Intercultural Reflection

Hayes 6

Therefore, those common qualities can cause both cultures to unite easily and collaborate effectively on solving the problem at hand.

Still, there are some key differences between the two cultures that can interfere with productivity. Everyone on my team stresses the importance of putting the team’s goals and interests before any individual 's own goals and interests so everyone can be successful together. However, Zimbabweans tend to be more individualistic and only concerned with their self-image. People having their own agenda and not caring about what is best for the team is detrimental to group success. Zimbabweans are also generally less peaceful than Kanshaponganese and often resort to violence to solve issues, whereas Kanshaponganese

We will continue these activities throughout the program to ensure workers are taking time to get to know their co-workers beyond the workplace and in a social context. I will require that all employees attend a specific online creativity and critical thinking course to improve intellectual autonomy. Progress in this course will be closely monitored and essential in order for employees to keep their positions on this team. One-on-one evaluations will be conducted routinely by me with each employee in order to evaluate each individual’s sense of belonging to the group, performance, commitment, mentality, and other important aspects. I believe this will also help me build trust and connection with each employee so they feel comfortable in confiding in me if needed. As mentioned before, negative stereotypes can be extremely threatening to productivity and lead to employees trying to disapprove stereotypes that relate to their respective culture (Steele). This act of trying to invalidate a stereotype regarding one’s self in a situation in which that individual thinks he or she is going to confirm that negative stereotype is known as stereotype threat (Steele). For example, Zimbabwean employees might try to outperform and outwork everyone else to try to prove they are not lazy like many people think. The culture and diversity seminar, which will stress the importance

There will be a sub team consisting of agricultural engineers responsible for integrating technology with farming, a sub team consisting of environmental engineers responsible for developing solutions to environmental problems (especially pertaining to waste control and management), a sub team of agriculturists (farmers) responsible for producing crops, and a sub team of people who are experts in natural resources and conservation. The purpose of these sub teams is to make sure teams are more specialized and conformity is minimized. Collectivism will still be encouraged in the sense that we are still one big team with the goal of solving a worldwide problem, but not in a way that allows groupthink to occur. Individuals will have the freedom to develop their own ideas and opinions and will be encouraged to share them amongst the team so we have different approaches on how to implement our plan as strategically as possible to combat the global challenge to utmost efficiency. More sub teams will be added if needed, and each sub team will have employees from both Kanshaponga and Zimbabwe. The sub teams will be required to regularly consult with each other, and all sub teams will routinely join together to discuss, for example, efforts to administer equal food