through the use of forma...

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What’s the Value of Collaborative Consumption ¿?

What’s the Value of  Collaborative Consumption ¿? | TeamWork-SAGA |

How is collaborative consumption shifting how we understand ownership¿

Collaborative consumption is tied to the digitization and de-materialization of goods.

You used to walk into somebody’s house and there were lots of physical manifestations of their lives- books, cds, and photos.

Now a lot of those things have become digital services that are easily shared.

When things become digital good the line around ownership becomes really fuzzy. We are paying to access the benefit of the product versus needing to own it outright. 

What are some examples of what people gain from consuming collaboratively¿

There are different motivations and context is really important. In some instances, people are actually motivated by self-interest- which is okay. It’s often about cost, convenience, being able to access a unique space, or even being able to get an errand done in an efficient way with a Task Rabbit.

So, there’s the self-interest but part of the beauty of the movement is that the self-interest is paired with community and a social mindset.

People start using collaborative consumption because they see it at as a way to save or make money but then they start to talk about how they are part of this community.

That feeds the ‘social’ and it makes us feel the glow of being a part of something that has a bigger meaning.


Rachel Botsman was an early champion of the “collaborative revolution”- how renting, swapping, and other traditional forms of sharing have been scaled via new online and mobile technologies and social networks.

She co-founded the Collaborative Lab , an innovation consultancy focusing on shared consumption, and co-authored What’s Mine is Yours: The Rise of Collaborative Consumption .

Botsman helped define the collaborative consumption movement and its impact on business, public service, and daily life.

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10 Tips for Successful Innovation Teams

10 Tips for Successful Innovation Teams | TeamWork-SAGA |

Innovation projects are said to fail 90% of the time.

Why is this?
Part of the answer lies in the special “innovation teams” who are mandated with finding breakthrough growth in large corporations. Setting these teams up for success is vital, yet corporations often fail when doing this.

This article provides a collection of ten tips that serve as a talent management roadmap for growth companies in search of high-performance teams that deliver.
Imagine that you’ve been asked to lead a new “innovation team” at your company.

Your task is to build a team that can come up with a new revenue-generating business idea and take it all the way from concept to launch.

You’ve got a serious challenge on your hands though – finding new growth beyond the core will be tough in a company that has been making the same products for decades and has a notoriously risk averse culture.

On the plus side, you’ve been given a budget and the freedom to assemble your own dream team to help you on your mission.

On the other hand, you don’t have a lot of time and your division president is breathing down your neck looking for results.

Where do you start?

1. Start by building a bigger box rather than trying to think outside it!...
2. Select your team for who they know as well as what they know...
3. Pick one leader and provide him or her the autonomy they need to be successful...
4. Build a team that can both identify gaps in the market and markets in the gap!...
5. Find team members who tell great stories!...
6. Understand the difference between good and bad conflict...
7. Supplement the innovation core team with an external provocateur...
8. Remember to set goals and measure progress...
9. Think like a startup entrepreneur...
10. Ensure team members have “both feet in”...

In summary, we believe that as long as big corporations continue to seek new ways to deliver organic growth, innovation teams will have a role to play.

Companies that spend time upfront, thoughtfully assembling, managing and motivating their teams will likely have more success than those who pursue a “business as usual” approach...

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Is teamwork effective in schools? On

Is teamwork effective in schools? On | TeamWork-SAGA |

"No, I'd like to say yes but I don't think so.

I would love to say that I think teamwork is effective in schools, but my experience is that it is not. It usually ends up being one person who does all the work, and the others slide. Teamwork can be effective on sports teams and certain projects, but as far as schoolwork, I say each person for themselves."

"Yes I think it does.

Teamwork is highly effective in my own personal opinion. With it, you get to meet new people along with getting a project done. Along with all of that, the new people you meet can become your new life long friends, depending on many factors, and could potentially help you in the work force later in life. If you work and get along well with others, they would have no problem putting in a recommendation for you"

Note: is a dynamic social community where you can voice your opinion on today’s hottest issues.

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✉ Six Quick Teamwork Games to Engage Employees at Work ✈

✉ Six Quick Teamwork Games to Engage Employees at Work ✈ | TeamWork-SAGA |

Communication and positive workplace interactions are the cornerstone of any professional relationship. Whether you are communicating with a colleague, manager, or customer, effective communication is always needed.

Not only will this reduce confusion and frustration in the office, it will also help keep your employees engaged. Sometimes, communication needs to be encouraged. And sometimes to be effective, communication must also be practiced.

Research shows that team exercises not only improve communication and motivation among workers, but it also helps create a more cohesive and productive work environment. Here are six refreshing exercises that will help you encourage teamwork and communication in the office.

✉ ✈ Concentration
If your team is feeling drained and stressed, this fun exercise is a great way to refresh and energize them. It doesn’t require much time and the recommended group size is 10-20 people...

✉ ✈ Grab Bag Skits
This acting exercise is another great way to refresh and energize your team. It doesn’t require much time but does need some props. Depending on the number of groups you have, each group will need a goodie bag filled with five to six random objects. Recommended group size can range from 10-50 people...

✉ ✈ Salt and Pepper
This activity is fun, excellent for energizing your team, and also great as a get-to-know-one another exercise. It doesn’t take up a lot of time and requires a few simple materials like a pen, tape, and small sheets of paper. Recommended group size can range from 6-40 people...

✉ ✈ Take What You Need

This exercise is an excellent get-to-know-you activity that doesn’t take up too much of your team’s time. All you need is a toilet paper roll or two depending on the size of the group (you can use pennies as another option). Recommended group size is 10-30 people...

✉ ✈ Beach Ball Toss

Whether you’re adding on new team members, merging departments or trying to strengthen the bond between existing employees, the following exercise is great as a get-to-know-one-another activity and doesn’t require much time. Recommended group size is 5-25 people...

✉ ✈ Human Knot
This brain teaser is funny and really works on teambuilding, problem solving and communication. It will take around 15-30 minutes depending on how well everyone works together. No materials are needed. Recommended group size ranges from 8-20 people...

Now that you’re equipped with a variety of choices, don’t be afraid to incorporate these activities in the office.

Not only will you enjoy it and benefit greatly, but so will your colleagues and employees. 

Don’t forget to post back and let us know which exercises you used and what you learned from them!

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5 Powerful Tactics I Use to Achieve Great Teamwork ღ Leading Big Visions From the Heart

5 Powerful Tactics I Use to Achieve Great Teamwork ღ Leading Big Visions From the Heart | TeamWork-SAGA |

The INCLUSIVE videos highlight the values and cultural practices that have led to great teamwork at Asana.

...hope a few of the ideas resonate and you can adapt them for your own team. If you enjoy the videos below, you can check out the complete talk...

ღ All-hands TGIF...

ღ Middle Way...

ღ Five Whys...

ღ Roadmap Week...

ღ DRI (Directly Responsible Individual) & Company Calendar...

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How to define your ⚛ Innovation Team ⚛

How to define your ⚛ Innovation Team ⚛ | TeamWork-SAGA |

Part of the DNA of innovation is that it signals a shift away from business as usual towards a new, and hopefully exciting, future. 

The cash cow core of your business won't be like that. 

It will be designed and structured to do what it does as efficiently and as profitably as possible. 

It’s important therefore that the way your innovation team is structured breaks free from the cultural norms of your core business.

It can do that in a few distinct ways:

⚛ Job titles...

⚛ Job descriptions...

⚛ Location...

"Innovation teams are cross-functional groups of individuals who are charged with creating and developing new products and services.

Members typically come from a variety of functional disciplines including marketing, engineering, product design, and manufacturing. Innovation teams are temporary in that they are Together for the life of the project from idea conception to launch.

Team members are likely to work on multiple projects simultaneously."

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➚➚ Three Rules for Innovation Teams:

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The Dawn of New Era: The rise of human-computer cooperation... A Different Tempting Flavour of Teamwork

Brute computing force alone can’t solve the world’s problems. Data mining innovator Shyam Sankar explains why solving big problems (like catching terrorists or identifying huge hidden trends) is not a question of finding the right algorithm, but rather the right symbiotic relationship between computation and human creativity...

Shyam Sanker's Bio:

An advocate of human-computer symbiosis, Shyam Sankar looks for clues in big and disparate data sets...

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A NiceTeamwork Poem

A NiceTeamwork Poem | TeamWork-SAGA |


Via Inspirational ABC Teamwork Poems...



>> Special in passing:

"It is amazing how much you can accomplish when it doesn't matter who gets the credit."




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Building an Inclusive Diversity Culture: Principles, Processes and Practice

Building an Inclusive Diversity Culture: Principles, Processes and Practice | TeamWork-SAGA |


Building an Inclusive Diversity Culture: Principles, Processes and Practice In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years.


In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments.


However, ‘‘many organizations have been disappointed with the results they have achieved in their efforts to meet the diversity chal- lenge’’ [Cox: 2001, Creating the Multicultural Organization (Jossey-Bass, San Francisco)].


... The reason for this in the fact that while much attention has been paid to the strategic dimension of diversity policies, systems, and processes, much less thought has been given to the nor- mative dimension, the norms and values involved.


Given the fact that diversity is essentially about cultural norms and values, appropriate reflection work becomes a fun- damental task to create a truly inclusive work environ- ment where people from diverse backgrounds feel respected and recognized.


Therefore, we focus in this article on the challenge of building an inclusive diversity culture showing that such a ‘‘culture of inclusion’’ has to be built on solid moral grounds.


The authors of this work pesent a conceptual framework of inclusion based on a moral theory of recognition and introduce the founding principles of reciprocal understanding, stand- point plurality and mutual enabling, trust and integrity.


After revealing barriers that hinder a culture of inclusion from emerging we shed light on the process of developing such a culture which involves four essential transforma- tional stages:


The first phase focuses on raising awareness, building understanding and encouraging reflection.


The second phase deals with the development of a vision of inclusion as an important step to define the change direction.


In a third phase key management concepts and principles should be re-thought.


This leads to the fourth, action-oriented phase, that focuses on an integrated Human...


Relations Management (HRM):

A system that helps implement change by doing both, translating the found- ing principles via competencies into observable and measurable behavior and fostering the development, reinforcement and recognition of inclusive behavior.


A culture of inclusion and the principle of recognition...


Principle of recognition...


Reciprocal understanding Standpoint plurality and mutual enabling...


Trust Integrity...


An intercultural moral point of view...


Challenging assumptions and mindsets...


Question dominant thinking styles...


Challenge hierarchical leadership conceptions...


Reveal teamwork barriers...


Building a diverse culture of inclusion



Phase 1: Raising awareness, creating understanding and encouraging reflection...



Phase 2: Developing a vision of inclusion...



Phase 3: Rethinking key management concepts and principles Integrative leadership Work-life balance...



Phase 4: Adapting systems and processes ...


Competencies of inclusion...




Performance evaluation...




Reward and compensation...



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Diversity & Ethics in the Workplace



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Sam Bacharach: Build Teams for Creativity

Sam Bacharach: Build Teams for Creativity | TeamWork-SAGA |


Sam Bacharach, director of the Cornell Institute for Workplace Studies, explains how leaders can encourage both outrageous ideas and practical follow-through.


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The 6 Group Dynamics Of High-Performing Teams

The 6 Group Dynamics Of High-Performing Teams | TeamWork-SAGA |


In an age where all of us are communicating more and more through electronic devices instead of actual conversation teamwork suffers.


 At MIT's Human Dynamics laboratory, they identified the group dynamicsthat high-performing teams share.


They include:

* Everyone on the team both talks and listens. No one dominates the conversation.


* The interactions are energetic with a lot of face-to-face communication.


* People connect with one another directly - not just with or through the team leader.


* Side conversations are carried on within the team.


* People from time to time go outside the group and bring relevant outside information back in.


* Individual contributions/talents are less important than successful communication patterns.


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The New Science of Building Great Teams



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The Secrets of Superteams: Excellence in Team-Building


Renowned leadership specialist Khoi Tu shares the secrets of superteams, and he identifies the essential elements of the route to excellence in team-building, from finding a common purpose to mastering conflict and managing change...


Mhd.Shadi Khudr's comment, June 25, 2013 5:34 PM
You are welcome; Dr.Shklover
Mhd.Shadi Khudr's comment, June 25, 2013 5:34 PM
You are welcome; Dr.Shklover
Mhd.Shadi Khudr's comment, June 25, 2013 5:34 PM
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About the Complexity of Teamwork and Collaboration Processes

About the Complexity of Teamwork and Collaboration Processes | TeamWork-SAGA |

Organizations across the globe are increasingly using teams to accomplish significant work and projects. Much of this work is also accomplished using technology tools to support their communication and collaborative efforts.

As companies become increasingly multinational and distributed geographically, the formation of virtual teams has become a common practice.

Workflow management systems are a specific type of systems that can be used to capture collaboration and group works processes and thus supports the creation of teamwork and enable collaboration. In some cases, collaboration and group work processes can become highly complex.

High complexity in a process may result in bad understandability and more errors, defects, and exceptions leading processes to need more time to develop, test, and maintain.

Therefore, excessive complexity should be avoided. The major goal of this paper is to discuss the need and requirements for the development of a measure to analyze the complexity of processes...

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▶ Critical Moments: Livesaving Teamwork for a Mother and Baby

Nadiya and Andre Boldware stopped by Medical Center of McKinney to offer their thank you to a team of nurses that helped save Nadiya's and their newborn son's life.

Just eight weeks earlier, Nadiya's delivery was going smoothly until she suffered an amniotic fluid embolism (anaphylactoid syndrome of pregnancy) -- an extremely rare condition.

"We immediately did a C-section. We delivered the baby and revived him, and he did very well. Once we did that, we worked diligently to save the mother's life," said Kim Hatchel, RN, Chief Nursing Officer at Medical Center of McKinney. "The mom was not breathing or having a normal heart rate for 45 minutes."

Nadiya survived.

"Every day she improved, and I needed to see that for my recovery," Andre Boldware said. "Because of the outcome this hospital is a happy place to visit."

Nadiya adds, "I want to thank the staff who dedicated themselves to allow me to experience this moment."

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Effective Teams: The Key to Transforming Schools?

Effective Teams: The Key to Transforming Schools? | TeamWork-SAGA |

Why Does This Matter?

Here's why we need to articulate our beliefs and practices about good teams:     

  • Strong teams within a school are essential to retaining and sustaining teachers.
  •  If a team is effective, then people learn from each other.

 What Makes a Good Team? 

1- A good team knows why it exists.

2- A good team creates a space for learning...

3- In a good team, there's healthy conflict...

4- Members of a good team trust each other...

5- Finally, a good team has a facilitator, leader, or shared leaders...

This last point is what I've been contemplating this fall: What does a good team leader do? How, exactly, does she facilitate? How can leadership rotate or be shared?

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Teamwork: Key to Success for Teachers and Paraeducators

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On the RoboCup-98 Adaptive Teamwork Evaluation

On the RoboCup-98 Adaptive Teamwork Evaluation | TeamWork-SAGA |

Agent teamwork (collaboration) is an important and challenging topic of research. Increasingly, agent teams are used in realistic and complex multi-agent environments.

In such environments, dynamic and complex changes in the environment require appropriate adaptation on the part of team-members.

As RoboCup proposes to provide multi-agent researchers with a standard test-bed for evaluation of methodologies for such environments, it is only natural to use it for investigating this essential capability.

During the RoboCup-98 workshop and competition a unique event took place: a comparative evaluation of the teamwork adaptation capabilities of 13 of the top competing teams.

An evaluation attempt of this scale is a novel undertaking, and presents many novel challenges to researchers in the multi-agent community.

This preliminary report describes the data-collection session, the experimental protocol, and some of the preliminary results from analysis of the data.

Rather than proposing solutions and well understood results, it seeks to highlight key challenges in evaluation of multi-agent research in general, and in the context of RoboCup in particular...

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Teamwork for Innovation in Sub-Saharan Africa

Teamwork for Innovation in Sub-Saharan Africa | TeamWork-SAGA |

Whereas most insights concerning the dynamics of work groups come from North American or Western European environments, Hannah Titilayo Seriki concentrates on teams operating within the complex societal context of sub-Saharan Africa.

The author develops a multi-level theory of African teams’ innovative performance and regards the team as a sub-system of the organisation, which is subjected to societal influences...


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Truly Inspiring and Heart Warming: Happy Hardships.. Years of Teamwork

Truly Inspiring and Heart Warming: Happy Hardships.. Years of Teamwork | TeamWork-SAGA |

Happy Hardships: A Guided Tour Thru the Peaks and Valleys of Life with a Disability by Bill Karr

The Message is that HOPE is the language that fits every size and season.

In his own style full of empathy and warmth, Bill Karr embraces our vulnerable selves as we journey with him down the pathway of afflictions and living life to the fullest...

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➚➚ Three Rules for Innovation Teams

➚➚ Three Rules for Innovation Teams | TeamWork-SAGA |

Three refinements to our team approach are making a difference: actively managing creative friction; making project rooms the focal point of the work environment; and pushing as much creativity into commercialization as into conceptualization.

Follow these rules, and you’ll see a dramatic difference in your own team’s ability to innovate:

1. Manage Creative Friction...

➚ Share the experience...

➚ Remove communication barriers...

➚ Have at it...

2. Bring Creativity to the Center...

➚ The forum for this debate is the project room.

➚ But the project room should not isolate the team...

➚ And put project rooms at the center of action in the company...

➚ Project rooms don’t belong in the basement; give them some respect...

3. Stand for DeliveryInnovation doesn’t stop once you have an idea...

➚ So design teams with this handoff in mind...

➚ Sometimes the difference between the idea and the reality is small...

Successful ideas are not born in secret: they emerge from open and vigorous dialog around new information, and then they are actively pulled into the market by a commercialization team rather than being pushed by an ideation team.

In the intensity of the innovation process, it’s easy to divide into a world of “us” and “them.”

But to innovate well, teams must be permeable, inviting the outside in and engaging the broader community to transform an idea on a napkin into a new product or service in the marketplace.

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36 Ways To Build Working Team


"This is a lovely presentation and if full of wisdom. I wonder if teamwork always produces greater effort than individuals because of group thinking that follows the thinking of the first team member who voices his/her behavior. A must read presentation."
     _Ali Anani, PhD, Managing Partner at Phenomena Communications


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Match Against Poverty: United Nations Development Programme (UNDP)

Match Against Poverty: United Nations Development Programme (UNDP) | TeamWork-SAGA |


The Match Against Poverty is more than a game – it is an expression of
solidarity, a symbol of hope, a powerful advocacy tool, and a metaphor for the vision that we can all, each and every one of us, do something to help end poverty – and that often by working together as a team, we are more powerful than working alone.


The annual Match draws crowds in excess of 30,000 people and is seen on television throughout the world, conveying one strong message: let us all team up to end poverty.

Each match takes place in a different city....


The match is supported by the Fédération Internationale de Football Association (FIFA) and the Union of European Football Associations (UEFA).


Its aim is to raise awareness and funds for global poverty reduction efforts.



Download the brochure and get inspired:


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Creating Effective Groups: The Art of Small Group Communication

Creating Effective Groups: The Art of Small Group Communication | TeamWork-SAGA |


Creating Effective Groups, Second Edition provides a straightforward, yet comprehensive, introduction to the study of small group communication, group decision-making, group problem solving, group dynamics, leadership, and team building.


This practical book gives students the fundamental knowledge and skills necessary to communicate more effectively and interact more productively in the small group setting.


Throughout the book, the reader will develop, practice, and implement the communication skills essential to any small group environment.


The second edition of Creating Effective Groups contains new sections on reducing speaking anxiety, intercultural awareness including the S.O.A.R. technique for intercultural awareness and more. The book also contains new end of chapter exercises.


With the help of this book, any group member can learn the skills necessary to participate in and lead a task group in an effective, productive, and healthy manner.



Feedback on Goodreads:

"This book was extremely helpful for leading a group. I found it helpful when discipling my high school students at church. I plan to use the strategies when I do group counseling as a therapist." 

                                                                         _Jennifer Reynolds



>>>> Wowee Wowooza Bonus:

This book is now available on 'Alibris'  for £1.50 (((((((:






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Embrace a Diverse Workplace. How to benefit from cultural diversity?

Embrace a Diverse Workplace. How to benefit from cultural diversity? | TeamWork-SAGA |


In the 21st century corporate America is seeing a richer and more diverse sociocultural dimension in the workplace.


African-Americans, according to the 2010 US Census, make up 13% of the population, Hispanics at 16.3%, American Indians at 0.9%, and Asians at 4.8%, the country continues to welcome a growing number of overseas workers from India, the Philippines, Korea, Czech Republic, and Vietnam, to mention some.


Foreign workers are filling in various jobs from nurses to construction workers. The labor market is changing.



>> What is culture diversity

Simply put, cultural diversity is variety – different cultures and ethnicity. 


Both genders represent every level in the workplace, from the boardroom down to the mail room.


The importance of cultural diversity:

As many companies have learned developing a culturally diverse workforce that reflects the rich diversity of its markets; provides a better opportunity to grow the business.


However, a diverse workplace does presents some challenges.



>> Workplace diversity issues:

It is not uncommon for cultural diversity to turn into segregated groups where workers sharing the same ethnicity congregate among themselves and not blend with the other employees in the workplace.



>> Diversity management issues:

Cultural diversity needs to be supported by leadership and the management team. 


Managers who are unprepared to deal with the social problems presented by an ethically diverse workplace can further aggravate the situation.




>> Importance of diversity training:

An effective program optimizing a culturally diverse workplace can improve job performance and work-life satisfaction among both local and foreign employees.


Ensuring a cohesive and unified workforce that works like a sports team should be the goal of the company.


A culturally diverse workforce complicates this challenge so, diversity training has taken on a high priority for human capital development.


A committed strategy in managing cultural diversity cannot happen without a consistent focus on implementing HR programs that let ethnic employees to blend well with the rest of the workforce.


This enables management flexibility in breaking down cultural barriers that have the potential for unnecessary conflicts and tensions.


More importantly, these diversity programs can help management in identifying unique talents and skills among ethnic employees so the business can harness them more effectively.


Diversity training programs that build on appreciating differences, culture-specific skills and abilities, cultural tolerance, and assimilating minorities into the mainstream workforce provides the relevance that companies can put to bear in striking a global presence in world markets.



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Teamwork and high performance work organisation

Teamwork and high performance work organisation | TeamWork-SAGA |


This report provides a comparative overview of teamwork, based on the European Working Conditions Surveys and 16 national contributions to a questionnaire.


It considers how teamwork has developed as a new form of work organisation and takes into account the context at national and company level.


The study assesses the positive and negative influence of teamwork on diverse aspects of working conditions, such as job autonomy, job satisfaction, work intensity, productivity and the learning environment.


It also investigates the prevalence of teamwork according to various factors including sex, sector and occupation.


The national contributions from the following 16 countries are available (as PDF files): Austria , Bulgaria , the Czech Republic , Denmark , Estonia , Finland , France , Germany , Hungary , Italy , the Netherlands , Portugal , Romania , Spain Sweden and the United Kingdom .


This study maps the issue of teamwork, as covered by research into working conditions in European countries.


First, the report briefly outlines how teamwork has developed and tries to take into account both the national context of individual countries and the context at company level in these countries.


It thus addresses how teamwork has been incorporated into companies’ overall organisational strategy.


Teamwork in this case is regarded merely as one element of the new forms of work organisation and as an important component of ‘high performance work organisation’ (HPWO).


The study then focuses on certain specific aspects of teamwork. Besides looking at the overall incidence of this type of work organisation in different European countries, the study examines the prevalence of specific forms of teamwork.


It considers whether teamwork helps to give workers greater autonomy and higher job satisfaction. Moreover, it ascertains whether the presence of teamwork influences the learning environment in an enterprise.


Attention is also paid to the possible negative impacts of teamwork, such as higher work intensity and work overload.



>> Defining teamwork

It is difficult to arrive at a single definition of teamwork. Several concepts exist and researchers in the field of working conditions differ in their view of what teamwork actually means.


Work organisation using teamwork can refer to a wide range of possibilities, such as quality circles, cross-functional teams, self-managing teams or virtual teams.


Many employers provide teamwork with varying degrees of autonomy...




For the purposes of this study, teamwork is understood in a broader context without drawing a distinction between teams and work groups; it thus encompasses the following definitions:


• team:

‘Groups of employees who have at least some collective tasks and where the team members are authorised to regulate mutually the execution of these collective tasks’ (Delarue, 2003).


• group work:

‘Group work is defined by a common task requiring interdependent work and successive or integrative action’ (Hacker, 1998).




This report is available in electronic format only



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10 Teamwork Lessons from "Invictus"

10 Teamwork Lessons from "Invictus" | TeamWork-SAGA |


"If you want to make peace with your enemy, you have to work with your enemy. Then he becomes your partner."

             __ Nelson Mandela



If you haven’t watched the film 'Invictus', you should because it is more that just “an-underdog-team-overcomes-all-odds-to-be-a-champion” kind of movie, it offers lessons on cultivating teamwork*.


And as we all know, teamwork requires unity – something that South Africa lacks of, in the mid-1990s, post-apartheid era.


Teamwork is about creating common ground – a common cause to unite people with diverse views – and in this regard, lessons from the film Invictus can be applied to organisational life, beyond the issue of unity of a multi-racial country.


Teamwork is important in any organisation, because a typical modern organisation consists of people with different education, experience, expertise, and social background.


These people often have diverse views, which are great (diversity is a necessity for Innovation to happen), so long as the views can be “brought together” to achieve the common organisational goals.



"If you talk to a man in a language he understands, that goes to his head. If you talk to him in his language, that goes to his heart"

                                     __Nelson Mandela



To unite diverse views in the workplace, we can draw the following lessons from Invictus:


1- See the world” through the other person’s eyes....


2- Explain the reason behind your decision....


3- Don’t be afraid to do what’s necessary, even though it is unpopular....


4- Have a compassion towards your co-workers....


5- Forgive and forget...


6- Observe teamwork issue in your organisation and address the issue by giving a common task...


7- Change when situation demands it...


8- Moral support is important, as team with high morale performs better...


9- Let the experts do their job...


10- Don’t underutilise the word “Thank You”...



Highly Supportive:  ;



Post Image: ;

Mhd.Shadi Khudr's insight:


"If there are dreams about a beautiful South Africa, there are also roads that lead to their goal. Two of these roads could be named Goodness and Forgiveness."

                __Nelson Mandela


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