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This essay will have critique character and two articles will be its object. I would like to describe in this essay the article Managing Cultural Diverse Teams written by Peter Gwynne in 2009 and the article Why People Fail to Achieve Their Goals written by Douglass Vermeeren in 2007. I want to mention that both articles were written not so many years ago that is why their content is more actual and acceptable to our reality that, for example, articles that were written ten or twenty years ago. I think that my main aim will be to identify and explain the author’s ideas in the frames of my own attitude to the discussed question.
I would like to begin my discussion from the article Managing Cultural Diverse Teams and mark that its main goal is to prove to us the necessity of managing problems within cultural diverse groups. According to the article we could say that “in the management context, Brett explains, “Fusion is based on two fundamental elements of collaboration: coexistence of differences and meaningful participation.” I agree with the author’s position that these elements could be considered the guarantee that teams achieve their goals in the most effective way and their work will be more useful and even creative.
I like fusion approach that is presented in the article and this approach allows people to understand each other and to respect opinions of all group members, because every person should be heard in conversation. In the acknowledgement of my words it is necessary to say that according to Gwynne (2009) “the fusion approach has the basic goal of allowing every member to make his or her contribution to achieving the team’s goals. “Fusion teamwork allows differences to coexist and be talked about,” Brett explains. “Then the ideas can be packaged.”
The idea about group collaboration will be effective also with the small groups and possibility to solve language problems. That will have a place when people of cultural diverse group will be working in small groups where is easier to find one decision and communicate with each other. I want to add that in small groups people are in close contact with their partners and it’s allow not only to communicate, but also to participate in the process of the all members of the group. Gwynne (2009) interpreting Bret’s words wrote about this fact the following statement: “One of the ways to get people to participate is to make the size of the group smaller.”
Gwynne (2009) proved that “the fusion concept aims to overcome that type of problem by ensuring that every member contributes his or her expertise to the team’s discussions.” I agree with these words and I want to add that the fusion concept is more effective in managing than traditional collaboration that has the same aim, but this aim is undertaken through other methods of question’s discussion. Necessary aspects of fusion approach were discussed in this analysis and in my opinion the article is a good guidance for people who are interested in managing, because author’s ideas are presented in easy way, with good real-life examples and understandable form. For the conclusion of this part of my essay, I want to use example given by Gwynne (2009) that illustrates the strength of the fusion concept in the next way: “Look at greeting behaviour… Kissing, bowing, and shaking hands all achieve greeting effectively. In fusion, team members realize there’s a different way of doing things over there and how the team can use those differences to be more creative.”

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The article Why People Fail to Achieve Their Goals is an interesting guidance on the way to success, because it depicts how to achieve goals through the situations when people fail in their process of achievements. Statistical data show us that almost 80 percent of our population fails in their goals achievement and due to this fact some people think that it is even unnecessary to set goals for their future success. According to Vermeeren (2007), we see that “of the 20 percent of the population that does set goals, roughly 70 percent fail to achieve the goals they have set to themselves”. This fact shows us that people in many cases do not believe in own efforts or afraid to do something because of the fair to become a looser.
I have similar to the author position and agree with arguments stated by Vermeeren (2007) that “when it comes to goals, there are two categories: “be” goals and “do” goals. In other words, who do you want to be or what do you want to achieve?” These questions are disputable for many people and sometimes it is rather hard to set one main long-term goal and try to achieve it despite difficulties. Each goal has its area of implementation and among them we see health, wealth, relationships and self-fulfillment.
Our life is full of different events and each event give us special experience that we use in our future practice, but sometimes negatives facts are so bright in our memory that they in future do not allow us believe in own success. The problem on the way to our goal is also the lack of knowledge how to achieve it that stops not only our development, but also block our wish to be successful and happy in the wide sense of this term.
Comparing two articles, it is necessary to mention that both of them show us in details how to manage our life and business in different situations. In the first article we see managing in cultural diverse when the goal is group’s and company’s success and in the second article we read about own or it will be better to say personal success through goal setting and then their achievement. Contrasting two articles, we see that material is presented in different forms, because the first article is written in descriptive form about one concrete case, but the second one is consist of different tips that explain the topic of the article in general.
Thus, taking into account all above stated information and analysis of both articles we could come to the conclusion that every article is directed on special reader. For instance, the article Why People Fail to Achieve Their Goals was written for ordinary people and the article Managing Cultural Diverse Teams should has more professional auditory, for example managers, directors or people who are interested in such problems presented in it. I think that my analysis reflects not only articles content, but it also allow readers to see my own position about discussed questions and enough argumentation for its proving. People have a big potential from their birth and we should find new knowledge and information that will allow to open this potential and create success corporations and achieve own goals in an easy way.