Numerous cultures as they exist, embrace diverse perspectives on professional aspects such as teamwork, respect for authority, time management, and responsibility. Culturally diverse workforces reflect different staff values, traditions and norms which ultimately affect the way an organization thinks, behaves and makes judgments. Cultural diversity greatly influences time-consciousness and thus, has an impact both on schedules and on deadlines. The cultural diversity of a workforce causes conflicting attitudes among co-workers, therefore, creating barriers to the creation of workable professional relationships. These barriers must be eliminated whenever they exist in order for an organization to run in an efficient, harmonized manner. Cultural …show more content…
First, the HR manager has to determine the strategies, mission, and vision of the organization. An organization’s underlying culture usually is defined by its strategies in relation to its competitiveness, and to its financial strengths. Mission and vision statements show set an organization apart within the larger framework, which is the industry in which it operates, by defining for it clear goals and objectives. In turn, this also defines the competitive culture within an organization. Next, the HR manager ought to formulate clear job descriptions. There has to be motivation to doing assigned work. Job descriptions drive industry and encourage a culture of accountability within the workforce. Workplace motivational frameworks incentivize cooperation, flexibility, and overall organizational performance. The managerial fit is another step that the HR manager takes to determine organizational culture. Difficult working relationships pitting managers against their subordinates lead to organizational underperformance (Schein, 2010).When workers get along with their superiors, they work more effectively, ensuring efficient production. Decision-making approaches facilitate the establishment of organizational culture by the HR. How decisions get to be made within an organization, whether small or big, clearly highlights of the organization’s culture (Schein,
Today, competent administrators show sensitivity to individual needs by encouraging upward mobility among all staff members. These forward-thinking leaders understand how important it is to treat all people fairly and equally and consider the dynamic forces that exist among employees. Sincerity in these matters is important, because a manager’s actions far outweigh their statements. Therefore, workplace leaders must learn to pinpoint and cultivate each employee’s special skills and promote upward or lateral mobility by providing training for the entire talent pool. To this end, managers must continually seek opportunities to learn more about diversity.
The Challange of Cultural Diversity in Corporate America The expanding conflict over cultural diversity in corporate America may present as many opportunities and problems as affirmative action. Today, cultural diversity is an important fact of life and business, due to the changing face of society, and therefore, the work place. It is growing ever more essential for people to interact with others outside of their racial, ethical, religious, regional, social, etc. boundaries. To stay on top of their competitors, corporations must change their approach, and see diversity not as a necessary evil, but as a source of enrichment and opportunity that may bring a wealth of benefits to the company.
The modern world has experienced tremendous changes, which have contributed to changes in people living in the global world. These changes have mainly been brought by globalization, which is a major phenomenon in the 21st Century. Leaders across various professions, businesses, and governments need to cope with globalization since it forces them to cross borders more often and communicate or conduct business with people from other cultures. This process involves developing necessary skills for working effectively in the modern complex world. Actually, the ability of these leaders to work effectively not only requires the development of essential skills but the application of leadership principles in the global work environment. In essence, leaders must develop their ability to apply leadership principles across culturally diverse workforce in today’s global work environment.
To HR professionals, organization culture is the glue which connects a company’s vision with its value, its mission, strategy and philosophy with its operating model, systems and processes to deliver performance metrics and is fundamental for an organization to achieve its strategic goals and objectives and therefore given its impact on business performance, it must be developed, managed, led and reviewed. The organization’s culture or “way things are done” must be congruent with the organization strategic direction. Ensuring that key processes that drive the desired behaviors and influence decision-making are deeply understood and implemented in accordance with their intent and original design is of great importance for HR professionals. (Ulrich et al,
I conducted an interview with Barbara Schauland, MS, Rehabilitation Counselor, Branch Office Manager, regarding her experiences working with culturally diverse clients in the field of vocational rehabilitation. Ms. Schauland has been employed with the West Virginia Division of Rehabilitation Services for five and a half years. During her time with the agency she has worked as a general field counselor serving adult population, as a specialized counselor working with the deaf and hard of hearing, and now is a branch office manager. Ms. Schauland supervises ten Rehabilitation Counselors, three Rehabilitation Service Associates (para-professionals) and one Office Assistant. During the interview Ms. Schauland was
Cultural diversity in the workplace is becoming more and more prevalent. Corporations in all industries are encouraging minorities, women, elderly workers, people with disabilities as well as foreign workers to join white males in the workplace. The following analysis will focus on these groups and how companies are encouraging them to join an ever-expanding workplace.
The workforce of America is more diverse than it has ever been. White male upper class men no longer solely dominate companies. Women, people of color, and other minority groups are now rising in the ranks and demanding change. How can one know all the ways to manage such a diverse group of employees? Through a variety of ideas, experiments, and attempts, leaders across the nation are looking for solutions to this answer. Not only are people coming from different ethnicities, we are also experiencing a great influx of workers from nations all across the globe. To keep the level of job satisfaction high, workers must be able to feel comfortable in their workplace environment. It is almost impossible for a person to know everything about all cultures and be aware of what may or may not offend a person from a different ethnic group. What must be done is to teach cultural awareness and diversity training. Basically what I have discovered in reading the journal articles is that there is no one right way to run a company but there are definitely ‘better’ ways when it comes to cultural sensitivity in the workplace. As I continue my research, I am looking to find what some of the most effective ways to manage a culturally diverse workplace. Some of the issues that I am coming across are related to gender, race/ethnicity, communication patterns, and power struggles. I feel this subject is very relevant to our course because as we focus on management and human relations, we must take into account the humans that we are managing. Even if we just look at the diversity of our class we see how different our perspectives can be. To be an effective manager in this day and age, cultural diversity issues must be given serious consider...
This paper analyses the relationship between cultural diversity and workgroup outcomes (satisfaction with workgroup, and workgroup performance) in multicultural organizations, in the presence of moderating variables of intragroup conflicts (task, relationship and process conflicts). Literature review suggests that cultural diversity negatively affects workgroup outcomes and triggers conflicts. Analysis of empirical data collected from employees of multicultural organizations produces results in line with the literature and suggests that there is negative relationship between cultural diversity and workgroup outcomes, while intragroup conflicts have a strong moderating effect on the relationship between the two. Although the research implies that culturally homogenous groups have better outcomes, it is often impossible to assemble such groups in current corporate scenario. Therefore, targeted cross-cultural training programs may help individuals function well in culturally diverse groups by reducing conflicts and generating favorable group outcomes.
This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion, where as more employers are beginning to recognize the need to allow employees to take time to pray. Part IV symbolizes the personality traits in diversity and how “different” is not always viewed as wrong but can be an incentive to other employees.
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
Workplace diversity is an important component to promote and encourage cultural differences amongst employees. Most companies view workplace diversity as an investment towards creating a better business. While workplace diversity is usually beneficial to companies, it can create many challenges for management and employees to welcome the opportunity of workplace discrimination. Discrimination within the workplace is an injustice work issue that should be prevented in order to ensure equality amongst employees. The purpose of this paper is to look into a company’s promotion policy to determine if management has wrongfully eliminated an employee from consideration for a promotion. The content will reflect the employee perspective, Maria, who
With the advent of the Internet, decreased shipping costs, and the removal of trade barriers, the world market has shrunk in such a way that everyone can be a player. While many businesses thrive solely on serving a small local area, a globalized company has the benefits of increased customer markets, gross production, and brand awareness. Take for example Coca-Cola; this multi-national corporation offers products in countries all over the world, operates in over 200 of those countries with the help of its franchisees, and is the most well-known beverage companies. It is interesting to note however, that as positive as globalization may seem, there are many negative ramifications and a large population of detractors to this movement. While increased product availability is good for profits, if a local market is inundated with imported products, locally grown or manufactured items may be squeezed out, to the detriment of the local economy. Although it is cost effective to have your product produced in another country with low wages, you are essentially taking away jobs from the people of your own country, negatively impacting your national economy. However, if you manufacture your products in a country with higher wages, you must increase your products’ prices which may be harmful to your profits. While maximizing your companies profits is always of great importance, it is essential that you weigh the pros and cons of globalization and its effects on not only your company, but the areas in which you wish to spread.
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Support employees to engage with others effectively: giving certain amount of opportunities, such as diversity skills training, team gatherings, activities outside the working environment.