After one month of operation, Tate’s Potatoes is fully functioning and projected to be one of the best small potato businesses in the world. At Tate’s Potatoes there are only 3 employees, Tate, Mary, and Willy. I am twenty-one and a college graduate from southern California. Mary is twenty-three and moved to California from Canada in search of better weather. Willy left his home country, New Zealand, when heard about the open position at Tate’s Potatoes. Each of our day-to-day work is rather different because we all specialize in different things. Even though we have different talents, many high-level decisions need to be made collectively to grow the business. We work in a small office with desks relatively close to one another. When a situation
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First of all, Mary never wants to get to know Willy or myself on a personal level. She tends to keep to herself and while at work she focuses on getting her daily tasks done. While I’m glad she’s able to get work done efficiently, I’m worried that it might not be the best quality of work. I don’t know her well enough to confidently say she’s producing high quality material. I believe Willy feels the same way since he and I are very similar when it comes to this topic. Willy and I are not close friends, but we occasionally go out to grab a drink after work. We usually spend around 2 hours a week talking about topics that don’t involve work which has made me trust him a lot more than Mary. Willy has discussed this with me and we both would like for Mary to come out and socialize with us. I did some research to figure out a way to incorporate Mary into a social setting and I read an article titled “Building trust across cultures.” In the article Erin Meyer notes that to build affective trust with someone from a culture that is highly task-based it is recommended to plan social gatherings where it’s okay to talk about work related issues but to primarily focus on getting to know one another on a non-work basis. With that in mind, Willy and I are going to plan a fun activity that we can all do so we can develop more affective trust. Willy and I know that as soon as we’re …show more content…
I’m largely invested in this company and I cannot jeopardize having the company fail due to my inability to work as a team. I’ve made it my mission to understand how the cultural components of Willy and Mary define how they work. I understand way more about their individual characteristics now than when we first started working a month ago. I’m aware that I still have a whole lot more to learn about them. So far, we’ve been a solid team and there is a lot of good chemistry going on. I’m fortunate to have them working by my side. There are a lot of cultural differences that can have a positive or negative impact on our team and with the awareness of Erin Meyer’s cultural map, our team has been able to only experience the positive effects of our diversity. We might not have been a successful team without the cultural map and we would have been more oblivious to our differences without
First of all, Mary never wants to get to know Willy or myself on a personal level. She tends to keep to herself and while at work she focuses on getting her daily tasks done. While I’m glad she’s able to get work done efficiently, I’m worried that it might not be the best quality of work. I don’t know her well enough to confidently say she’s producing high quality material. I believe Willy feels the same way since he and I are very similar when it comes to this topic. Willy and I are not close friends, but we occasionally go out to grab a drink after work. We usually spend around 2 hours a week talking about topics that don’t involve work which has made me trust him a lot more than Mary. Willy has discussed this with me and we both would like for Mary to come out and socialize with us. I did some research to figure out a way to incorporate Mary into a social setting and I read an article titled “Building trust across cultures.” In the article Erin Meyer notes that to build affective trust with someone from a culture that is highly task-based it is recommended to plan social gatherings where it’s okay to talk about work related issues but to primarily focus on getting to know one another on a non-work basis. With that in mind, Willy and I are going to plan a fun activity that we can all do so we can develop more affective trust. Willy and I know that as soon as we’re …show more content…
I’m largely invested in this company and I cannot jeopardize having the company fail due to my inability to work as a team. I’ve made it my mission to understand how the cultural components of Willy and Mary define how they work. I understand way more about their individual characteristics now than when we first started working a month ago. I’m aware that I still have a whole lot more to learn about them. So far, we’ve been a solid team and there is a lot of good chemistry going on. I’m fortunate to have them working by my side. There are a lot of cultural differences that can have a positive or negative impact on our team and with the awareness of Erin Meyer’s cultural map, our team has been able to only experience the positive effects of our diversity. We might not have been a successful team without the cultural map and we would have been more oblivious to our differences without