Description of the Case and Identification of Major Issues:

The case study focuses on Kalia, a manager responsible for a team of eight individuals in a large
business environment. There are tensions among some of the team members despite their cordial
personalities and different age groups and cultural backgrounds, which impact the team's success.

The team's cultural differences, which can cause misunderstandings and conflicts, are one of the main
problems in this situation. For instance, Robert, a younger worker, is upset that his
Hispanic teammate Ana defers authority and decision-making to others.
Senior team member Margaret suggests that this may be a "cultural thing" and advises Robert
to modify his behavior and working style to better meet Ana's needs.
Robert, however, is dismissive of Margaret's counsel and believes that she is undermining his
expertise and position within the company.
The absence of efficient teamwork and communication is a significant additional problem. Kalia is
aware of the conflicts on her team, but she's not sure how to handle them.
She thinks that people should learn to accommodate one another's working styles,
but she also understands that a good leader must bring the team together despite individual
differences.
In order to succeed as a leader, Kalia must overcome her anxiety and self-inflicted stress. To do
this, she must learn how to mediate disputes and lead meetings in the future.

How do you describe Kalia’s self-efficacy? Is she showing levels of high and/or low efficacy? Discuss
how her behavior exhibits each level.
Kalia's self-efficacy, in their opinion, is not very high. She has made unsuccessful previous attempts to
resolve intercultural team issues and feels overwhelmed by the task of building a culturally intelligent
team. She flinches every time she thinks about the meeting and worries about how the staff will react
to her next attempt. In their previous meeting, Kalia felt like a total failure and lacked the necessary
facilitation skills.

Due to her uncertainty about her ability to accomplish her objective of building a culturally intelligent
team, Kalia's behavior demonstrates low self-efficacy. Her previous failures have further damaged her
confidence, and she is anxious and stressed about the task. Her actions also demonstrate that she
lacks the crucial leadership abilities of being able to facilitate discussions and resolve conflicts.

However, also advises Kalia to increase her self-efficacy by breaking down her goal into smaller, more
manageable goals and finding out more about cultural variations in the workplace. By gaining new
knowledge and abilities, Kalia can assess her progress and pinpoint instances in her interactions
where the cultural value dimensions are present. She will be able to accurately assess the situation
and make more informed decisions as a result.

How does Kalia’s self-efficacy impact her leadership?

Kalia's poor self-efficacy may be detrimental to her ability to lead. According to, her subordinates may
disregard the positional authority she possesses as a leader if they observe that she lacks self-
assurance or the capacity to handle conflicts. This means that Kalia's lack of self-assurance could
compromise her authority and make it challenging for her to effectively lead her team.

Low self-efficacy in Kalia can also cause anxiety and stress, which will negatively affect her leadership.
Kalia might not be able to think clearly or interact with her team effectively if she is feeling anxious
and stressed. This might cause misunderstandings and arguments, which might further damage her
self-esteem and effectiveness.

On the other hand, Kalia could become a better leader if she can raise her level of self-efficacy. Kalia
can feel more confident that she can lead a team that is culturally aware by breaking her goal down
into smaller, more manageable goals and learning more about how cultural differences affect
workplace relationships. By doing so, she may be able to interact with her team more effectively and
settle disputes more successfully.
What strategies do you recommend to Kalia to help her improve her cultural intelligence and
develop her self-efficacy? Discuss at least two specific development approach.
Kalia can employ a variety of techniques to raise her cultural intelligence and increase her sense of
self-efficacy. The following are two specific development strategies.

1. Training and Education: Kalia is able to take part in training sessions or workshops that concentrate
on intercultural communication and cultural intelligence. Through these sessions, she can gain a
deeper comprehension of cultural differences and how they affect workplace communication and
collaboration. Kalia can boost her confidence in her capacity to manage a diverse team and settle
disputes by learning more about cultural intelligence. She can also acquire specific abilities that will
enable her to facilitate conversations and create a team that is more culturally aware, such as active
listening and effective communication.

2. Coaching and Mentoring: Kalia can look for a coach or mentor who has knowledge of managing
multicultural teams and resolving cultural conflicts. Kalia can receive direction and assistance from a
coach or mentor as she works to enhance her cultural intelligence and grow in her self-efficacy. They
can give her feedback on her development and assist her in identifying areas that need improvement.
Additionally, they can impart their own knowledge and perspectives, which will aid Kalia in creating
fresh plans and methods for managing a team of people from various backgrounds.

In general, Kalia's self-efficacy and cultural intelligence can both be enhanced by using these
development strategies. Kalia can improve as a leader and create a team that is more culturally aware
by picking up new abilities and techniques as well as by looking for advice and support.

What suggestions do you have for Kalia in leading her staff to be a culturally intelligent team?
Here are some ideas for how Kalia can motivate her team to be a multicultural unit:.

1. Foster an Inclusive Workplace: Kalia can establish a workplace where each team member is treated
with respect and valued for their contributions. She can nudge team members to speak up and offer
their opinions, and she can pay attention to what they have to say. Kalia can assist team members in
developing trust and a better understanding of one another's cultural backgrounds by providing a safe
environment for open communication.

2. Promote Cultural Awareness: By giving team members resources and instruction in cultural
intelligence, Kalia can encourage cultural awareness. She can nudge team members to share their
own experiences and learn about one another's cultural backgrounds. By encouraging cultural
awareness, Kalia can assist team members in better comprehending cultural differences and how they
affect communication and collaboration at work.

3. Encourage Teamwork: Kalia can promote teamwork by giving the team members tasks that call for
cooperation. She can also help her team members network and get to know one another outside of
the office. Kalia can aid in team member relationship development and a better comprehension of
each other's strengths and weaknesses by promoting collaboration.

4. Address Conflicts Proactively: Kalia can do this by developing a method for resolving intercultural
conflicts. She can inspire the group to voice their issues and cooperate to find a solution. Kalia can aid
in team members' development of trust and understanding of one another's viewpoints by
proactively resolving conflicts.

Conclusion:
In Conclusion these recommendations can aid Kalia in developing her team's cultural intelligence.
Kalia can assist team members in developing trust, gaining a better understanding of one another's
cultural backgrounds, and working more productively together by fostering an inclusive environment,
promoting cultural awareness, encouraging collaboration, and resolving conflicts early.