Abstract

In this study, we investigated the conditions for successful collaboration in culturally diverse teams from a Positive Organizational Scholarship perspective. As a result of globalization, organizations increasingly rely on culturally diverse teams. Based on 19 semi-structured interviews with international managers of a large German car manufacturer, we analyzed how these teams work together and which factors promote collaboration. Our findings result in a new framework for understanding culturally diverse teams, which indicates that agile team behavior is an important factor for performance in culturally diverse teams. Agile forms of collaboration enable better adaption to change through iterative learning processes. Agile methods have strong structural elements, but in between, allow the greatest possible scope for continuous adjustment. These structuring and flexible elements seem to meet the requirements of culturally diverse teams in particular. The minimal structure provides the opportunity to bring in all perspectives and views of a culturally diverse team. In addition, we confirm the influence of well-studied factors such as openness, perspective taking and leadership behavior. Our findings help to further sharpen the understanding of culturally diverse teams and point to a fruitful future research direction on agile behavior and cultural diversity in teams.

摘要

在这项研究中，我们从积极组织奖学金的角度研究了在文化不同的团队中成功合作的条件。全球化的结果是，组织越来越依赖于具有多元文化背景的团队。在对一家大型德国汽车制造商的国际经理进行的19次半结构化访谈的基础上，我们分析了这些团队如何协同工作以及哪些因素促进了合作。我们的发现形成了一个新的框架，用于理解具有文化差异性的团队，这表明敏捷团队行为是影响具有文化差异性的团队绩效的重要因素。敏捷的协作形式可以通过迭代学习过程更好地适应变化。敏捷方法具有强大的结构元素，但在这两者之间，可以最大程度地进行连续调整。这些结构化和灵活的元素似乎可以满足特别是文化上不同的团队的要求。最小的结构提供了机会，可以带入一个文化多元的团队的所有观点和看法。此外，我们确认了受到充分研究的因素（如开放性，观点采择和领导行为）的影响。我们的发现有助于进一步加深对多元文化团队的了解，并为未来敏捷团队行为和文化多样性的研究方向指明一个富有成果的方向。采取观点和领导行为。我们的发现有助于进一步加深对多元文化团队的了解，并为未来敏捷团队行为和文化多样性的研究方向指明一个富有成果的方向。采取观点和领导行为。我们的发现有助于进一步加深对多元文化团队的了解，并为未来敏捷团队行为和文化多样性的研究方向指明一个富有成果的方向。