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Welcome to Week 2 of Leading Culturally Diverse Teams in the Workplace. This week we’re asking the question: why does cultural diversity matter in the workplace? To do this, we’re …
Course: Leading Culturally Diverse Teams in the Workplace
Learning online with Deakin
Deakin’s online courses are based on a few, but important, learning principles. To get the most out of this course, we encourage you to keep in mind the following. Our …
Fostering Positive Diversity Mindsets
Diversity mindsets are a key factor for diverse teams that work well together. Having a positive diversity mindset involves knowledge about diversity and its effects and how to handle diversity. …
Overcoming team fault lines
Cultural fault lines do not always have to hurt team processes and performance. The more attributes that align within a group, the stronger the strength of the faultline. Cross-categorisation Leaders …
Diversity in the workplace: who is multicultural?
What makes someone multicultural? Is it knowing different cultures? Is it a feeling of belonging to more than one culture? Is it about your values and beliefs being influenced by …
Where to next?
Well done on completing Week 3. In our final week of Leading Culturally Diverse Teams in the Workplace, we’re going to turn our attention to exploring how to lead diverse, …
What have we learnt?
As we’ve learnt this week, there are many strategies that you can use to harness the potential benefits and manage the challenges of working in diverse teams. To seize the …
SPLIT: Technology
Leaders of GVTs need to make technology work in their favour. To this end, a leader should think about these questions: Should communication be instant? Leaders should choose the appropriate …
SPLIT: Language and Identity
We’ve discussed language gaps and cultural differences in culturally diverse teams, but how do we manage these in Global Virtual Teams? The next elements of Neeley’s SPLIT framework are language …
SPLIT framework for leading GVTs
The SPLIT framework helps leaders to identify and address the sources of social distance in GVTs. In Week 2, we discussed how the complexity of global virtual teams (GVTs) bring …
Integrating: Empowering participation & resolving conflicts
Teams need to go even further than understanding and communicating across differences – they need to manage and build on differences effectively. This is where the integrating process comes into …
Bridging: Preparing & Decentering
The next step is to bridge communication differences among team members. Adpated from Lane & Maznevski (2019) Once team members have an understanding of the cultural perspectives within the team, …
Mapping
The MBI model involves three main phases for high performing diverse teams: mapping, bridging and integrating. The first process of the MBI model is to map cultural differences present in …
What have we learnt?
So why does cultural diversity matter in teams? Based on what we’ve learnt this week, cultural diversity can benefit both organisations and individuals. But it can also present challenges, which …
The different dimensions of culture
National cultural frameworks describe national-based cultural differences along some common ‘dimensions’. There are a number of frameworks, which vary in the number and type of value dimensions. For example, Hofstede’s …
These articles are from the online course:
Leading Culturally Diverse Teams in the Workplace
