A Detailed Examination: Impact of Diverse Culture on Global Workforce

This report investigates the impact of diverse culture on the global workforce, exploring its benefits, importance, and challenges. The study reviews existing literature to understand the advantages of a diverse workforce, including enhanced creativity, innovation, and decision-making. It highlights the importance of cultural diversity in attracting talent, improving brand reputation, and fostering a positive organizational culture. The report also examines methods for managing cultural diversity, addressing potential problems, and fostering an inclusive workplace. The findings underscore the value of diverse perspectives in problem-solving and the creation of a global impact. The conclusion provides recommendations for organizations seeking to leverage cultural diversity for improved performance and global reach.

Examining the impact of
diverse culture on global
workplace

Table of contents
ABSTRACT....................................................................................................................................2
INTRODUCTION...........................................................................................................................2
Background..................................................................................................................................2
Rationale......................................................................................................................................3
Aim..............................................................................................................................................3
Objective......................................................................................................................................3
LITERATURE REVIEW................................................................................................................3
METHODOLOGY........................................................................................................................11
Findings.........................................................................................................................................14
DISCUSSION................................................................................................................................16
CONCLUSIONS & RECOMMENDATIONS..............................................................................18
REFERENCES..............................................................................................................................20
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Topic: Examining the impact of diverse culture on global workforce
ABSTRACT
In the present report research has been done on the impact of diverse culture on global
workforce. The report has also provided the details about the research methods which has been
used to conduct the study. It has also discussed the various benefits and importance of the
diverse work force in the organisation.
INTRODUCTION
Cultural diversity in the workplace is a result of practices, values, traditions, or beliefs of
employees based on race, age, ethnicity, religion, or gender (Al Ariss, and Guo, 2016).
Employers must be seen to be celebrating their employees' diversity to avoid workplace issues,
like awkwardness and hostility. The main reason of having diverse workforce is to increase the
productivity as well as managerial efficiency of the organisation. It has also been analysed that
diverse workforce can assist in bringing out more innovative and creative products and services
which is really necessary for organisations growth. Diverse workforce aids the organisation by
providing a several view within a single room that are come from collective people and are
unique as unique people provides the unique ideas, cultures, different background, in addition to
this diverse people have unique and diverse perspectives that aids the firms in providing the
various solution for a single problem. Also diverse people represents all over the world and
connects people around the world. Economic globalisation is considering as one of the major
driving force regarding cultural diversity within the firm. If talking about the modern workforce
they are made up of individuals of several ages, gender religions, nationality and ethnicity.
Managers also realised that diversity also gives both intangible and materials benefits. To reap
the advantages of the cultural diversity within organisation, managers needs to interacting their
commitment to address several challenges of the diverse workforce.
Background
Diverse culture work force in global organisations is really important as it assists the firm
in making the employees working in the firm more productive. This work force also assists in
bringing out the most innovative and creative ideas as so many different minds from different
culture are been working together. It is really necessary for global firms to have culturally
different employees so that their morale can also be boost and they can become more productive.
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Rationale
The reason of conducting this study is to know about the importance of diverse workforce
in the global organisation (Brunow and Nijkamp, 2018). It has also been analysed that diverse
workforce can assist the organisation in achieving their set targets as well as mission. It has also
been analysed that people from different culture can help the firm in increasing their productivity
as well as managerial efficiency.
Aim
“To examine the impact of diverse culture on global workforce”
Objective
 To evaluate the benefits of diverse workforce in the organisation.
 To analyse the importance of diverse culture in global workforce
 To assess ways of reducing problems between diverse workforce in global organisation.
 To evaluate the ways of managing cultural diversity at workplace.
Research questions
 What are benefits of diverse workforce in the organisation?
 What is importance of diverse culture in global workforce?
 What are ways of reducing problems between diverse workforce in global organisation?
 What are ways of managing cultural diversity at workplace?
LITERATURE REVIEW
Benefits of diverse workforce in the organisation
As said by (Nimmo, and Pym, 2019), diversity at the workplace leads to enhance creativity
as employees with various backgrounds tends to have several perspectives as well as experiences
as a variety of exposures leads to a higher forms of creativity. As it is said that more minds,
merrier for an organization as different human has unique abilities, techniques and skills to
conquer things and achieve goals. When a company has unique mind-set they are always at the
positive side in running the business. As people from different background are more likely to get
a new ideas, fresh ideas that leads it increase creativity as well as benefits the firm. Creativity not
only helps in mere present stage but it will run for a long period and in years to come. Different
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mindset brings healthy competition as well that will always help the business to grow further and
achieve a remarkable position in the market. Diverse workforce within the workplace also leads
to higher innovation rate as diverse workforce staff member have a multiple perspective as they
can combine as well as come together that can open several doors of innovation. Innovation is
the best key to grow the business and make a positive impact in the market. It is also noticed that
firms that have higher workplace diversity also leads to problem solve at very fast rate. Workers
from diverse background also have several experiences as well as views that’s why they are
capable of bringing varied solution on the table and managers have various views to solve a
problem and thus can chose a best solution for the problem.
According to (Hanesworth, 2016) diverse workforce also widely impacts the reputation of
the firm. If the workforce has various people who are different from each other from many
perspectives it creates exciting people, new images as well as inclusive environment. All of them
collaboratively shows an excellent reputation of the firm. It also adds new consumers, increase
brand value, partners as well as aids company ventures within new markets. As discusses above
diverse people aids the firms to becomes more innovative as if a firm have homogenous group of
individuals chances are that from each and everything from their thoughts to the problem solving
everything sounds to be similar.
As per the view (Sarvaiya. and Eweje, 2017) diverse workforce also leads to the better
decision making process as per the researcher diversity aids for the better decision making
process as the employees with different background have several perspectives that come together
with more solutions that also leads to the more informed as well as improved type of the decision
making process as well as outcomes. Firms that have the diverse workforce also makes better
decisions at faster rate that provides them a kind of the serious advantage over their rivalries. In
these competitive times an organisation needs to be prepared for every worse possibility and
gaining every bit of benefit is a plus point. As an outcome, firms with diversity within
workforce also achieves better business outcomes as well as reap for more profit. Also
Workforce diversity also provides better hiring outcomes. Diversity in firms also boosts firm’s
employer brand as well as presents a firm as a better place to work. It is also providing an
especially benefit asset for attracting from diverse workforce.
According to (Hanesworth, 2016) diverse workforce also widely impacts the reputation of
the firm. If the workforce has various people who are different from each other from many
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perspectives it creates exciting people, new images as well as inclusive environment. All of them
collabaritvely shows an excellent reputation of the firm. It also adds new consumers, increase
brand value, partners as well as aids company ventures within new markets. As discusses above
diverse people aids the firms to becomes more innovative as if a firm have homogenous group of
individuals chances are that from each and everything from their thoughts to the problem solving
everything sounds to be similar.
In the view of (Sarvaiya. and Eweje, 2017) diversified work force play vital role in creating
positive organisational culture. it is because in them there are people who belong to different
caste, creed, religion, etc and follow various ethics and values. Moreover, they work together in
attaining of goals and objectives. Besides that they respect each other values and ethics which
leads to having interaction among each other. Furthermore, when there is positive culture
developed it results in improving skills of staff as well. Alongside, there is effective
communication as well between them that helps in team building, effective and efficient
workforce. Thus, people share their feelings with one another and in this way they build strong
relationship and help them in coordinating, understanding and maintaining a balance at
workplace. Similarly, they got to know about their religious ethics, practices etc and respect each
other. Moreover, diversity enables in creating positive culture which encourage them to interact
with others. This allows in working with each other peacefully. Besides this, it increases their
efficiency and effectiveness as they are able to work with more efforts. They will be able to share
and communicate with each other, work in team that builds relations and help in getting the
solution coordinately. There are change to be done in it whenever management feels so and it is
as per needs of organization. Workplace also boosts creativity as employ who belongs from
similar cultures, socioeconomic circumstances and perspectives. Than a firm limiting creativity
as well as innovation. In opposite to that staff members from diverse backgrounds will provide
diverse outcomes to accomplish a common objective. People who are working within diverse
workplaces are more creative as compare to others because they can collaboratively be working
with them exchanging ideas and opinions and also learn from each other daily new things which
are beneficial for both I.e for firm and their own. Diverse culture also improves the
communication skills as people are more interacting with each other exchange new ideas and
unique ideas and makes this collaboration better and when at the time of the requirements they
easily speak up about ideas which they are already developing within their minds.
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According to (Ozturk. and Tatli, 2016) when there is diversified work force within organisation
it leads to putting in variety of ideas and suggestions. This is because each employee is having
varied skill set and possesses knowledge and helps business to nurture. Also they are having a
different approach as well of doing things and analysing it. Different approaches helps business
to easily solve varied problems. In addition, their perspective differ from one another. So, in case
any issue arise it can be easily solved. This gives insight to various other things as well.
furthermore, diversity increases creativity at work place. The different ideas and minds bring in
new ways and methods of performing tasks. Moreover, new plans and strategies are developed
and applied. the method and process of operations is changed and there exist variety of options to
be implemented in order to attain goals. However, working in new way and method led to
accomplishing goals in effective way. Apart from it, another benefit of diversity is that it
increases productivity of employees as well. it is because creativity and productivity are inter
related to each other. So, when creativity is enhanced it automatically results in increasing
productivity. So, having a diversified work force enables in more brain storming. The
combination of varied skills and knowledge result in getting a better and effective solution.
Alongside, in view of (Ozturk. and Tatli, 2016) diversity led to gaining competitive advantage
as well. as it improves brand image because firm hire all types of people and it reflect that how
well community respect is done. therefore, it leads to create a global impact as well. the staff
possessing varied skills, abilities, etc. works effectively with each other. Moreover, with help of
diversity there is chance for business to create positive brand reputation in global market.
Diverse workforce also provides a variety of world views into one room as well as come together
with better ideas as staff members who comes from different background, different cultures,
different nationalities as well as different perspectives come together as each and every one
employees shares a different approach to the work and if the problem arises to the firm than
solve it from different perspectives. Also diversity also connects an organisation from all around
the world.
Importance of diverse culture in global workforce
According to Wan and Dai, 2019 Having diverse employees within workplace leads to
enhances the bottom line as well as aids in staying within right side of law. Firms that have clear
diversity as well as inclusion policy benefit from more productive and happier workers as well as
have a great reputation. Diversity take along competitiveness and unique concepts. Also diverse
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workforce enhances morale as well as creates effectiveness and efficiency. Diversity within
workplace is also important for staff members as it manifests itself within building a great
reputation for the firm, leads to enhance opportunities and profitability for employee. Workplace
diversity is also vital with firms, as firms also knows for ethics, appreciation, fair employment
for diverse talent that can be better capable to attract a wide pool of qualified employees. Diverse
workforce offers more exposures to the staff members from several backgrounds and cultures.
Here diverse workforce creates multi generated work environments that leads to profits to the
firms also. Profits that come in the form of name of the business, work and money; that leads to
higher and higher growth of an organisation.
As elucidate by (Willey, 2018) at global level diverse culture is having crucial role in it. as
organisation needs to operate in various nation thus they have to ensure that people from
different culture, back ground, caste, etc are hired and given job. Furthermore, diversity will
have led to bring change in culture as well. when people from different back ground
communicate it leads to change in opinions, views etc. they are able to find out new ways to
work and apply knowledge in doing tasks. So, this results in other staff to get engage in it and
have great bonds. Enjoy each other’s culture, religion and more importantly understand one’s
emotions. Besides that, it is necessary to hire diversified people so that positive culture is
developed, as everyone shares their views n everything and tend to accept each other, finally
coming to a best solution.
As critiqued by if all staff belong to only one particular religion, caste etc then it results
in creating conflicts among them. moreover, they are not able to work in effective way as well.
they share same value and ethics and do not respect it also. It is because they are aware about
values and beliefs which is followed by other. Furthermore, growth opportunity is given to them
in unfair way.
It has been said by (Hanesworth, 2016) that diversity management is linked to T&D. Its
importance in global culture is it helps in building healthy relation with staff. this leads to create
positive impact on their behaviour and performance as well. additionally, staff are able to
understand each other emotions and support them in solving personal and professional problems.
Also, employee help each other in completion of tasks by motivating each other. thus, it results
in increasing productivity of staff as well as of overall organisation . therefore, there is direct
contribution of diversity on global culture. In addition of this, company also use various effective
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ways to manage diversity culture at working area like promoting equality, better training and
development activities, motivate workers and many more. All these are support in effectively
manage diverse workforce. This will contribute in improving performance of the company and
also reduce employee turnover as well. A workplace diversity culture also helps the staff
members feels included no matter from where they come from and who they are. Here
inclusiveness means to aids breakdown barrier as well as decreases the fear regarding rejected
not only from the staff members but also from the ideas they can raise.
Ways of reducing problems between diverse workforce in global organisation
As stated by (Sarvaiya. and Eweje, 2017) in order to maintain and manage diversity there
are may occur several problems in it as well. As people from different culture have different
opinions and ideas and at some point wouldn’t agree with one another; this can cause conflicts
and issues in the organisation. They can have problems such as not understanding each other’s
point, feelings, may be an issue of language barrier or just hatred towards some religion. So,
these problems needs to be reduced as it can directly impact not only on organisation culture but
its name, reputation and effectiveness in work. however, there are some ways which are
available through which problems can be reduced within diversified work force. But the use of
ways depends on type of problem. also, it depends on management choice as well.
In the view of (Li, Hu,. and Xu, 2019) there are several ways to manage diversity within
workplace as firms needs to assures that they have the effective communication with workers.
Here the policies, procedures are covered in removing cultural barriers through translating
symbols, materials as well as using pictures wherever applicable. Managers needs to be treated
them as an individual. Managers needs to be encourage staff members to identify one’s own
experiences as culture and background. Managers should come up with different activities or
such tasks that involves everyone so that they can mix up and do it together and try to understand
each other. Managers also focuses on every indivual point of view and listen then properly as
they need to performing various activities weekly so the employees are interacting with each
other more and let’s go their ego. Various activities within the firm leads to remove all the
barriers within employees as they have to participate collaboratively and this impacts positively
on them and they communicate with each other because of performing those activities they can
know more for each other apart from the working behaviour so this also leads to removal of
barriers between them.
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Also organisation needs to recruit as well as hire talented employees from several
backgrounds on the basis of interviewing with right amount of experiences, education as skills
sets.
Here, with help of negotiation problem can be reduced. In this manager can negotiate if
there occurs any conflict within staff. they can deal with it in effective way and solve it. along
with it, another way is of forming a policy or procedure through which all issues are managed.
The staff should adhere that policy which will enable them to solve problem with themselves.
Thus it will enable staff to get insight about what policy they have to follow and how dignity and
value of other religion is to be maintained. So, they will not be able to break that policy in it.
apart from it, policy set a boundary for staff to behave (Gottardello, 2019). They do not cross that
boundary and if they do then they know what consequence they have to face and can be nasty for
their future. Hence, strict action needs to be taken against them. besides that, there needs to have
a proper communication system within work place. It is a most effective way through which
problems between diverse work force can be minimised. If there is proper communication within
staff, then they will know to respect values and ethics. Alongside, there will not be any issue
arise in it when there is clear communication regarding diversity at work place. In addition to it,
by organising seminar work force knowledge can be updated. This will enable in gaining insight
about ways in which problem related to diversity can be solved, etc. When global culture is
diversified then it leads to increase in efficiency of staff. They are able to interact and
communicate with other in effective way. Besides that, it is evaluated that policy and rules
applied at workplace is also way in which diversity is maintained. This allows management to
follow that policy at all levels of organisation.
In opinion of (Hanesworth, 2016) it is said that providing equal opportunity is also a way to
reduce problem between diverse work force at global level. Here, organisation can provide equal
growth opportunity to them. this can be given regardless of age, gender, etc. hence, it will result
in contributing to efforts of all of them. it has also been an effective way to reduce problems.
Ways of managing cultural diversity at workplace
As elucidated by Raphael, and Winchel 2019 there were several to manage cultural diversity
such as hiring the right people for right job. Specify the requirements for skills to work more
effectively within a diverse environment. Managers focuses on the job requirements as well as
also focuses on transferable skills as well as demonstrated competencies such as organisational,
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communication, coordination and analytical. Cultural diversity also maintained by managing
communication as giving information promptly as well as accurately is critical to effective team
performance. Thus it is vital when a project can be troubled or any issues created within
workplace related to business than there is an immediate actions needs to be required, however
workers from different cultures vary so there is a need of the proper communication that is much
far from the barriers as sometimes instead of particular language there must be use of the signs
and symbols and the language that can be known by everyone. Also providing the diversity
training within the workplace aids to manage diversity within workplace. In addition to this
cultural differences are also different regarding to how they view time as they can differ within
balance between personal and professional life as well as workplace mix between social
behaviour and culture. Several other differences include such as exact meaning of deadline as
well as perception of overtime are different from person to person
It stated that it is necessary to manage diversity at work place in organisation. This is
because if diversity is not maintained then it directly impacts on culture and employee
performance. This may have led to conflicts and chaos within staff. besides that, maintaining of
diversity enable in gaining competitive advantage as well. Also, it enables in managing of people
in such a large company. There are several ways of managing diversity at work place. But it
depends on needs of firm and nature of culture within it. however, the use of ways is similar in
most firms. It is because they all led to same outcomes. Thus, here first way is selection and
recruitment. In this organisation can improve this process (Brown, 2017). For that policy can be
formed which state that there will be no discrimination done in hiring. It means that all types of
people will be hired apart from their culture, creed, colour, etc. besides that, there will be equal
ration and proportion of male and female in firm so equality is maintained along with diversity as
well. so, by considering these in recruitment diversity is managed. In addition to it, by forming of
policy and rule diversity is managed. The organisation can adhere some changes in policy and
strict action is taken if anyone is found to be discriminate or do not respect dignity and value of
others.
In study done by (Pilkington, 2018) there is another way in which diversity is managed. In
this firm can allow in effective communication between employee. They can get easily engage
with one another and share views with it. besides that, various physical activities can be
organised to manage diversity. The staff will be able to communicate and interact with each
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other. Other than this, they will gain knowledge about other beliefs and values. Therefore, it will
enable in creating positive culture as well. for that management needs to get engage with staff as
well. it will boost their confidence and morale to interact with one another and create bond with
them. along with it, diversity can be managed through training and development as well. in this
organisation can provide effective T&D to all staff. here seminars and programs related to
diversity can be started and organised. So, it will enable staff to attend that and gaining
knowledge of how to respect and maintain dignity of other caste, etc. also, they will be able to
interact with one another as well. the employee will understand about importance and benefit of
diversity in organisation culture. moreover, they will know how it can help in their future career.
The staff will also participate and engage with each other. With that it will led to developing
strong relation within organisation. Thus, in this way diversity can be managed in easy and
effective way. Cultural diversity also maintained by managing communication as giving
information promptly as well as accurately is critical to effective team performance. Alongside,
there will not be any issue arise in it when there is clear communication regarding diversity at
work place, when global culture is diversified then it leads to increase in efficiency of staff.
Cultural diversity also maintained by managing communication as giving information promptly
as well as accurately is critical to effective team performance. Alongside, there will not be any
issue arise in it when there is clear communication regarding diversity at work place. When
global culture is diversified then it leads to increase in efficiency of staff. This results in
increasing communication between them and creating bond among them. However, there are
many benefits of cultural diversity within work place.
METHODOLOGY
Research type- A method that can be aids in categorising research on the basis and objectives,
data collected and many more. It is also depending on types of research that will be carried out
data collection as well as other methods that can be chosen. There are consider as two types of
research such as qualitative and quantitative research type. In the qualitative research type the
theoretical information is being collected. It is being analysed that in qualitative research the data
is been collected related to concepts, opinions and experiences. In this the data which is collected
is generally non numerical in nature. In this type of research, researcher is being able to generate
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