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# Organization and teamwork

Regression
Variables Entered/Removedb
Variables
Model

Variables Entered

Removed

Method

VAR00001a

Enter

## a. All requested variables entered.

b. Dependent Variable: VAR00002

Model Summary
Std. Error of the
Model

R Square

.498a

.248

.244

.49561

ANOVAb
Model
1

Sum of Squares

Df

Mean Square

Sig.

Regression

14.438

14.438

58.781

.000a

Residual

43.721

178

.246

Total

58.159

179

## a. Predictors: (Constant), VAR00001

b. Dependent Variable: VAR00002

Coefficientsa
Standardized
Unstandardized Coefficients

Coefficients

Std. Error

Beta

(Constant)

1.019

.132

VAR00001

.481

.063

Model
1

## a. Dependent Variable: VAR00002

.498

Sig.

7.747

.000

7.667

.000

Correlation between Organization and Teamwork is .498 which shows significant results.
Teamwork between the employees in an organization affects the working in an organization.
Hence, organization is dependent on teamwork spirit between the employees.

## Organization and individual

Variables Entered/Removedb
Variables

Variables

Model

Entered

Removed

Method

VAR00001a

Enter

## a. All requested variables entered.

b. Dependent Variable: VAR00003

Model Summary

Model

R Square

Square

Estimate

.586a

.343

.340

.44037

## a. Predictors: (Constant), VAR00001

ANOVAb
Model
1

Sum of Squares df

Mean Square

Sig.

Regression

18.055

18.055

93.103

.000a

Residual

34.520

178

.194

Total

52.575

179

## a. Predictors: (Constant), VAR00001

b. Dependent Variable: VAR00003

Coefficientsa
Standardized
Unstandardized Coefficients

Coefficients

Std. Error

Beta

(Constant)

.934

.117

VAR00001

.538

.056

Model
1

.586

Sig.

7.988

.000

9.649

.000

## a. Dependent Variable: VAR00003

Correlation between organization and individual is .586 which shows significant result.
Organizational success depends on the individuals abilities and skills and attributes.

FINDINGS
1. Team members are held accountable for the decisions they make.

80

60

40

Count

20

0
strongly agree

agree

moderate

disagree

Team members are held accountable for the decisions they make.

90

80

70

60

50

Count

40

30
strongly agree

agree

moderate

## 3. The alignment good between different departments needs to be coordinated.

100

80

60

40

Count

20

0
strongly agree

moderate
agree

strongly disagree
disagree

## The alignment good between different departments needs to be coordinated

4. You are satisfied with the spirit of teamwork within your company.
120

100

80

60

40

Count

20

0
strongly agree

moderate

disagree

strongly disagree

You are satisfied with the spirit of teamwork within your company

100

80

60

Count

40

20
strongly agree

agree

moderate

## 6. Individual differences respected in your organization (e.g.,gender,race educational

background, etc.)
70

60

50

40

30

20

Count

10
0
strongly agree

agree

moderate

disagree

80

60

40

Count

20

0
strongly agree

agree

moderate

disagree

## 8. The company is flexible with respect to your family responsibilities?

100

80

60

40

Count

20

0
strongly agree

moderate
agree

strongly disagree
disagree

## The company is flexible with respect to your family responsibilities?

9. You receive enough opportunity to interact with other employees on a formal level.

70

60

50

40

30

Count

20

10
0
strongly agree

moderate
agree

strongly disagree
disagree

100

80

60

40

Count

20

0
strongly agree

agree

moderate

disagree

100

80

60

40

Count

20

0
strongly agree

agree

moderate

disagree

80
70
60
50
40
30

Count

20
10
0
Missing

strongly agree

agree

moderate

disagree

## Is there any better system prevailing in some other organization

The business objective of any company is to manufacture and market products that would sustain
and create value for the consumers, stockholders, employees, business partners, and the economy
of India over a long and significant period of time. In this regard, any company in India is
conscious of the fact that its success is the reflection of the professionalism, conduct and ethical
values of the entire management and employees of the company. The company aims to make
sure that the companys operations and processes would be characterized with the highest
standards of ethical and responsible conduct. In addition to this, the significant and distinct
characteristic of a company can be observed through its Corporate Business Principles and
Management and Leadership Principles (2007). Based on Nestle Indias Business Principles, it
can be perceived that the business practices of the company, particularly in terms of their

respective decisions are characterized by the typical Asian traditions, beliefs, and practices.
Being typically Asian, Indian workers in the company work altogether and collectively. Indians,
like the rest of the other Asian nations tend to increase their interactions with one another, as
with any other Asians, collectivism and group participation is an important aspect of work
and interaction. On the other hand, being Western, the culture in UK and US may not be as
similar as the culture in India. This is because British and American employees, in general, are
individualistic, independent, frank, and very open-minded individuals. Unlike the Indian
employees, British and American employees may be somewhat more individual and more
independent, thus, require less interaction from coworkers and other colleagues. British and
American employees are performance-driven and goal-oriented, thus, chatting during working
hours are not their required form of interaction in the working environment.
Another distinct data or characteristics that can be seen in a company are the differences
between employees languages, religions, cultural beliefs, economy, politics, and social status.
The major religion of India is Hindu, while majority of the British citizens are Christians. In
terms of cultural beliefs, Indian beliefs are rooted from their religion, Hindu, thus, their practices
and values as well. This is also similar with the British, whose beliefs and cultural practices stem
from Celtic and Christian beliefs. In terms of social, economic, and political status, India is
considered a developing country, given its population and way of life, while the United Kingdom
is regarded as one of the most powerful developed countries in the world. As such, in incidence
of cross-cultural communication, discrimination, conflict, misunderstanding, and cultural
ethnocentrism may exist.
In the event that a British national works in the Indian branch manufacturing plant, and
vice versa, it can be assumed that problems and issues can be encountered, due to differences of
approaches, culture, and language involved. In this regard, it can be assumed that changes in
cross cultures may entirely affect business practices of an organization, even despite the
influence and guidance of its mother company. This is because the approach of each company is
customer-oriented, and based on the needs, preferences, and tastes of its consumers. In this
regard, the tastes, needs & wants significantly different in India & United Kingdom. In addition,
some products in the United Kingdom may not be present or available in India.

CONCLUSION
Based on the findings, it can be perceived that cross-cultural communication in the
Companies is little challenging. A number of problems can be encountered in terms of crosscultural communication in the company. Primarily, challenges in terms of language barrier and
culture shock can be encountered. Language barrier and culture shock can be regarded as serious
problems in terms of cross-cultural communication, as both problems leads to other serious
complications in the organization, such as having no improvements in terms of team
development and organizational interaction. In this regard, teamwork gets threatened, thus,
affecting the tendency for the members of the organization to bond and coexist peacefully.
Another impact of cross-cultures in international business is diversity. It has been reported that

many are experiencing diversity but failing to really manage it. Managing diversity by
developing reasonable perspectives and plans on how to attract, retain, and fully utilize a new
and diverse workforce is the critical challenge faced by the organizational leaders. Indeed, there
is a dramatic difference between understanding the foundations and dynamics that drive such a
movement (such as workforce diversity) and engaging in the difficult activities that must be
promoted to respond to and deal with the effects of that movement. Working in a different
country for someone who is foreign is easier said than done. Although the managers undergo
international training in the companys home country and are equipped with the skills needed to
manage a diverse and culturally diverse workforce, the real thing would still be slightly different
in reality. There are just some things that could not be learned in trainings and in books; these
things are learned only through experience.
Another impact of cross-culture in an international business organization is the increased
incidence of discrimination, inequality and racial maltreatment. One possible issue related to this
is the unequal payment between men and women. Due to this, working families lose about
\$4,000 annually, according to a research performed by an institute for women. In addition to this,
an average woman loses over \$455,000 of her income over her lifetime, only because of this
wage gap. This issue on pay inequality really hurts the working families the most. According to a
survey by the AFL-CIO, 62 percent of the working women earn half or more than half of their
familys income. Thus, due to the wage gap, the economic stability of their families, as well as
their childrens health, is now being threatened. Only if they were being paid equally will their
financial situation improved. Nevertheless, unequal pay does not just hurt women. It also pushes
the wages throughout the economy down, as women are becoming a bigger part of the workforce
nowadays. It is also a broad issue about the economic justice for working families and the basic
freedom from want or poverty. Therefore, this is a serious issue, which needs to be properly
However, despite the different negative impacts of cross-culture in international business
organizations, it can be perceived that several advantages can also be listed. Among the

## Exposure to new languages, cultures, beliefs, and practices,

Acquisition of a new language, becoming more open-minded with the culture of other
individuals,

Becoming more understanding and patient, having more friends and teammates,
possible incidence for intermarriages, peaceful coexistence with one another, and
many others.

In this regard, it can be concluded that the performance of a particular branch of Nestle depends
on the type of culture it practices. As such, the type of language, interaction, practices, religious
beliefs, and value systems play a crucial role in the improvement of performance of the whole
organization. In addition, it can also be perceived that communication must be placed with high
and important regard, being one of the major means of interacting and relating with one another.
Globalization of business has come to stay. It is essential for any manager to understand the
dynamics of cross-cultural issues and needs. Cross-cultural impact on an organization includes
such aspects as (a) individual behavior, (b) group dynamics, (c) leadership, (d) environment, (e)
technology and organization structure. Culture differences influence perception of people about
work, group harmony, discipline, and other aspects of life, Ample evidence points to how
cultural differences in values, beliefs, traits, and decision styles influence different management
practices. For instance, the individualistic performance appraisal, compensation and reward
practices characteristic of the U.S. human resource system are not the norm in more
collectiveness Asian cultures.
It is imperative that employees who are to be expatriated are well informed regarding the
challenges they might face in a foreign land. Coping with a foreign culture both organizational
and national needs well-planned preparation. A well structured cross-cultural training will help
the employees to prepare for coping with the changes in the working styles, beliefs and values
they are expected to face. A large degree of uncertainty which an employee might face while
moving to a foreign land and culture can be reduced through organizational support in terms of
training. The huge cost that an organization might face due to expatriate failure is of high
concern. Preparing the employees for a foreign assignment is mutually beneficial to the
organization and the employee. For the employees, a well delivered training can help in

managing with the new situations, while for the organization this helps in getting the best of the
employee in terms of work output through maintaining the employee morale and motivation.
With the growing influence of foreign markets and increasing growth prospects for multinational
business models, it is of high importance that companies prepare their employees to be fit for
global assignments.

RECOMMENDATIONS
Given the many issues that can be encountered due to the presence of cross-cultures in an
international business organization, it can be suggested that certain solutions must be proposed
and implemented. Suggestions to improve the efficiency of operations of the company include

## Finding useful means to counter financial problems.

To improve its employees, the company can provide trainings and seminars that would further
widen the knowledge of its employees, thus, giving them sufficient information useful for
improving the operations of the company. The personnel is the main function in business
operations and would be the ones achieving the companys long-term goals. This also involves
solving their problems that would lessen dissension and conflicts. Safety measures should also be
taken to prevent worries on the part of the employees in performing business operations. Fear
hampers efficiency, thus, crippling and slowing their productivity. Strengthening the operations
process could also be helpful, to achieve lesser mistakes and minimize operational costs. Another
helpful recommendation is finding useful means to counter financial problems, such as building
good relationships with shareholders and suppliers, revolutionizing its supply chain management,
lessening costs, and guaranteeing the availability of products, which would contribute to the
improvement of the quality of service of its employees.
Diversity management deals with the process of creating an organizational culture in which
workforce differences are understood and valued, and each individual has the opportunity to be
fully utilized. Although straightforward and seemingly simple, this definition signals some
powerful considerations and a necessary reorientation for many contemporary organizations.
Initially, managers must realize that diversity management does not compromise the
organization's focus on meeting its fundamental competitive goals. Customers must be served,
product quality must be ensured, and financial success must be achieved. However, because of
the range of needs associated with an increasingly heterogeneous workforce, the firm may have
to be quite creative and flexible in the policies and approaches it uses and the actions it tolerates
in meeting its competitive demands. Narrow bands of acceptable behavior may be expanded.
Limited, unnecessary zones of conformity may no longer be demanded or reinforced. In such a
case, differences are viewed not as obstacles to goal attainment, but as a mechanism that, when
properly energized, can enhance the organization's competitive presence. In short, diversity
management is concerned with establishing a new framework and approach, in which a new set
of core values governing the role of individual differences can be developed. This scenario may
demand a refocused or reoriented organizational culture. To be effective, this culture must enable
the full utilization of the talent that exists in the organization.

Lastly, it can be suggested that different activities for cultural, individual, group and
team building must be proposed and implemented in all the branches for better
communication and interaction. In this regard, all employees of the company will have the
chance to get to know themselves and their colleagues better, in order to further improve and
develop their communication and teamwork skills in the organization. As such, this will
contribute to the overall improvement of the organizations performance in the market.

BIBLIOGRAPHY

## Publishing House, 1997.

Baron, Robert A., and Greenberg, Jerald. Behavior in organizations 9th

edition.
Cross Cultural Psychology, Volume No.41, Page No.4, July 2010
Fredric M. Jablin, Linda Putnam (2000). The new handbook of organizational

## Hatch, M. & Cunliffe, A., 2006

Joseph Trimmer and Tilly Warnock, Understanding Others: Cultural and CrossCultural Studies and the Teaching of Literature Urbana, IL: National Council of

## Teachers of English, 1992.

Lillian Margaret Simms, Sylvia Anderson Price, Naomi E. Ervin (1994). The

## professional practice of nursing administration. p.121.

Michael I. Reed (1985). Redirections in organizational analysis. p.108.
Nelson, L.D., Quick, C.J., Organizational Behaviour-Foundations, Realities and
Challenge, South-Western College Publishing, Cincinnati, Ohio, 2000.

## Wilson Harris, The Womb of Space (Westport: Greenwood, 1983): xviii.

Understanding Others: Cultural and Cross-Cultural Studies and the Teaching
of Literature by Joseph F. Trimmer and Tilly Warnock (Paperback - Nov 1992)

http://www.samsung.com/in

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ANNEXURE

QUESTIONNAIRE
1. Team members are held accountable for the decisions they make.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree

## 2. Your department encourages teamwork.

Strongly agree
Agree
Moderate
Disagree
Strongly disagree
3. The alignment good between different departments needs to be coordinated.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
4. You are satisfied with the spirit of teamwork within your company.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
5. Company policies and procedures make sense to you.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
6. Individual differences respected in your organization (e.g.,gender,race educational
background, etc.)
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
7. Is there any discrimination or harassment in the company.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree

## 8. The company is flexible with respect to your family responsibilities?

Strongly agree
Agree
Moderate
Disagree
Strongly disagree
9. You receive enough opportunity to interact with other employees on a formal level.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
11. You would recommend this company as a career to your friends.
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
12. Is there any better system prevailing in some other organization?
Strongly agree
Agree
Moderate
Disagree
Strongly disagree
1. Any suggestions
_____________________________________________________________