Управління мультикультурними командами в контексті трудової міграції

Abstract

Purpose: To develop recommendations for managing multicultural teams in the context of labor migration, taking into account the specifics of communication challenges, cultural differences, and the social competence of team members. Design/Method/Approach: The methodological approach in this article is based on desk research, which involves targeted search, comparison, analysis, and synthesis of information from open sources, as well as the application of systemic, comprehensive, logical approaches and analogies. Findings: The study identifies key challenges for HR management in working with multicultural teams, including communication issues, insufficient social competence, and the influence of organizational context on interaction effectiveness. Recommendations are provided for developing employees' social skills, adapting management approaches to create a supportive environment, and formulating strategies for managing cultural differences and integrating migrant workers into small and medium-sized enterprises. Theoretical Implications: The theoretical value lies in the systematization of the conceptual foundations for employee adaptation to a multicultural environment, contributing to the development of scientific approaches to diversity management in organizations. Practical Implications: The practical value of the research results lies in their applicability to improving the efficiency of multicultural teams, reducing conflict levels, and strengthening the intercultural integration of migrant workers in SMEs, including those affected by international family migration. Originality/Value: The uniqueness of the study lies in its comprehensive approach to examining the management of multicultural teams in the context of labor migration, with a focus on individual and organizational factors. Research Limitations/Future Research: Future research may focus on analyzing diverse cultural contexts and developing sector-specific recommendations tailored to the specifics of different organizational environments. The main limitation of the study is its narrow regional and cultural focus.