Be sure to follow the guidelines for Discussion Board
participation as presented in the Syllabus. That will help you earn maximum
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This Discussion topic is based on the video presented below. Watch the video and read the video script provided. Answer the questions below.
This Discussion topic is based on the video presented below. Watch the video and read the video script provided. Answer the questions below.
|
Virtual
Teams and Leadership
|
Video:
Managers Hot Seat: Globalization and Cross Cultural Communication: http://bevideos.mhhe.com/business/video_library/0077437187/swf/Clip_17.html (or read Script)
Watch the video presented below and
read the video script provided. Answer the questions below.
1.
What
are some of the challenges with virtual teams?
2.
What
are some of the challenges with intercultural and cross-cultural communications
and leadership?
Support your response with
information from the textbook or other academic sources.
Video: Managers Hot Seat:
Globalization and Cross Cultural Communication : McGraw Hill. Retrieved from http://bevideos.mhhe.com/business/video_library/0077437187/swf/Clip_17.html
The
following is the script
McGraw-Hill
HR Management
Manager’s Hot Seat:
Globalization and Cross-Cultural
Communication
Present:
T = Trisha
S = Sangeeta
J = Jake
T: Good morning,
Sangeeta. How are you in New Delhi? It’s early, I know.
S: It’s okay.
I’m fine, Trisha. Thank you for asking.
T: Okay. I’m
here with Jake Sims in the office, and you guys can say hello to each other.
J: Hi.
S: Hello. Hi.
T: Okay. Let’s
cut to the chase here. I’ve hired both of you for your professionalism, your
expertise. And
this project is way behind. We’re three months behind, and the pressure
is on. Okay. We
need to come to terms. You don’t agree with him about certain things.
Jake doesn’t
agree with you. We need to discuss this and —
J: Well, the
primary problem, I think, is communication. I’m trying to —
S: I agree.
HR Management: Clip 17
McGraw-Hill — Page 2
J: — communicate
with her the process step by step, but when I send her an email, she
doesn’t respond.
Like, for example, I sent her an email last week. I haven’t heard back
from her yet,
and that is what is slowing us down.
S: I appreciate
how many emails you send me. You actually send me too many with only
two lines on
them saying something like about [unintelligible], but then the next one
will —
J: But you just
need to —
S: — say
something about another [unintelligible].
J: It wouldn’t
be too many emails if you would respond.
T: Hold on. Hold
on. Hold on.
J: It wouldn’t
be too many emails if you would respond a little bit faster. Then we could
begin a
dialogue, a communication, and we could finish this project.
S: I’m willing
to finish this project too.
J: It doesn’t
seem like it.
S: Well, if you
give me some direction, believe me, I will have it done. Just tell me the
screen mapping
that you need. It will be done.
J: These emails
— I am sharing with you inspiration, you know. We are simply trying to
have our
customer feel like family. You know, when they come to our website, I want
them to feel
like they are — they’re coming into a chocolate store, you know, like it’s
HR Management: Clip 17
McGraw-Hill — Page 3
mahogany
chocolate, and it is so delicious to them that they just must have this
chocolate
at home. Do you
understand what I’m saying? I mean —
S: I think our
customer is smarter than that, to not regard their sofa like a [inaudible].
J: This is not
about intelligence. This is about love. Do you not love chocolate? Who does
not love
chocolate?
S: I love
chocolate. I buy it every day. I do not buy a sofa every day [inaudible].
J: You’re not
getting the vision. You are simply not getting — she’s not getting the vision.
S: Okay. What is
the vision? It changes every day.
J: Well, I don’t
like your attitude.
S: [Inaudible]
J: I don’t like
your attitude. I mean, that’s not getting us anywhere.
S: How do you
expect me to respond when you yell like that?
J: I’m not
yelling.
T: Okay.
Sangeeta.
S: Yes.
HR Management: Clip 17
McGraw-Hill — Page 4
T: Okay. We need
to know what you need us to give you to complete the job. It’s as simple
as that. Be very
clear. Okay? Okay? I’m not taking sides here. We just need to get
down to the
nitty-gritty. Okay? So let’s try to be really clear about what you need.
S: Well, I need
to know exactly like what kind of buttons you would like on that first page,
where you would
like the customer to go from page to page [inaudible].
J: It should be
up to the customer where they go from page to page. It should be up to the
customer.
T: Okay. Okay.
Let’s — I don’t think we’re understanding how to do this. Okay? I think
Jake — that’s
not his level of expertise. Okay? So can you explain to him a little bit
about how the
page needs to be laid out?
S: This is why I
requested a Web designer in the beginning so that they have this kind of
expertise to
just get this part done. I’m doing the programming of what is designed.
T: Okay.
Sangeeta, there is no Web designer. We do not have a budget for this. You know
this. Okay?
You’re totally capable. We just need to get down to the specifics of what
you need from
Jake to do this or explain to him a site map and how a site map is laid out.
Okay?
S: Okay. Well,
basically, it’s each page exactly what you’d like it to look like. That’s this
field but also
there you would like buttons to be for navigating the client while they’re
shopping and,
you know, where you want certain information, certain text to be on any
given page.
J: Well, I just
want it to be where it would be easy, you know, for the customer to use. Just
put it out there
and, you know, to the side, maybe.
HR Management: Clip 17
McGraw-Hill — Page 5
S: To the side.
Which side?
J: Whichever
side.
T: That’s up to
you. That’s your —
J: I tried to
explain this to you already how we want it to look, but it’s very important,
like I
said, that the
customer be able to go to anywhere on our website from any place on our
website. I think
that’s critical. Have you ever had somebody come to your home, and
they love your
home so much that they go and they buy a piece that you have in your
home, a piece of
furniture or a piece of artwork? That’s what I want, like I said, just
warmth, warmth.
That’s the word, warmth. That was in my last email, actually, warmth.
T: Okay. I think
that what we need to do at this point is get the visuals really clear from
Jake to you. Do
you agree?
S: I agree.
T: Okay. So,
Jake —
J: I feel like
I’ve given her enough to get started, you know, and I hate to limit the
creative,
you know,
process, because I think that’s the most important part.
T: But how about
if you just really kind of set up a page, which shots you want on that page,
okay, like
really kind of lay it out for her, and then she’ll do all the buttons and all
the —
J: Like, for
example, if the first page the customer comes to when they come to the website
was a beautiful
home, the home photo I sent you, you know, the outside of a home, and if
the button to
enter was the doorknob — you know what I mean?
HR Management: Clip 17
McGraw-Hill — Page 6
T: Okay. But
maybe you can actually lay this out for her and email it or something. You
know, send a
disc.
J: Yeah.
Exactly.
T: Okay.
J: I can do
that. I can do that.
T: Okay. So when
can you do that?
J: Well, it’s
tough, I guess, because what do you want me to put, just like four buttons on
the left? I
mean, isn’t that more her job?
T: No, no, no.
Let her do the buttons. I’m just saying as far as the photos — right,
Sangeeta?
S: Yes.
J: She’s talking
about buttons and things of that nature. I mean, I believe that should be her
job.
T: She needs to
see the actual shot, some of the shots laid out. Just give her one page as an
example, and
then she can take it from there, and she’ll have all the shots in her database.
J: Is that true?
I mean, you can do that?
S: Yes, I can.
HR Management: Clip 17
McGraw-Hill — Page 7
T: I think — I
think she needs some visuals. I think that words, the communication, you
know, the
language, whatever, is a little difficult here. I think we need to focus more
on
visuals, and
you’re the king of that.
J: I am.
T: Okay?
J: Okay. So I’ll
send the intro photo.
S: Okay.
J: You know,
I’ll send that, and I will even email you the background color that I’m
working —
T: That’s a
beautiful thing. That’s right. That helps you, right?
S: Yes. And then
we’ll work from there, and I will have a template for you by the end of
the next
business week.
T: Is that soon
enough?
J: Could you
possibly do it by — if you had it to me by Thursday, that would be better.
That way if we
have to make any adjustments, you’d have the weekend to work on it.
T: Is that
doable?
S: I have a
wedding to go to.
T: A what?
HR Management: Clip 17
McGraw-Hill — Page 8
S: A wedding. My
fourth cousin is getting married [inaudible].
T: Okay.
Sangeeta, listen. I understand that in India the family is very close, and
there’s a
lot of things to
do, but —
J: I mean, how
long are these weddings? I mean, are they that long?
S: They’re one
week.
T: Oh, no, no,
no, no, no. We need to get this project done. Okay? This is a job. You’ve
been hired, and
you’re getting paid very well to do this. Okay? You might not be able to
go to this
wedding, Sangeeta. I’m sorry, but we’re three months behind.
S: I understand.
T: Okay. All
right. Are you okay with that?
S: I will do my
job.
T: Excellent.
Okay. Sangeeta and Jake, I think that we’re making really good progress.
Okay? It’s
getting late. I think we can do this. I think it’s a great team.
S: I think so.
T: I think you
both are awesome, and that’s why I hired you.
J: Thank you.
S: Thank you.
HR Management: Clip 17
McGraw-Hill — Page 9
T: So you enjoy
your day. We’re going to sleep.
S: Okay. Thank
you.
T: All right.
S: Goodbye.
T: All right.
J: Bye-bye,
Sangeeta.
S: Bye, Jake.
T: Talk to you Monday.
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