"Critical" situations in multicultural teams: The role of emotions

As with the foregoing emotion anger also with the emotion happiness the first antecedent mentioned and the first behaviour/reaction mentioned by the interviewee is compared. Ethnic German speaking sample: Four of the twelve associated firstly the success of the whole team as emotion eliciting: “The results from the whole team led to the good success; the meeting was closed positively to the complete satisfaction of all team members; the target was achieved, consensus reached; to be very satisfied with the things being discussed”. The resulting behaviours may be summarised: “Bring oneself even more in the team; positive; Bring in new ideas; good collaboration will continue.” Three others started as first antecedent with the positive climate/atmosphere in the team quoting “good team work; to feel good in the team, good understanding; and good meeting, consensus;”, with the following behaviour: “…continue with the functioning teamwork and working with élan and enthusiasm.” Two of the twelve German speaking South Tyrolean’s mentioned the pass through of an own idea/proposal/ aim as elicitor of the emotion happiness. The resulting behaviour was described as “motivated, to work even more enthusiastically and working together on an amicable, cooperative basis”. Acknowledgement was quoted from two team members as first, hereby, especially through promotion and pay rise with the ascribed behaviour of better collaboration and continuing work as always. One person mentioned open communication, to have enough space and to speak without getting interrupted, to be listened as antecedent. The following behaviour was described as not being timid and expressed thoughts and feelings openly. [...]

One person mentioned the antecedent that the viewpoints were not taken in adequate extent in consideration, expecting as behaviour that the person will not say anything and let the group do. Similarly another person states that the expectations that the person had have not been fulfilled, reacting constructive, to prepare herself for the next meeting and to bring in her suggestions again. The next two mentioned as antecedent not reaching the personal target, however, reacting with trust and not agreeing with the result of the day, remaining a bit prejudiced. Another one states not having been informed as antecedent, reacting with withdrawal and isolation, not to speak and interact in the team anymore. [...]

displays help at all stages in the analysis (graphs, charts, networks, diagrams of different types etc.) The reason for reducing and displaying data are to assist in drawing conclusions. While drawing conclusions logically follows reduction and display of data, in fact it takes place more or less concurrently with them (Punch, 2000, pp. 203). Effectively applied, this means that the interviews got recorded and transliterated. Hereby the literally transliteration got into operation. This means a fully verbal registration of the generated information in form of a text as basis for the analysis of the data was created (cp. Hugl, 1995, pp. 88). From this basis a research text was build, reducing the data on its essentials, and preparing for categorisation. Hereby the research text was written fully in German, consulting a native Italian in the case of ambiguity of translation. Out of this text, an Excel document was made, ordering the data regarding culture and within culture to bring the antecedent, the following behaviour and the expected behaviour of the team in a logical, illustrative order. [...]