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Globalization in organizations
Globalization in organizations
Globalization in organizations
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The only thing we all have in common, is that we are different. GLobalisation has been sweeping the world since the early 1990s. The rise of technology has allowed us to connect with people all over the world. In leaps and bounds, technology has brought everyone on earth closer, creating a global village, where you can speak to someone through a computer, instantaneously, as if you were face to face with them. Populations have begun to diversify, as travel is easier and many people are branching our of their home nation. The effect of globalisation has no bounds, it has changed how we live, and it has definitely changed the way we operate in organisations. Toda y’s workplace has become increasingly diverse in terms of gender, age, culture, and
ethnicity. Many organisations are utilizing technology to create a 24 hour work force, and are opening up an unlimited mount of human capital through international recruitment. Diversity has become a very important issues to management in organisations, as it can work very well, or it can fail. Diversity management, sometimes referred to as affirmative action is becoming more and more important, in its benefits to organisations.
There are many ways to recruit and retain diverse employees. Through many practises, organisations are enhancing their self image from the inside out. The reasons for recruiting diverse employees are many, what will be focused on is the the benefits of a more diverse team. Creativity and higher productivity are just some of the benefits attributed to more diverse teams. The reasons why are many, the methods are just as many. Culture sensitive and focused recruitment programs are just one of the strategies used by organisations. Mirroring the organisati...
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...iversity will result in communication problems, the potential for increased organizational conflict, and a high degree of value incongruence among members of the organisations (Hopkins 1994). Training programs that are most effective are those that are designed improve interpersonal skills of members of the organisation as well as managers. Moreover, training initiatives that assist employees in understanding and valuing cultural differences also prove quite popular in organisations. This is crucial for success in a diverse organisation, as understanding and appreciating cultural differences enhances the benefits of diversity. Programs aimed at incorporating diversity into corporate culture and the other programs discussed are very beneficial at ensuring diversity is well managed in the organisation and that that diversity is retained. (enhancing the organisation)
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.
Workforce diversity refers to the existence of individuals with different cultural, economic and social backgrounds within an organization (Claretha, 2014). In the modern world, there is increased level of diversity in the workforce due to increased level of awareness and socioeconomic interactions among people. Therefore, organizations have become multicultural places which require effective communication to ensure organizational success. That is, in the modern global community, the workplaces in various organizations have become more culturally diverse (Claretha, 2014). This has had serious impact on the personal and professional relationships among employees depending on the communication model that is established in an organization. In addition, due to the increased level of competitiveness in the business environment, organizations have been forced to establish suitable framework to effectively manage human diversity. This paper will analyze the concept of workforce diversity and organizational communication and determine its benefits and possible disadvantages in relation to business success.
America’s workforce is continuously changing. Businesses today hire and retain culturally diverse employees to compete in the globalize market. Companies are developing ways to tap into and capitalize upon the talents of their workforces. They are discovering how to value the diversity of their workforces and the potential that diversity brings in flexibility, ingenuity and problem solving are helping them achieve their goals.
A diverse workforce more closely reflects the global marketplace that the organization competes in. With the growing number of Asian, Hispanic and other minority populations, it makes sense for companies to promote and strive for diversity in the workplace. By doing this, businesses create the very conditions needed to produce more creative outcomes to the problems and challenges they will be faced with.
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
The majority of the global economy workforce today is very diverse that include people from multiple nationalities and different backgrounds. In order for businesses to stay competitive in the market, they need to adapt to those changes so their company can continue to grow, prosper and attain success.
With the proliferation of the internet international Business transactions are more common today than ever. Globalization is now a key factor when creating a business strategy for most companies whether they are small family own businesses or huge corporations. Globalization however does not just involve selling a product in other countries. There are legal and cultural concerns that must be addressed. The legal aspects are fairly simple because in most places the laws are spelled out. It's the local customs, and regional way of doing things that can be tricky. Research on globalization has shown that it is not an omnipotent, unidirectional force leveling everything in its path. Because a global culture does not exist, any search for it would be futile. It is more fruitful to instead focus on particular aspects of life that are indeed affected by the globalizing process. (1). In this new economy, as it has been in the past, it will be the people not the machines who will determine a company's success. Having an effective Human Resource Management team that effectively analyze your company's current and future personnel needs is key in any business organization.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
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.
One way to work on diversity within organizations is diversity training. According to Risberg et al. (2012) training initiatives are meant to create awareness, where the apprentices are introduced to different values, behaviors and norms in order to foster interaction with people from different backgrounds and create a certain level of tolerance. The trainings are also aimed to create skills for a diverse work environment, where the participants are prepared to face and handle diversity on a daily basis at their work places (Risberg, Beauregard, & Sander, 2012). However, the impacts of the trainings in the individuals are difficult to measure and control, since the knowledge learned is difficult to place in everyday work life.
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
Therefore, it is imperative for employers to put in place a deliberate training program that explains in detail the benefits and positive outcomes of a diverse climate in the workplace. Employers must communicate the effects of diversity in the workplace to ensure that the employees understand and embrace the climate. The most common practice to unleash diversity is through continuous training and mentoring. A continuous learning environment promotes understanding, improvement, and develops interpersonal skills. Employees must understand that diversity is an organizational attribute and not just a policy. When that understanding is achieved, the organization’s workforce is united and has a better chance of success in their mission. Therefore, organizations must adopt a diversity management practice that retains talent, improves satisfaction, and augment the organization’s
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as: