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This study explores the impact of cultural differences on the effectiveness of multinational military teams. It delves into traditional and contemporary conceptualizations of culture, integrating conditions, mechanisms, and challenges faced by such teams. It discusses ways to enhance communication, address organizational culture issues, leadership, and diversity management to improve team performance. The text emphasizes the importance of cultural intelligence and offers strategies to promote effective intercultural collaboration within military operations.
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A scientific foundation for cultural differences having an impact on the effectiveness of multi-national military teams
Culture as an explanatory concept Traditional conceptualisations - passive recipient of culture Contemporary conceptualisations - sense making, self-referential
Why multinational military teams work?(Elron, et al., 1999) Integrating conditions: -common military culture -bureaucratic controls and structural similarity -integrative missions -shared conditions and experiences -temporariness of the system -level of cultural diversity: strong “hybrid culture” Integrating mechanisms: -joint operations and training -cross-cultural training -internal division of labour -formal co-ordinating mechanisms -information flows and sharing of knowledge -leadership and deliberate cohesion building activities
Interoperability: Technological Procedural Human Mismatches Communication: Language Non-verbal Technical-Military Language Organizational culture: Decision making Tolerance for uncertainty Individualism/Collectivism Inter-rank relations (Power distance) Babel's Tower Lack of Goals Lack of Leadership Politics-Diplomacy Number of cultures Turnover Lack of Resources
Communication: Language Non-verbal Technical-Military language Targets amenable to change Lack of Leadership
Interoperability: Human Mismatches Organizational culture: Decision making Tolerance for uncertainty Individualism/Collectivism Inter-rank relations (Power distance Babel's Tower Under Construction Lack of Goals Politics-Diplomacy
National teams Vs Multi-national teams • National teams: Emphasis on cognitive processes. Team causes Team processes Team building Team effectiveness
National teams Vs Multi-national teams • Multinational teams: Emphasis on social processes. Team spirit + Euphoria Cult. Shock Cul. Assimilation Stability _Early Concept PhasesImplementation T
Leading Diversity Cultural intelligence in multi-national operations: -knowing the self -knowing the other
Managing Diversity • Viewing managing diversity as a priority • Learn from other organisations but import with care • Leaders must champion the implementation of diversity initiatives • Set high expectations for all staff • Provide training as an ongoing education process • Listen and watch, patiently • Mentor and share the informal rules • Emphasise the importance of trust • Watch out for backlash
Implementing culturally intelligent leadership • Fairness • Individual factors • Organisational culture
Communication • Barriers to communication • Anxiety • Assuming similarities instead of difference • Ethnocentrism • Stereotypes and prejudice • Non-verbal communication • Language
Communicating in multinational teams • Seven dimensions of multicultural communication competence: • the capacity to be flexible • the capacity to be non-judgmental • tolerance of ambiguity • the capacity to communicate respect • the capacity to personalise one’s knowledge and perceptions • the capacity to display empathy • the capacity for turn taking
What can be changed? • understandings and use of the concept of culture • perceptions of the multi-national scenario and in particular, the way in which categories are used to define or frame the situation. • identity as a resource to enhance inter-cultural working. • understanding the power of language as holding the key to more effective and sensitive use of language in communication practise • understanding or awareness of paralinguistic differences. • Creating a military infrastructure that makes culturally intelligent practise a behavioural imperative.