Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Literature Review of cultural diversity
effects of cultural diversity essay
impact of diversity on employee performance
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Literature Review of cultural diversity
INTRODUCTION
Today’s global competitive market has made a world small place. The current workforce has become much more aspirational, ambitious and mobile. This mobility of the workforce has created a cultural diversity in organizations. People belonging to various castes, background, religion, gender as well as country work at one place and create a cultural diversity in an organization. Hofstede (1980) conducted research on employee attitude data in 67 countries and found that the data can be grouped into six major dimensions and that countries systematically varied along these dimensions. The six cross cultural dimensions are-
1. Individualism-Collectivism
2. Power distance or the extent to which power is unequally distributed
3. Uncertainty Avoidance Versus risk Taking
4. Masculinity/feminity called achievement orientation
5. Pragmatism
6. Indulgence
The six dimensions have been a useful framework for understanding cross cultural differences in employees’ attitudes, as well
…show more content…
It has been studied in laboratory settings and as well as field settings. The laboratory studies guided by the value in diversity perspective have shown that diversity within work groups increases their effectiveness (Cox et al, 1991). On the other hand, field studies guided by social identity and related self-categorization theories, have suggested that diversity is associated with negative performance outcomes (Pelled et al. 1999). In groups with high levels of cultural heterogeneity, everyday social contacts and communication are more likely to involve the members of different social/gender groups. Further, the in-group pressures that inhibit social interaction without group members should be weakened (Blac, 1977). In management groups with high heterogeneity, out group discrimination is thus less likely to
Human Service Professionals will work with clients which have all different types of cultural backgrounds. Part of the responsibilities of the human service professional is to learn about the culture through research as well as through asking the client questions so they are aware of the client’s culture. Throughout this paper the following will be discussed African American culture, laws that impact a cultural group; how laws can affect the clients we will be working with, what represents a good and bad law, why multiculturalism and diversity are important for Human Services, and understanding global perspectives in cross-cultural work. I chose to discuss African American culture because the area that I will be moving to has a larger population
Hofstede’s model has widely been used in the past two decades to explore meaningful differences between cultures. This culture-based model was established based on data collected from 117,000 IBM employees in 20 different languages within 53 countries and regions. The survey instruments were divided into 4 subsections of questions that were relevant to work satisfaction, personal goals and beliefs, and perceptions. Using this data, Hofstede was able to create a fundamental blueprint of four basic dimensions in which employees of different backgrounds could be meaningfully compared. However, like most pioneer models, the model of cultural-dimensions has inherent methodological flaws as it fails to account for extraneous variables and assumes that occupational and national cultures are not independent of each other.
I learned that diversity management is starting to make an impact around the world. There are still areas around the world that have not resistance to diversity management based on their culture and time. It still seems that this is a concept that is more forced and less welcome across the board. From the readings it seems like organizations are more complying with legislations or diversity policies and programs set by the organizations. I was not aware that if an American company is established somewhere in Middle Eastern or Asia, the American organization still would need to follow the host country’s policies instead of their own policies on diversity. Even though this concept
Hofstede, G. (1980). Culture's Consequences: International Differences in Work-Related Values. Beverly Hills, CA: Sage Publications.
...ave their own company culture or own point of view which others may not understand, therefore, there will be some difference in the result. Moreover, respondents had different tasks and goals, which may have affected the study variables. Although analyses showed no significant effects for country and sector, future research may use a more focused setting to replicate the findings. The study can included the cultural fair test in order to eliminate the discrimination of different culture. Third, the disadvantages of rating scales are that the evaluator may rank based on their perception. Sometime although those who interpret the result use objective methods, the evaluators may rate the subject based on their opinions or prejudices without basing them on fact. Therefore, researchers can try to use other methods instead of using scale such as in-person interview.
Kirkman, B.L. and Sahpiro, D.L (1997) `The impact of cultural values on employee resistance to teams: Toward a model of globalised self-managing work team effectiveness", Academy of Management Review in L. Fulop and S. Linstead, Management: A Critical Text, Macmillan, South Yarra, 1999, pp244
Cultural Differences in Hofstede’s Six Dimensions According to Professor Geert Hofstede, dimensionalizing a culture requires a complex analysis of a multitude of categories including differing nations, regions, ethnic groups, religions, organizations, and genders. Hofstede defines culture as "the collective programming of the mind distinguishing the members of one group or category of people from another". Throughout his many years of contribution as a social scientist, he has conducted arguably the most comprehensive study of how values in the workplace are influenced by culture, leading to the establishment of the Six Dimensions of National Culture. From this research model, the dimensions of Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long Term Orientation, and Indulgence are defined according to their implication on individual countries, which when comparatively examined provide a broad understanding of cultural diversity as it relates to the workplace. Identification and Definition of the Six Dimensions In initially defining each of Hofstede's dimensions, a foundational understanding of the six categories is established, from which a greater understanding of different cultures can be built off of.
In an attempt to understand the dissimilarities of employees from a cross-cultural perspective, Geert Hofstede (1980) conducted a pioneering survey that measured the work-related values of employees who worked for IBM subsidiaries located in 53 different countries (Hofstede & Bond, 1984). When analyzing the results, Hofstede discovered that cultures were divisible into four distinct categories, masculinity/femininity, power distance, uncertainty avoidance and individualism/collectivism (Bochner 1994). Hofstede stated that the four categories relate to the core cultural values of
The dimensions of culture came as a result of a research conducted by Greet Hofstede. The study investigated how culture in a workplace can be influenced by values of the people. In his view, culture is defined as the collective programming of the human brain that helps in distinguishing a group from another one. Moreover, the programming of the human mind influences the patterns, values and perspectives that define a certain community or nation. Hofstede developed a model of the national culture that is made of six dimensions. In addition to that, the cultural dimensions demonstrate the personal preferences on affairs that can be easily distinguished from that of individuals from another nation. Using the model, it is easy to identify systematic differences between the selected nations in terms of values (Hofstede). This paper discusses the cultural dimensions to compare the United States of America and China. The dimensions include Power Distance, Masculinity versus Femininity, Uncertainty Avoidance Index, and Individualism versus collectivism, Indulgence versus Restraint and long-term orientation versus short term normative orientation.
Cultural diversity and demographic characteristics are increasingly important issues in today's workplace, having an impact on group behavior.
It is said that people are the greatest assets to an organization and it is their beliefs, customs, perspectives, attitudes, and values that constitute to the culture that prevails in an organization. Culture, a very common word in today’s world, plays a very vital role in organizations and it not only affects an employee’s professional development but also their personal harmony. Culture gives a sense of belonging to people, a sense of who they are and how productive they are at their work place. It helps in interacting with each other at a work place.
Changing a work place culture and maintain diversity in our organization would be the most critical in keeping the momentum of the culture. Advantages of a diverse environment outweigh the disadvantages, from lawsuits to establishing a competitive edge in the market. Working in an environment that has a “good–old-boy” culture may have been the in-thing in the 50’s. However, diversity in the work place today drives competitiveness by blending ideas from mingling genders, creeds, race, and age, to the global market of the 21st century. Challenges face our management today from attempting to design a culture of interconnected teams. Generational diversity
According to Robbins, DeCenzo, and Coulter (2011) “motivation is the process by which a person’s efforts are energized, directed, and sustained toward attaining a goal” (p. 267). Organizations are always looking for new ways to motivate employees. In a global economy it is important to understand that cultural differences can impact how an organization can motivate its employees. Geert Hofstede (as cited in Sledge, Miles, & Coppage, 2008) believed there are five dimensions of culture. These five dimensions are power distance, individualism versus collectivism, uncertainty avoidance, masculinity versus femininity, and Confucian dynamism (p. 1670). This paper will discuss each dimension of culture and how they could effect employee motivation.
Diversification of the American workforce has changed the way managers interact with their employees. This diversification is due, in part to tighter labor markets, increased immigration, and women entering the workforce. Cultural factors, not present before, have caused managers to develop new methods of tasking, motivating, and educating these diverse employees. Essentially these new methods have been a change in interpersonal behavior, or the way a manager acts and re-acts to employees. This change in behavior was necessary to increase productivity and maintain a competitive edge in the marketplace.
We need to be aware of the diversity in the classroom. Cultural diversity includes: bi-racial, adoptive, immigrant, gay, and step-families. It is a large majority of the students today even in my generation. Focusing on making a balanced curriculum that exposes the students to all of these different backgrounds is very important. I know that it is likely that a teacher will not be able to cater to every student, but it is important to involve each of them. There is a large percentage of students that have dropped out due to the lack of having a connection with the curriculum. It is frustrating that we are lacking progress in our schools to help these children connect when studies show that each cultural group will soon be equal in numbers. We need to form a better