Worldwide Telecommunications Inc.

Abstract

The workforce structure of the twenty-first century is experiencing an unparalleled makeover, especially in large organizations. The impact of globalization and technology is resulting in workplaces that are increasingly more diverse. These influences are directing many organizations to review and alter their business practices (business culture) and philosophy to accommodate a growing multicultural workforce. This paper discusses and analyzes possible cultural changes within Worldwide Telecommunications, Inc. brought on by the effects on teamwork and communication that a multicultural workforce presents. This research provides guidance on identifying the benefits and overcoming the challenges of diversity in the workforce. It also serves as model for increasing efficiency in these areas for large companies such as Worldwide Telecommunications.

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Change is inevitable if a business is to maintain an advantage in today's increasingly competitive global market. The phenomenon of globalization is the driving force behind the increase of multicultural diversity within the modern-day workforce. As Worldwide Telecommunications, Inc. becomes progressively more global and increasingly more culturally diverse, obstacles will undoubtedly arise. Organizational structures that derive from a proven team building philosophy using team management theory and cultural awareness are key to developing a business model capable of forecasting possible cultural changes (Kenig, 2008); (Schreiber, 1996). A focus on teamwork and communication within a culturally diverse organization is paramount in optimizing performance and productivity. Technological advances have reshaped the manner in which businesses communicate. "Societies and communities have no choice but to participate in this 'New international Information Order' but the character of their participation is shaped by specific social, cultural, economic, and political conditions" (Kluver, 2000). WTI is one of these communities. The issue facing large companies is how to utilize technological advances to develop a framework for multicultural communication. The focus of international or intercultural communication is to compete in a global economy (Fine, 1991).

The evolution of technology continues to bring the business world closer. As businesses expand, so does multicultural diversity in the workplace, especially among larger organizations. Often, employees are asked to work as a group, and understanding a coworker's culture is fundamental to effective teamwork. In a 1992 report, Work Force Diversity: Corporate

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Challenges, Corporate Responses, attorney George Sape advises employers to build diversity initiatives around the principles established through affirmative action and Equal Employment Opportunity (Schreiber, 1996). Most cultures seem to share three basic preferences as it relates to our work place: how we view work, how we view time, and how we share information (which we will discuss in the communications section) (Kenig, 2008). For a large company to have a successful team of multicultural employees, the members have to meet the common goal of an effective work relationship. This requires teamwork, employee involvement, and communication. Many cultures are extremely relationship oriented. Latinos for example, often grow up learning that sometimes you must sacrifice personal goals for the best of a team. This makes for great team members because they place team goals above personal goals. Although this is a great trait, it can sometimes cause issues. Typically if someone from a team oriented culture is faced with a problem they will not say anything in fear of hurting the team relationship. However, if a member of the group is from a more direct culture such as Swiss, Northern European, or American mainstream cultures, this behavior can challenge overall effectiveness (Kenig, 2008). Helping all sides understand one another is crucial in preventing conflict and ensuring team effectiveness. The next issue is how time is viewed between different cultures. Some cultures view time as limited, linear, and sequential. (Kenig, 2008). Concentrating on one task at a time, they seem to go from one thing to the next with the clock dictating all events. This is common for mainstream Americans. However, when we look back to the Latino and other diverse cultures they multitask. They tend to think of time as abundant, systemic, and holistic (Kenig, 2008). The more others react negatively to someone's view of time, the more the person adjusts to theirs. How successfully this happens depends on the make-up of the team and on

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their level of understanding and tolerance of other views of time (Kenig, 2008). Training for diversity is a natural step Worldwide can implement to encourage participation of employee's through team management theory (Schreiber, 1996). Problems in the work place arise from exclusion, distrust, and fear (Schreiber, 1996). Traditional organizational theory included ideologies derived from hierarchical structure, competition, division of labor, and leadership (Schreiber, 1996). This proved ineffective, as it marginalized the individual. On the contrary, team management theory relies on employees working cooperatively to reach a common goal (Schreiber, 1996). Thus, team management theory optimizes the skills of a multicultural work force by breaking down hierarchical structures to distribute power within the group (Schreiber, 1996). The implementation of the aforementioned practice's will enable Worldwide to experience the benefits of a multicultural workforce which include greater creativity, an expanded global market, and more effective problem solving (Woods, Barker, & Hibbins, 2011)

Effective communication performs a core corporate role that is vital to a company's financial ca¬pacity as well as their overall success. This success encompasses many measur¬able factors such as an increase in market valuation, an increase in its shareholder value, an earning of greater connection and commitment from their employees, and a more robust and inclusive corporate cul¬ture (Magginai, 2012). In essence, effective communication drives business results that lead to success. Effective communication in the workplace can either work for or against the organization. Recent studies have attributed workforce diversity to increased globalization which increases the mobility of people across nations as well as organizations (Okoro & Washington, 2012). The challenge of communication among people with different culture and backgrounds is a direct result of