In ensuring a harmonious interaction between the three of us, we need to identify the
various social challenges, assess the circumstances, and devise a strategy. Depending on the
cultural analysis, we would consider the four approaches mentioned in the preceding paragraph.
First, we would adopt adaptation, in which each one of us would acknowledge the
cultural differences and then try to adapt without hurting the rest. Since the responsibility of
resolving our differences lies with us, the approach would save the management time (Brett, et
al.). We must, however, be aware of the challenges that at times are difficult.
Structural intervention is another approach that we can use. This technique would involve
changing firm structures or reassigning team members based on their cultural competence. For
instance, the approach could consider where the individual cultures would suit best and then
reassign the person. This method, however, has the risk of isolated members forming subgroups
to fight back.
In the event we fail to solve the conflict ourselves, managerial intervention could be
utilized. The manager would arbitrate the matter of the team conflict. An effective team should
be proactive in setting cultural norms before their engagement.
The last approach, which would be our last resort, would be an exit. The method involves
removing a team member. This approach is costly regarding lost talent, training, and
development costs incurred (Brett et al.).
In each of the four approaches, diversity and inclusion should be considered. Once all
members appreciate that each one of us has a cultural identity, then we would be in a position to
accommodate and acknowledge each other and focus on the task at hand. Diversity management
creates team cohesion, enhances customer experience as team members feel appreciated, and
improves creativity and innovation through knowledge sharing (Groysberg and Connolly).