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Evolving Role of Cultural Diversity at Workplace

   

Added on  2020-01-07

70 Pages21263 Words284 Views
CULTURAL DIVERSITYi

ABSTRACTCultural diversity competency aids the business entity to comprehend, communicate and effectively interact with people across cultures. This also gives another opportunity to comprehend the value of cultural beliefs and schedules. A business entity that manages cultural diversity enjoys many benefits such as better business performance and productivity from employees. It also develops creative and innovative thinking among staff and along with that it also improves staff health and well being aspects. Diversity is not a liberal ideological movement; rather it is a reality in today's business environment.Having various cultural values offer insightful alternatives to manage work processes; hence this develops proper interaction among all the employees. In a business entity, it is essential to have knowledge of many languages so that customer's complaints and issues can be solved. This is also essential in terms of making the employees competent from diversified aspects. Summing up the entire study, it can be said that cultural aspects are given importance at workplace for the purpose of enhancing service efficacy and also for retaining the potential clients towards business services. Cultural diversity is essential for the business entity since that aids in encouraging motivational level of employees for greater productivity. Further, with the help of cultural diversity, organizational teams get successful opportunities to develop better interaction among the teams. Articulating the views of author, it can be said that cultural diversity aids the organization to retain the employees by involving them in organizational matters. In business terms, most of the employees view diversity as a good thing because it gives people the chance to experience differentthings outside of what they are normally accustomed to. Diverse organizations ii

encourage and harness these differences to make their services relevant and approachable. iii

Table of ContentsChapter – 1 Introduction........................................................................................................11.1 Overview of cultural diversity...................................................................................11.2 Rationale of the study..............................................................................................41.3 Research Aim and Objectives.................................................................................61.4 Research Questions................................................................................................61.5 Framework and analysis.........................................................................................71.6 Chapter structure.....................................................................................................8CHAPTER – 2 LITERATURE REVIEW................................................................................112.1Introduction.............................................................................................................112.2 Importance of cultural diversity at workplace........................................................122.3 Ways through which cultural diversity can be managed.......................................152.4 Role of cultural diversity on organizational performance and productivity.....................................................................................................................................16CHAPTER – 3 RESEARCH METHODOLOGY...................................................................253.1 Introduction............................................................................................................253.2 Research approach...............................................................................................253.3 Research philosophy.............................................................................................263.4 Data Collection......................................................................................................273.5 Data analysis.........................................................................................................283.6 Sampling................................................................................................................303.7 Ethical consideration.............................................................................................303.8 Research limitations..............................................................................................313.9 Scope for future.....................................................................................................32CHAPTER 4 DATA ANALYSIS.............................................................................................334.1 Introduction............................................................................................................334.2 Analysis..................................................................................................................334.3 Conclusion.............................................................................................................43CHAPTER 5 CONCLUSION AND RECOMMENDATIONS.................................................445.1 Conclusion.............................................................................................................44REFLECTIVE STATEMENT.................................................................................................51References...........................................................................................................................53iv

TOPIC : HOWCULTURALDIVERSITYCANBEMANAGEDATMULTINATIONALCORPORATIONSv

Chapter – 1 Introduction1.1 Overview of cultural diversityCultural diversity is a group of diverse individuals from different cultures or societies and usually it considers language, race, religion, age and ethnicity. Companies have started embracing corporate diversity in the early 2000s and this happened due to many trends in demographics and changing workforce aspects. Today's workforce is made up of a very diverse population of individual from every part of the world which creates dynamic multiracial and multicultural organizations (UNDERSTANDINGTHE EVOLVING ROLE OF CULTURAL DIVERSITY IN THE WORKPLACE, 2014). Such diversity brings with it many differences in skills, abilities and experience and as aresult, aids the business entities to deliver diversified services to the clients. Different culture embraces different perspectives on important workplace issues such as time management, respect for authority, teamwork and responsibility. Cultural diversity competency aids the business entity to comprehend, communicate and effectively interact with people across cultures. This also gives another opportunity to comprehend the value of cultural beliefs and schedules. A business entity that manages cultural diversity enjoys many benefits such as better business performance and productivity from employees. It also develops creative and innovative thinking among staff and along with that it also improves staff health and well being aspects. Diversity is not a liberal ideological movement; rather it is a reality in today's business environment (Saji, 2004). Diversity is required to be managedin adequate way; however when ignored and mismanaged, it brings challenges and obstacles which can hinder organization's ability to succeed. With the help of diversity management, individual differences can be recognized and the concept means to comprehend that each and every individual working with the organization is unique; 1

hence proper recognition should be there regarding individual differences in cultural values (Lockwood and Medlik, 2001). Diversity is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity of each individual. It is supposed to represent a break from equality concept likewise equal opportunity and affirmative action. From the viewpoints of many authors, diversity management is considered as a historically situated concept which appreciates avenues for all the talents. Looking towards the contemporary scenario, diversity management is becoming more common in overall strategy of many successful companies today; however if diversity is not managed, then the business may experience dysfunctional turnover (Richard, 2000). Further, the issues related to legal facets could generate lack of diversity management. By having knowledge about different cultural values and beliefs assists organizations to differentiate the business with competitors from various grounds. Diversity is defined as the differences among people and the primary dimensions include changes in ethical, social and cultural norms. There are numerous ways through which diversity can be managed such as emphasizing on recruiting all types of socially cultured people who have the ability to meet diverse needs of clients. A cultural diverse workforce has long been an important reliance for hospitality industry because that probably enhances customer base (Managing Diversity in the Workplace,2000). Line managers who supervise multicultural background workers generally experiences challenges related to diversity management. There should be suitable team management in cultural diversification because that aids in enhancing productivity level of organization. Culture is considered as the most influencing aspect through which employees and customers of the organization can be satisfied from diverse perspectives (UNDERSTANDINGTHE 2

EVOLVING ROLE OF CULTURAL DIVERSITY IN THE WORKPLACE, 2014). Diversity benefits are leveraged successfully when an initiative is looked on to cultural values and cultural change intervention. With the growth of globalization, many corporations have realized that they are merely not competing for domestic market but also for global market (Managing cultural diversity, 2015). Due to rapid growth in globalization, the labor structure has been changed; hence this has given importance to cultural diversity management. Thus, from the discussion, it is clear that diversity management is vital from global point of view. In the present scenario, concern towards cultural values and norms have been increasing because it aids multinational organizations to retain talented workforce in theorganization and through this, efficacy in service provision can be enhanced. Culture is the sum total of beliefs, rules and artifacts which categorize human population and it is also the collective programming of managing organizational environment (Richard, 2000). Different cultural background influence employees and organizations differently and in the competitive market, changes are vital to meet and match the expectations of the customers. Organizations have been working in global culture due to growing complexity, enormous work pressure and increasing ambiguity. This also inspires the human resources from various regions to work.The value of diversity has been increasing due to the realization of the importance of diversity and the growing necessity for racial diversity. From the researchwork of many authors. It has been identified that different multinational corporations explore their diversity issues and take competitive strategies for greater advantage (Advantages and Disadvantages of Workplace Diversity,2015). It is an apparent fact that employees from diverse background bring individuals together for organizational work processes and this also aids in spreading more diversity at workplace. 3

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