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In this boundaryless company, headquarter in Berlin, Germany, structure outsourcing

company in Kiev, Ukraine, marketing in Los Angeles, so many different employees with different
cultures are all collaborate working together to achieve organizational goals. Employees are also
very diverse in values, personality, and work preferences which are deep-level diversity.

Some cultural issues that are sensitive will rise in the workplace and create unpleasant
things among employees. Employees might not be working together well as they will have
fighting in the decision making. A good research in understanding various biological
characteristics like gender, race, ethnicity, age, or disability, will better the surface-level
diversity. Almost all employees are creative and like to accept challenges. Therefore, in this
similar personality and work preferences, they should be emphasized in working with others as
a team. Training for team building with different cultures people will be quite important.

Looking at the conflicts in Newskool, like the difficulties in decision-making and

employees fighting to do what they perceive is better compare to the others. It takes time for
the company to come with one decision as all of the employees can participate in decision
making. People that are so diverse will suggest different solutions, reflecting their different
cultures. Maybe it will be good to have a proper discussion in decision making, and only few
managers can have the power in making decision in the discussion. It is not a function of
different types of work people have to perform. As people from different areas or departments
can contribute their opinions and ideas in the same work that require one decision.

Another conflict will be inefficiency. Yes, different people must perform different tasks in
their organization, but Newskool is boundaryless. When Gerd, the founder and the CEO does
not satisfy, he asks his employees to redo the work tasks. It will cause a waste in resources as
Gerd perceive something differently from his diverse employees. Sometimes, it is good to have
hierarchy as people can know who to refer, which department to function and so on.
 This conflict is a function of different types of work people have to perform. The
employees that are sometimes so dominant and think their works are correct, refuse to listen to
Gerd and do things according to their own way.

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Types of people are likely to be satisfied are competent, anxious, empowered and open
people. This based on self efficacy theory; this theory refers to an individualƞs belief that he or
she is capable of performing task. People who posses self efficiency believe that they are
capable in behaving in a way that produce that outcome they want.

In Newskool Groovers, their employees are participates in decision making and

innovation, creative and competent people. Because technology plays a major role as a
communication medium in the boundaryless organization, much work is done from a distance
via e-mail, phone, and fax. Less work is done in traditional face-to-face settings. Virtual
collaboration makes it easier to use the expertise of a broader range of individuals. With
telecommuting, international employees are more easily made a part of all business processes.
Employees often like the freedom that boundaryless work offers them, particularly with virtual
teams and more flexible work plans, arrangements, and schedules. Due to that, employee in
company satisfied with the area of the company. Characteristic employees in company are likely
competent and strong team skills.

Concept job characteristics theory a model that proposes that any job can be described
in terms of five core dimension: skill variety, task identity, task significance, autonomy and
feedback. Based on this theory, to ensure employee satisfaction in all area in Newskool
Groovers are by creating and maintaining a common task and group climate to focus groups
and teams on the tasks at hand and on overall strategies, focus is on how to move ideas,
information, talent, and decisions where they are most necessary, increase individual skill to do
a task, hence he or she is encouraged to do it, regardless of title or position, jobs are rewarded
on the basis of doing the jobs, not for accomplishing the necessary work. Thus, personal
accountability for the work is discouraged at the expense of accountability for the job.