Primarily, in order to minimise conflict the employer and the employees have to first accept the cultural differences though it might be hard working with someone who does not confirm to their own beliefs. However, before accepting their differences they must identify them in order to avoid the differences that can potentially attract conflicts. Therefore, to avoid discriminating against co-workers because of their religion or race, employees must primarily, understand and accept cultural differences .They must respect religious practices or age differences, for example. Another asset is the golden rule: “Do unto others what you would like them to do unto you,” which encourages employees to respect each other 's differences. Furthermore, they must acknowledge each other’s personal qualities and that the value of their work matters, and never their background. In the workplace employers and employees must understand and accept that each of them has a different way of working. Therefore, from the beginnin...
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...opose various solutions. The mediator can be someone that the company has trained to deal with such human resource problems or a mediator from outside of the company.
To conclude, there is no one-size-fits-all approach to conflict resolution, especially multicultural conflicts since it is more than certain that cultural differences cannot be totally eradicated. Regardless of how compatible members of a team might be, each individual brings along distinct priorities and a unique personality. However, maximizing the performance that dwells in multicultural firms relies on their potential to minimise internal conflicts. These firms should prioritize acknowledgement of different cultures, communication and refer to mediation in extreme cases. Moreover, employees should place the value of the entire company at the expense of their own personal interests.
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