Conflict of Multicultural teamwork in large companies.
The processes of globalization have forced companies to the internationalization of research and development, leading to form multicultural teams where members are from different countries, with different customs, skills and abilities, these individuals have different needs than are important to perform in the best shape and provide the team with all their knowledge. Often the leaders of these multicultural teams are in charge of providing solution to the various conflicts that arise to achieve the goal of increasing innovation and creativity.

Cultural diversity has the potential to promote the opening of opportunities, but it alone is no guarantee of greater innovation. This reason that in order to stimulate innovation management is necessary cultural sensitivity and that is why they require as a first step is to recognize that culture depends on several deference not limited only to regional cultures. One of the ways that cultural diversity increases innovation and creativity in multicultural companies engaged in research and development is the International Transfer of person. At each location their knowledge they have been refined and are difficult to transfer theoretical way, the best way is to transfer staff this location to learn. Through this transfer was achieved a knowledge base in all areas.

Phases of the spirit of working in a multicultural team:
Euphoria: This is the stage of conceptualization where you begin to know the different team members. (Gassamann, 2001)
Cultural Shock: The leader must be aware of the potential problems of communication, different work styles and making decisions among members of the project (Gassamann, 2001)
Cultural assimilation: it explains the moral of the team may significantly improved if team members learn cultural tolerance and acceptance. At this point if the project leader is successful in stabilizing the moral cultural diversity can Conducer unexpected impulses of creativity and innovation. Also the creation of trust and respect is very important. (Gassamann, 2001)
Stability: If the project leader has been successful implementing the above steps, you reach the stabilization phase where the team will have a high level of morale, which leads to an increase in innovation and creativity. (Gassamann, 2001)
Multicultural teams if they increase innovation and creativity, but there are cultural barriers to adaptation that may create conflicts.
The impact of diversity on groups
The planet earth is characterized by great diversity, consisting of a huge variety of ways of life, beliefs, religions, ethnicities. UNESCO, for example, has emphasized the need for efforts to promote diversity of cultures in all possible areas (UNESCO, 1998) and as other private and public entities worldwide. The constant movement of people across borders due to open markets and the increased frequency with which leaders business of any cultural backgrounds face groups and teams made up of people from different cultures (Garcia, Sosa and Medina, 2006), research implies that multicultural teams is of great relevance today. The diversity and heterogeneity have been considered so far as a double-edged, for in the same way you can increase the opportunity to generate creativity, improve productivity and satisfaction the team members, can also be the cause of dissatisfaction The diversity and heterogeneity have been considered so far as a double-edged, for in the same way you can increase the opportunity to generate creativity, improve productivity and satisfaction the team members, can also be the cause of the dissatisfaction of the members thereof. This cause negative results including own lack of group identification such as low productivity, increasing conflict and ineffective decision making. Most problems arise mainly in communication caused by respective communication needs differ diametrically from a culture and another. (Schultheiss,