Grand Summary

In today's society, working with people of different races, languages, religions, values, or even norms and worldviews is frequently necessary. It is typical to experience the effects of cultural differences at work. Globalization is primarily to blame for the prevalence of cultural differences today. In the workplace, people of various races, social groups, and generations work together and carry out their tasks.

In my first three blog posts, all three authors look into how different cultural groups of people have different corporate cultures. The first blog, the Harvard Business Review, published an interesting survey that demonstrated how people from various countries or regions have their own distinctive set of values, which vary greatly among different nationalities. A fairly quick understanding of the diversity of cultures is provided by categorizing people according to continents or nations. This strategy is still not precise enough, though.

The Harvard Business Review conducted a second, in-depth study on contextual diversity and personal traits for the second blog post. The outcome showed that contextual diversity had an actual positive effect on the team at work. According to my understanding, cultural diversity within context offered a range of knowledge and experience that other team members might not have known about, inspiring leaders or managers to set up their own teams in accordance with the demands of the circumstance.

The third blog post acknowledged this point of view when it stated that personal traits are only the tip of the cultural iceberg. There are many more that are connected to the contextual component of overall cultural differences. Teams that incorporate a great deal of cultural diversity produce better results than those that are not as diversified in terms of innovation, diversity, and synergy at work.

The fourth and fifth blog posts are skills and tips shared on how to practically build up a successful team with cultural differences and diversity. The ability to organize and manage to collaborate these cultural differences among different individuals and groups are the skills the managers need to obtain.

Cultural differences cut across all of the blog posts like a double-edged sword. The chemistry of bolding and the development of a team with greater innovation, knowledge, and experience to collaborate on the project goals can both benefit from cultural differences when leaders and managers are able to arrange them well within their teams. On the other hand, cultural differences may also result in difficulties in teamwork and resistance to collaboration.