MAP-BRIDGE-INTEGRATE (MBI) Model to Manage Multicultural Teams

Question 1

What is the purpose of using the MBI Model (Lane & Maznevski, 2019)

Answer 1

To help managers recognise, manage, & harness differences (“creators”) and maximise process gains (creativity & less group think).

Question 2

Mapping (understanding those on the team)

Answer 2

A process of systematically & objectively describing characteristics of team members

Question 3

What are we mapping?

Answer 3

Mapping the differences to understand the cultural differences and dispel cultural stereotypes that could arise.

Question 4

What could be used to assist the process of mapping?

Answer 4

• take time to understand each members’ characteristics to discover how they can contribute to the team
• Use a framework (Hofstede, GLOBE, Trompenaars)
• Use a facilitator if the company has resources to do so.

Question 5

Bridging (building effective communication)

Answer 5

A process of effectively communicating with members to manage cultural differences

Question 6

What is the process of bridging (building effective communication) ?

Answer 6

• preparing: having the right attitude (be willing to learn & find ways to manage cultural differences)
• decentering: showing empathy & communicate from the other person’s point of view (put on the cultural lens of the person you are speaking with)
• recentering: moving from differences and creating a shared team identity

Question 7

What are the actions in the preparing stage?

Answer 7

• Be motivated to understand each other
• Be confident to develop mutual understanding

Question 8

What are the actions in the decentering stage?

Answer 8

• perspective-taking
• Blame-free explaining

Question 9

What are the actions of recentering?

Answer 9

• develop shared understanding and goals (basically, come to an agreement on accepted norms & what needs to be done)

Question 10

What else do you need to monitor/ manage in creating effective communication in multicultural teams?

Answer 10

Pay attention to language & fluency issues ( you can refer here to the SPLIT Framework ‘dial up’, ‘dial down’ for meeting engagement with fluent vs less fluent speakers).

Question 11

Integrating (facilitating participation & resolving conflict)

Answer 11

A process of integrating differences to ensure full participation from members & achievement of shared team goals.

Question 12

What is the process of integrating?

Answer 12

• generate / empower participation (monitor participation, engage all team members, set up routines for balanced participation by using facilitators)
• Resolving conflicts (week 8, TKI Model, Conflict resolution strategies).
• Combine ideas & aim to come up with novel solutions that are acceptable to all.

Question 13

in meetings using the rational decision-making model…

Answer 13

People from different cultures might have a different understanding of the problem that needs to be solved.
Defining the problem in the rational decision making model is a really important stage, and effective facilitation of participation can really help identify the problem as a group (going around the room and allow everyone to have 102 minutes to speak & share their ideas, no interruptions allowed!).

Question 14

In resolving conflicts, managers needs to be aware of …

Answer 14

culturally different conflict resolution styles. One person from a collectivist culture may be consistently accommodating, whereas another person from an individualistic culture may always be competitive. It’s important as a manager that you are aware of these problem solving approaches and not allow one member to always accommodate. Figure out a way to have people collaborate. When

Question 15

In combining ideas, managers needs to ensure….

Answer 15

that ideas from the discussions are combined together and with all different perspectives, come up with a unique solution, & ensure members are satisfied with the final solution (idea a -> idea b = idea c)