||With the development of internationalization, cultural diversity management for global teams is becoming an emerging cross-cultural issue. The aim of this study is to explore the relationship between personal factors, personal intercultural competence and team effectiveness on the level of individual, including the changes before and after team development. In this study, team members of ACT program were chosen as the research target. Accordingly, by interviewing initially 8 and deeply 22 global team members of each, analyze and integrate into following vital results. |
With more oversea experiences, individuals have more motivation to help people, increase welfare and pursue self-success, and the more competent of intercultural competence they have. The elder the teammates, the less motivation to pursue self-success, but the more compromised for own team; the younger the teammates, the less consideration of self-pleasure, but the more motivation to pursue self-success and help people. The higher team effectiveness which team members performed, the more motivated on caring other people; the lower team effectiveness team members performed, the more independent thoughts, the less teamwork spirits they have.
The order of importance of personal value changes before and after team development. Global teammates have more chances on sacrificing, enhancing or increasing personal value to ensure great teamwork. Team’s common value and team effectiveness is easier to be impacted by the more value differences of teammates, the frequent negative conflict or the less team recognition. Comparing the differences of value and behavior from teammates, it is easier to influence team effectiveness because of individual, team, environment and time pressure.