Multicultural workforce is a common scenario in current dynamic business worlds

which resulted from globalization. The forces of globalization have pressure the managers to
work across borders to conduct businesses. Henceforth, lead to a diverse nationality and
culture in the workplace. Having heterogeneous team provides variety of perspective and
experiences that increase in creativity, innovation and flexibility (Staples and Zhao, 2006).
Even so, cultural differences can interfere in the processes of projects in current multicultural
global business community. Carte and Chidambaram (2004) suggested that reductive
capabilities of collaborative technologies are useful for newly-formed heterogeneous teams to
avoid the negative effects associated with diversity such as communication difficulties,
misunderstandings, decreased cohesion and increased conflict. Therefore, global managers
need to be equipped with knowledge and skills to deal with cross-cultural and virtual
concerns.
Staples and Zhao (2006) proposed that newly-formed heterogeneous team should
work virtually until team identity has been established but facilitating geographically
dispersed team member is proven to be a challenging task. Before starting any international
project with the virtual team, it is advisable to review the work policies agreement. To create
a smooth progress between all team members, a global manager has to act as communication
mediator to reduce conflicts. Aside from clarifying task and processes to each member, it is
wise to commit to communication charter to avoid misusage of communication technologies.
A charter forms a guideline and set of behavior when participating in virtual meetings
including paying attention to conversation and not dominating it, responding to e-mails
within time limit and so on. When members adhere to a specific guideline, it can avoid
miscommunication in the process of relaying information between members who are in
different remote location. This will eventually set up rhythm and pace in working virtually
with the team so that members would not get disconnected while keeping up with regular
work routine. However, if all the members working in different time zone, a regular rotation
of meeting time should be established to spread the workload equally (Watkins, 2013). When
agreement has been reach, it is easier to foster trust between all the members.
One important thing that a manager has to consider is task-technology fits because the
efficiency of communication technologies depends on the nature of the task given. It is vital
to take note which communication is best for each situation. Heterogeneous teams should be
working on structured project and contain passive tasks. As proposed by Staples and Zhao
(2006), it is best to use reductive capabilities of collaboration technologies to communicate

between members at the early phase of heterogeneous teams life for visual anonymity. This
is to avoid creation of in-groups and out-groups that could decrease the teams performance.
Computer-mediated tool like e-mail is the best for one to have personal communication
whereas online discussion board enables documents to be shared among teams. Both of these
tools will make up for linguistic barrier occur in the process of relaying information. E-mail
gives respondent time to think and review it before replying to sender. Also, the auto-correct
function in the e-mail helps those who are not proficient in the language used. To illustrate, a
German employee thinks he presents better in his mother tongue language than English.
However, because of Hofstedes uncertainty avoidance dimension, he decided not to
participate in discussion in English even when he has good input just to avoid the
misunderstanding (Kadocnikova, 2012). According to Hofstede (2011), people in high
uncertainty avoidance culture are not comfortable to be in the situation that they are not
familiar with. For this reason, it is best to use asynchronous computer-mediated tools like email to create an environment where non-native speaker can convey information confidently
to make the most out of their skills. Furthermore, negative impact associated with
intercultural non-verbal misunderstanding is reduced with asynchronous computer-mediated
tool. For example, members from polychromic cultures like French and Portugese incline to
arrive late to a meeting (Shachaf, 2005). Such behavior could create tension between team
members who are from monochromic cultures who value time.
Additionally, manager also needs to consider the availability of technology in certain
country. In this case, organizational support is crucial to enable collaborative work between
members. Organizational should invest in software where it enables members to have their
own virtual office. This will create a sense of belonging to the members. For instance,
groupware is software that is designed for sharing information between people that involved
in common task. It offers range of tools including Intranet, discussion forum, web page, emails and so on (Nataatmadja and Dyson, 2005). The proper use of information
communication technology enable equal participation between members as it eliminates
immediate saliency of surface-level diversity. With limited identification and immediate
feedback, each member can participate equally and their input will be judge by merit and not
personal judgment. Even if some of the members practice collectivist or individualism
culture, it does not matter if the visual anonymity exists. For instance, most Asian is
collectivist by nature like Japanese and Chinese. They listen to top authority order without

being able to reject it (Vinaja, 2003). Henceforth, the selection of communication tools plays
significant roles when working with heterogeneous team.
All in all, technologies communication cannot ensure the smooth performance of the
virtual team but rather as tools that compensate the weakness of virtual team. It is important
to note that none of the communication technologies is perfect for all situations. For this
reason, a selection of communication tools should be provided. Employees should be given
the privilege to choose which communication tools they are comfortable working with. By
using communication tools effectively and appreciating diversity through nurturing culture
competence will enable team members to develop their unique talents. Consequently, this will
assist in the creation of effective and competitive virtual teams.