Managing Culture Differences

This report discusses the importance of managing culture differences in an organization. It highlights the benefits of diversity and inclusion and provides case studies of companies that have successfully embraced diversity. The report emphasizes that focusing on only one form of diversity is not enough.

Managing culture
differences

Table of Contents
TOPIC – “Diversity matters but concentrating on only one form of diversity isn’t enough.”........1
INTRODUCTION...........................................................................................................................1
THE CONTEXT .............................................................................................................................1
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................2

TOPIC – “Diversity matters but concentrating on only one form of diversity
isn’t enough.”
INTRODUCTION
Diversity encompasses of all those differences which make individual unique. It include
several factors within it but not limited to race, language, colour, ethnicity, nationality, religion,
gender, socio-economic status, age, physical & mental disability and many more (Dao, 2019). In
addition to this, diversity also defines as relationship with work cultures as well as environment.
Moreover, it is important for an organisation to have divers staff members so that there positive
image build within business environment as they are not doing discrimination on the basis of
several factors. This report will going to discuss that diversity matters a lot but concentration on
only one form of diversity is not enough.
THE CONTEXT
Diversity and inclusive practice includes the gender, religious, race, sex and linguistic
differences, socio economic status and many more aspects (Yeo,McKee and Trent, 2018). In the
words of Sophia Lee, Workplace diversity is very much important for an organizational that
helps to internationally employs by comprised of individuals varied at education, race and other
attributes (Diversity in the workplace – benefits and challenges, 2019). in an organization
diversity matters a lot as it bring new perspective, culture and leads various kinds of benefits
such as problem solving and enhance level of productivity in the organization. With the help of
diversity at the workplace an organization can be able to bring innovation from the homogeneous
group of individuals, opportunities or chances that are very much important from thought
patterns to gain life experiences (Dao,2019). Diversity and inclusion go hand in hand, in an
organization management create a work environment where are employees represent various
cultures, backgrounds and various way of thinking.
In the words of Laura Sherbin and Ripa Rashid, Leaders always understand and
recognized value of diversity of women, people of color and so on individuals that enables in
creating the competitive edge in terms of selling the products and services till the diverse end
users (Diversity Doesn’t Stick Without Inclusion, 2019). If an organization only focus on the one
core of culture and diversity they lack behind in occupying crucial opportunities such as
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selection of potential workforce, accessibility to end users and many more aspect (Pitesa and
Pillutla, 2019).
To gain important understanding regarding the subject matter it is very much crucial to
apply theories and practices that are Diversity management that coordinate and communicate
properly within the organization to gain potential outcomes (The management of workplace
diversity, 2019). The practitioner/ consultant approach of diversity management which focus on
the various aspects that makes the workplace more diverse in increase productivity in positive
manner. Ditz and Peterson argued that focus on only one culture and diversity affects negatively
on employees as well as organizational potential outcomes. Respective approach of workplace
diversity helps to manage diversity that enables to employers to better understand their needs in
regards of diverse customer base. Diversity at workplace can even improve the productivity and
retention rate of employees, enhance level of creativity and innovation by mitigating cost to
remain always competitive in business environment (Ross and Playdon, 2017).
In the words of Lauren Levine, In an organization diverse workforce plays very crucial
role by focusing on different factors, a Conscientious hiring manager always focus on diversity
and inclusion to create best team and yield positive outcomes, gain innovative energy and serve
them in effective manner (Why Focusing On Diversity and Inclusion Is Your Best Move, 2019).
For an organization not only focusing on one form of diversity is not enough as it is clear that
building diversity and inclusion in organization offers businesses kinds of perks and benefits that
are beyond from job satisfaction and increased economic opportunities (Yan and Zhao ,2016).
But unfortunately, event the well intentioned manager create a cookie cutter environment by not
understanding the importance of diversity-in-the-workplace that create the personal biases as
they are not fully aware they possess.
Diverse organisation is able to perform their activities in better manner (Yeldis And et.al.,
2018). Business firm can increase diversity by improving their hiring & recruitment process as
well as there are some interesting insights on the benefits of embracing diversity (10 Companies
Around the World That Are Embracing Diversity in a BIG Way, 2019). Explanation of these are
as follows :-
 Most of the study surrounded with diversity within workplace has founded that for every
1% increase in gender diversity as well as revenue of an association enhance by 3%.
 Higher levels of ethnic diversity increase revenue by whopping 15%.
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 According to glassdoor, 67% of active as well as passive job seekers says that when
evaluating organisation and job offers, it is essential to them that the business firm have
diverse workforce.
For instance, Sodexo is organisation of industry which offer quality of life services as
well as according to the data of 2017 they have approx. 4,20,000 staff members at worldwide
level. Within this organisation gender and generation are part of diverse hiring strategy at
respective corporation. It has been stated by them that gender balance is our business as well as
their mission is to make everyone else's business too. Within Sodexo 40% staff is women which
get rise by 17% in last some years. In addition to this, 43% of the members on the board of
directors are female and the company runs 14 Gender Balance Networks at global level. They
want there 40% of workforce will be women by 2025.
Johnson & Johnson is also best example of diverse workforce and this company is part of
medical devices, pharmaceutical and consumer packaged goods (Espin, 2018). They have more
than 127,000 staff members at worldwide level as well as respective organisation has pumped
lots of resources by making sure that staff members help to create an inclusive environment. J&J
have global diversity and inclusion vision i.e., to maximise the global power of diversity as well
as inclusion to drive superior business results and sustainable competitive advantages.
Coca-Cola is also an example of diversity and it is part of beverage industry which have
more than 123,200 staff members at worldwide level. In 2017, new parental benefit policy has
been implemented which says that 6 weeks paid leave will be extended to all new mothers as
well as mother. The move was championed by ‘Coca-Cola Millennial Voices’, in this group of
young staff tasked with ensuring that there is healthy level of personnel retention in millennial
consumers as well as staff members.
Marriott International is part of hospitality industry and have more than 200,000 staff
members at worldwide level (Malik, 2015). Respective company has extended their commitment
for creating an inclusive guest experience for their staff members around the globe. Women who
owned business enterprises make up approx. 10% of Marriott supply chain as well as they vow
to have 1500 open hotels which owned by females and diverse partners by 2020. thus, they
receive best place to work for Equality accolade when by them perfect scores on HRC’s 2016
Corporate Equality Index has earned. Along with this, a widely recognised benchmark for
diversity as well as inclusion.
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Disney is part of mass media entertainment which have more than 180,000 staff
members. Respective organisation is world happiest place on earth as well as it is also one of the
most diverse work place. In addition to this, along with setting up global workplace and women;s
initiative program (GWWI), this focus on expanding opportunities for female. Along with this,
respective organisation also successfully accomplish more promotions for Latinos than 75.6% of
rest of the business firm which made it onto the Diversity to 50 list. Above mention are the best
example which offer divers working environment as well as staff member. For instance, It is
necessary for an organisation to hire staff members from different culture because everyone have
different mind set as well as come with some innovation within market area. In simple term, it
can be said that people from diverse culture have positive impact on working of organisation. As
it impact on performance of company by increasing productivity. In addition to this, people come
from different areas have own mind which result in coming up with innovative idea in company.
According to the view point of Gino.F, 2019 it has been identified that organisational
behaviour and human decision process both are interrelated with each other as well as have wide
impact on working of company. Although for behaviour management there is requirement to
implement theory of planned behaviour as its intention is to perform behaviour of different type
can be predicted with high accuracy towards behaviour, subject norms as well as perceived
behavioural control (Organizational Behavior and Human Decision Processes, 2019). Thus,
social learning theory will be suitable for company as it will provide assistance in maintaining
organisational behaviour as well human decision process.
CONCLUSION
From above discussion it has been summarised that, diversity includes several terms within
it such as to race, language, colour, ethnicity, nationality, religion, gender, , socio-economic
status, age, physical & mental disability and many more. It is important for an association to hire
diverse workforce because only one type of diversification is not enough for them. In simple
term it can be said that by hiring diverse staff member an organisation will able to enhance their
revenue as well as result in growth and development of business.
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REFERENCES
Books and Journal
Dao, N.T.B., 2019. A Perception into Food Image and Revisit Intention for Local Cuisine from
Foreign Tourist Perspective–The Case of Ho Chi Minh City–Vietnam. European Journal
of Business and Management Research, 4(2).
Yeldis, C. F. And et.al., 2018, December. Learning medical English. In EdumedHolguín2018.
Espin, O., 2018. Latina realities: Essays on healing, migration, and sexuality. Routledge.
Malik, K., 2015. The failure of multiculturalism: Community versus society in Europe. Foreign
Aff., 94, p.21.
Dao, N.T.B., 2019. A Perception into Food Image and Revisit Intention for Local Cuisine from
Foreign Tourist Perspective–The Case of Ho Chi Minh City–Vietnam. European Journal
of Business and Management Research, 4(2).
Ross, K. and Playdon, P., 2017. Black marks: minority ethnic audiences and media. Routledge.
Yan, W. and Zhao, W., 2016, February. Application Value of Iodixanol in Detecting Aortic
Dissection of Elderly Patients in Low Dose Scanning Scheme by Idose. In International
Conference on Electronics, Mechanics, Culture and Medicine. Atlantis Press.
Pitesa, M. and Pillutla, M. M., 2019. Socioeconomic mobility and talent utilization of workers
from poorer backgrounds: the overlooked importance of within-organization dynamics.
Academy of Management Annals. 13(2), pp.737-769.
Yeo, H. T., McKee, M. and Trent, W., 2018. EYES theory: A proposed racialization and
developmental identity model for understanding concepts of race for international
students of color studying in US higher education institutions. In Perspectives on
Diverse Student Identities in Higher Education: International Perspectives on Equity
and Inclusion(pp. 95-112). Emerald Publishing Limited.
Online
10 Companies Around the World That Are Embracing Diversity in a BIG Way, 2019.
[Online].Available through<https://www.socialtalent.com/blog/recruitment/10-
companies-around-the-world-that-are-embracing-diversity>
Diversity in the workplace – benefits and challenges, 2019. [Online]. Available through.
<https://www.cultureamp.com/blog/diversity-in-the-workplace-benefits-and-
challenges/>.
Diversity Doesn’t Stick Without Inclusion, 2019. [Online]. Available through.
<https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion>.
The management of workplace diversity, 2019. [Online]. Available through.
<https://brownkutschenkovargo.weebly.com/theories-of-managing-diversity.html>.
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Why Focusing On Diversity and Inclusion Is Your Best Move, 2019. [Online]. Available through.
<https://hr.sparkhire.com/talent-acquisition-2/focusing-diversity-inclusion-best-move/>.
Organizational Behavior and Human Decision Processes, 2019.[Online].Available
through<https://www.journals.elsevier.com/organizational-behavior-and-human-
decision-processes>
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