Managing Cultural Diversity Case Study

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Managing Cultural Diversity
It is a need to recognize the differences in a global multicultural environment and learn to use them to one’s advantage, rather than either attempting to ignore differences or simply allowing differences to cause problems. Manager should learn to have basic respect towards the diversified workforce to maximize contribution.

Strategies for managing cultural differences
Every organization takes a different approach to understand and identify the cultural difference to manage them and that serves as a strategy. Adler (1997) has identified the three strategies for managing cultural differences.
(i) Ignore cultural differences
(ii) Minimize cultural differences.
(iii) Manage cultural differences.

i.Ignore differences:
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Preston and Armstrong (1991) described the synergistic process as one that allows a new culture to develop utilizing the “…best elements of individuals and their cultures” . Thus, one benefit of cultural diversity is the creation of distinctive organizational cultures featuring the key components of those comprising it. It appears that creative problem solving is also an important benefit of cultural diversity in organizations. According to proponents of the synergic approach, problem solving is enhanced when “organizations reflect the aspects of all members’ cultures in their strategy, structure, and process without violating the norms of a single culture” (Alder & Gundersen, 2008, p. 110). Thus, the cultural synergy model will become the norm rather than the exception if organizations are to prosper.

Cross-cultural Training
Cross-cultural training stresses on training employees about other cultures and sensitizingthem to the discrimination and biases diverse employees feel (Farren and Nelson, 1999). Cross-cultural training aims at helping employees live and work comfortably in another culture. Organizations can use two approaches of training that can play a big role in managing
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Implications for HR Managers
The focus of the workforce diversity issue has changed from equal employment opportunity to effectively managing workforce diversity as an organizational imperative (Torres and Bruxelles,1992). As the globalization is increasing, the workforce from different culture are going to form important aspect. Those recognize the globalization of labor as a positive trend and facilitate the flow of workforce will benefit most (Johnston, 1991). This particular thing has to be kept in mind.

To be successful in such type of new environment, managers must learn to value and respect cultural styles and ways of behaving those differ from our styles. They should be able to relate the cultural diversified workforce to the growth of organization. Managing workforce diversity should be considered an opportunity to venture into new markets. By valuing and managing diverse workforce, it is possible to enhance creativity, flexibility, and rapid response to change. Managers, to utilize the potential of diverse workforce, must look through in every business function like recruitment, selection, placement, development, succession planning, performance appraisal and

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