Global Team Acclimation

Global Team Acclimation

Answers: Global Team Acclimation


The problems I discern in this situation from the brief facts provided

The first problem that I can recognize from the case is the recruitment process that Sybil used to get the team of employees with whom she worked Alternating Energy Inc. (AEI) in the Indian field. Whereas she had worked with all the employees at a gas exploration company in North America, she must have overlooked the fact that the expertise and experience needed to work in alternative energy sector differs with the skills that the employees had acquired. Notably, this problem could have been avoided if Sybil applied merit-based recruitment process. Another problem was internal conflicts within the team and lack of proper customer cooperation along with issues of the employees and their families adopting Indian lifestyle (Vlajčić et al., 2019).

How the global teams in India are managed versus how they should be managed

The AEI global team in India appears to be managed in a manner that follows the frameworks the employees were used to in North America. Additionally, there seems to be negligence from Sybil since she does not understand the challenges the team goes through. Global teams in India should be managed by ensuring team members acknowledge the cultural differences and communicate frequently with the locals (Vlajčić et al., 2019). The team leader who in this case is Sybil needs to define the major core values of the team and help employees build trust with the locals. Finally, the team should support initiatives that are meant to improve diversity.

Applying global HRM concepts from the reading to the hiring of the teams

Some of the global HRM concepts that can be applied to the hiring of teams include the process of recruitment and on-boarding, on-the-job training, benefits and compensation, continuous professional development, and facilitating legal compliance. Under recruitment and on-boarding, it is critical for the HRM department to ensure that candidates are interviewed, given offers, and salaries negotiated. On-boarding is defined as the process where the new employees are integrated into the organization in a way that they familiarize the clients with the company’s products and services (Vlajčić et al., 2019). Since the employees hired by Sybil used to work in a different country and a slightly different industry, on-the-job training will help the team familiarize with the new country. Due to their unfamiliarity with India, the employees also need benefits and compensation that match their roles and meet their qualifications. Professional development will also help the team to acquire new skills that can be useful at AEI.

If you had been Sybil, how would you have applied all of the cultural acclimatization concepts from the Reading and Learning Activities areas that would fit this scenario at the outset to help the team members and their families successfully adjust to India?

Cultural acclimatization is the process where individuals adjust to the changes in their new environment from a cultural perspective. To help the team members and their families to successfully live and work in India, it is important to apply different acclimatization concepts. One of the concepts of cultural acclimatization that I would have applied if I had been Sybil include assimilation into the Indian food. The team members are supposed to accept that the food in India could be different from what they used to have in North America. As a result, they ought to get assimilated into accepting the cultural aspect of Indian food so that they can comfortably live with their families (Pradhan, Jena & Panigrahy, 2016). The medical concept of acclimatization should also be applied to ensure that the team members and their families do not have any health issues as they live in India. Adjusting to the language and gestures would also be imperative as non-verbal ques can be useful in helping the team members communicate without offending the clients.





Pradhan, R. K., Jena, L. K., & Panigrahy, N. P. (2016). Learning and development practices in international context: conceptual introspection towards bringing the best work place strategies. Strategic HR Review15(4), 180-186.

Vlajčić, D., Caputo, A., Marzi, G., & Dabić, M. (2019). Expatriates managers’ cultural intelligence as promoter of knowledge transfer in multinational companies. Journal of Business Research94, 367-377.


Question:  Global Team Acclimation

Introduction: Cultural literacy is critically important when it comes to sending personnel overseas to live and work. If there are family members also moving overseas, their acclimation to the new environment may affect the employee’s ability to perform successfully abroad.

Read the scenario and address the checklist items.

Sybil, as the global team manager, was hired to manage some new global teams for Alternating Energy Inc. (AEI), an alternative-energy company implementing wind and solar-generated energy systems throughout the globe. Sybil had worked previously for a gas exploration company in North America, so she simply hired many of her previous company’s employees who had worked for her at the gas exploration company. Sybil deployed the teams along with their families to work with Indian nationals and clients in India. Since India is such a large country, although there is some autonomy for the teams, all decisions were made by Sybil and then subsequently communicated with the teams.

After 6 months in the field, the teams are not performing well. The team members are frustrated by what they term as internal conflicts and “the clients’ lack of cooperation,” and their families seem to be unhappy in the new environment. The AEI executive management team is beginning to ask questions not only regarding the teams’ performance but also regarding the hiring process used. AEI has an employee handbook saying that the company hires people based on abilities from a diverse pool of candidates that also represent their diversity of global clients.

After completing the reading and reviewing the Learning Activities regarding culture and global human resource management (HRM), address the following checklist items.


● Describe the problems you discern in this situation from the brief facts provided. 
● Describe how the global teams in India are managed versus how they should be managed.
● Apply global HRM concepts from your reading to the hiring of the teams. 
● If you had been Sybil, how would you have applied all of the cultural acclimatization concepts from the Reading and Learning Activities areas that would fit this scenario at the outset to help the team members and their families successfully adjust to India?

Access the MT203M5 Competency Assessment rubric.

Submit your minimum 2-page (i.e., 500 words) response in an original essay with additional title and reference pages in APA format and citation style to the MT203M5 Competency Assessment Dropbox.

Minimum Submission Requirements

● This Assessment should be a Microsoft® Word® (minimum 500 words) document, in addition to the title and reference pages. 
● Respond to all the checklist items in a thorough manner, providing specific examples of concepts, topics, definitions, and other elements requested. Your submission should be highly organized, logical, and focused.
● Be sure to cite both in-text and reference list citations where appropriate and reference all sources. Your sources and content should follow proper APA citation style. 
If work submitted for this competency assessment does not meet the minimum submission requirements, it will be returned without being scored.
Scroll to Top