Impacts of the cultural variations to the social identification-Secure the Environment

The impacts of cultural variations on social identification and creating a secure environment are significant. In a multicultural environment, cultural diversity plays a crucial role in the effectiveness and efficiency of organizations. Understanding cultural differences is essential for flawless coordination and communication. Cultural changes can lead to responsive social identity.

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Impacts of the cultural variations to the social identification-Secure the Environment
Significantly
[Name of student]
[Name of the institution]

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Impacts of the cultural variations to the social identification-Secure the Environment
Significantly
Introduction
The multi-cultural environment is creating a massive impact all across since
globalization has been introduced. People interact, and work with different groups of people
that might be based upon the basis of morals, culture, ethics, nationality, race, and gender.
Cultural diversification is a strong measure that may lead to the fundamentals of any business,
or organization depending upon their cultural variations.
Background
Since globalization has taken place it has brought many modifications to ethics, and
social responsibility has been empowering organizations. Apart from work performance, the
management of cultural ethnicity is playing a major role in organizations. A strong
organization is not only dependable upon efficiency or productivity but the firmness in
cultural differences matters the most for an organization to be considered effective and
efficient both.

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Theoretical Framework
Culture and Social Identity
The model we extend takes the privilege of the dynamic and flexible conceptualization
culture. This proposes the social identity that the people are activating on continuous bases.
These people also become a part of the cultural knowledge network by making them engaged
in other activities. To make it more clear it is said that those who are interacting regularly,
Multicultural
ORGANIZATION A
Multicultural
ORGANIZATION
B
Cultural
Differences
Disputes
No Proper
Ethics
Manageme
nt
Least Co-
ordination
Proper
Cultural
Management
Implementing
Ethical
Management
Authenticity
Maximized
Co-
ordination
Least
Productivity
Outcomes
Maximum
Productivity
Outcomes

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taking part, and being involved in some activities with the people who they think share the
same source identification that is the reason of which due to the shared position in society.
This is how society, built and develops the fundamentals of cultural knowledge.
(Kwan et al., 2015), researched that the utmost developments have made the focus on the
process of the group realization, however in the group of people which communicate and
coordinate their shared information of the social world to make the group reach the agreement
is tend to take place with those who share the similar in-group identity. That takes place,
especially in group and out-group beliefs.
Research by Swaab and Galinsky (2015), also suggests that groups have the flexibility
to ignore the non-shared knowledge and to conduct discussions on the shared information,
reducing the chances of reaching optimal solutions. Kashima et al. (2015), emphasize that
culture has a very strong impact. The cultural variations are based on many aspects. Some
mainly include tightness-looseness, individualism-collectivism, and the complexity is related
to the relative chances that include private-public and collective domains that are sampled
within society for better developmental procedures.
Hence it is said that cultural variations have a very strong impact on social identity. A
cross-cultural environment having various people from multiple sets of groups tends to have
outcomes that might be in favor or might not. As far as cultures are concerned it is very much
necessary to understand the cultural differences to bridge the gap between the environments
and to have flawless coordination and communication. Management becomes a lot more
difficult when it comes to dealing with an environment having a diversified set of people
belonging to different sects of groups varying in demographics, social groups, and
geographical dispersion.
Another study conducted by. Kwan, Yap, and Chiu (2015) investigated the Koreans,
Russians, Japanese, and North Americans. Each of the groups demonstrated a different
behavior depending upon the degree of support when they are in contact with many other
relationships, which mainly comprise family, close friends, colleagues, and strangers. It was
reportedly suggested that the groups that showed the highest degree of collectivism with the
in-group did not seem to show a similar degree of collectivism for different groups. Hence the
studies demonstrate that a class of different sets of people belonging to the same tribe or same
group tends to seem more satisfied and energized, as compared to the sets of groups
belonging to other sets of people might end up with some difficulties, problems, and chaos.
Cultural changes become the reasons for responsive social identity.

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Cultural Theory with Self-Example
My colleague belonging to one of the villages in North America, in the other part of
the world are termed as black people. The group of people belonging to our culture finds it
difficult to get jobs in the corporate world. It is very easy to have a good job designation.
Being a villager he is a moderately educated person and having a black complexion does not
sound much good. Being the sole bread earner of his family he had to do a few short courses
to feed the family better and to fit the society. But the rural side of North America is not
very well developed hence, the natives have to go outside the territory to explore better
opportunities. A similar thing happened to him when he applied for multiple positions in
various companies he only had interview calls from 3 different companies offering middle
management level positions job openings. Which was very ordinary with a nominal salary
offering. It means that he has to struggle hard to strive for the position he has applied for.
He has been noticing many people taking their jobs and positions for granted but still
hired because they hold the same nationality. However, this never bothered him as he was
much devoted and focused on the jobs assigned for better promotions and bonuses offered by
the company to the employees. Facing a lot of racism due to being under-educated and black
color. People use to bully, make fun, take him for granted, and think of him as a very inferior
person and I even make him throw their garbage as he cannot take the risk to be fired from the
job.
It took several months for a salary increment and was offered a lower manager post
after a struggle of several months. The salary increment of very less in percentage as
compared to others. There were no norms for the upper managers neither did they have to
abide by any rules and regulations. All the strictness applies to the middle level and lower
managers. Still, he has a long way to go. After gaining 5 years of experience now he can
finally say he had a good job with all the perks related to daily life luxuries. The problem
remains unresolved as the majority wins when it comes up to anything. Having a renowned
job is very difficult these days and one cannot afford the disputes on regular basis.
If I were to face anyone like me who is going through what I had to I will be tacking it
very wisely, by keeping myself calm and patient. Showing distance to those who dislike me
and having a smile on my face every time so that people think of me as a gentle, kind, and
easy-going person. Talk to everyone kindly, and gently so that people think that I am a very
jolly person. You win the game when you can win hearts.

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Conclusion
Multi-cultural is not that easy to cope with but determination and self-motivation can
make you pass through any time successfully. The social identity of every individual is very
important as it becomes the recognition of a person. Cultural differences might cause a bit of
hindrance, but if everyone fulfills the ethical responsibility they make it easier for others and
the environment becomes easy and smooth for all.

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References
Barth, F., 2010. Introduction to ethnic groups and boundaries: The social organization of
cultural difference. Selected Studies in International Migration and Immigrant
Incorporation, 1, p.407.
Hogg, M.A., and Terry, D.J., 2014. Social identity processes in organizational contexts.
Psychology Press.
Hogg, M.A., 2016. Social identity theory. In Understanding peace and conflict through social
identity theory (pp. 3-17). Springer, Cham.
Smith, P.B., Fischer, R., Vignoles, V.L. and Bond, M.H., 2013. Understanding social
psychology across cultures: Engaging with others in a changing world. Sage.
Tajfel, H. ed., 2010. Social identity and intergroup relations (Vol. 7). Cambridge University
Press.