Leadership and Multiculturalism in the Workplace: Report

This report, focusing on leadership and multiculturalism in the workplace, examines the challenges and opportunities presented by a diverse workforce. It highlights the importance of cultural intelligence and effective communication strategies, including memoranda, meetings, and discussion forums, to foster an inclusive environment. The report identifies problems associated with multicultural workforces, such as differing mindsets and the need for acceptance of diverse cultural backgrounds. It emphasizes the need for organizational leaders to ensure that employees understand and embrace core organizational policies, with language playing a vital role in communication. The report also provides recommendations for managing diversity, encompassing factors like gender, culture, and regional differences, to achieve social cohesion and enhance human resource performance. The objective is to bring culturally diversified individuals under a single shade of the organizational goal and create a cohesive workplace.

Running head: LEADERSHI AND MULTICULTURALISM
Leadership and multiculturalism
Name of the student
Student ID
Name of University
Author Note

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Executive Summary:
The following report is going to place an effective recommendation for an organization- in
genera- pertaining to the consideration of workplace diversity. Multiculturalism has become a
widely noted phenomenon in the twenty first century that has provided ample opportunity for the
researchers in management study. Multiculturalism is the plinth for organizational development
and overall growth in terms of creating an option for the acceptance for multicultural workforce.
The following report thus delves into the gap identified during the study with effective
recommendation of strategies. However, the communication strategy has been taken into certain
consideration. The communication strategy involves the acts like provision of effective
memorandum to the employees and acceptance of individual culture to the core organizational
goal. The objective of this report is to bring all the culturally diversified individuals under a
single shade of the organizational goal.

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Table of Contents
Introduction:....................................................................................................................................4
Problem Associated with Multicultural Workforce:....................................................................4
Emphasis of Communication:......................................................................................................7
Organizational Communication:..................................................................................................8
Conclusion:......................................................................................................................................8
Reference:......................................................................................................................................10

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Introduction:
Twenty first century is considered to be the era of multicultural dimension in professional
aspect. Late nineteenth century after the brink of the Second World War has witnessed a subtle
emergence of globalization that in the eighties metamorphosed into a major observation and
study for millions of scholars thus determining the future characteristic of the world in terms of
considering the economic change and social metamorphosis (Guillaume et al. 2017). The
configuration of business organizations in the late nineties of the former century kept witnessing
sudden change that was accompanied by the boom of centrifugal economic forces of capital
investment. Since the world started accepting the overseas employees so as to ensure cost
reduction in human resource investment, most of the global companies and MNCs started hiring
the personnel from different countries. This has evidently resulted in the emergence of cohesive
and multicultural workforce in most of the MNCs. The term multiculturalism has often been
considered to be associated with political theories. However, broader range of studies has often
broken the boundaries of such. Eradication of moral and conventional boundary is the major
goal of most of the organizations since a better work force needs to be built up.
This paper is going to focus on the arena of organizational leadership in a multicultural
environment. Cohesive culture in an organization has often been found to be perplexing the
working collectivity thus adversely affecting human resource performance and inbuilt
competency of an individual (Guillaume et al. 2014).
Problem Associated with Multicultural Workforce:
Different countries have different mindset towards the acceptance of workforce and the
treatment also varies. Culture has been playing a vital role in conceptualizing the basic changes

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in terms of making it a greater context for business development. As a matter of fact, it has been
observed with the effective understanding that most of the idolized business leaders have been
white men. As argued by Dalglish and Miller (2016), consideration and regard to leadership has
remained captivated within a narrow cell of racist behavior. In the world of multiculturalism
where the walls have been eradicated from the effective understanding of cohesive leadership
culture it has been taken into certain consideration pertaining to the effective changes with the
methodological manner of the entire case. As a matter of fact, this has to be taken into certain
consideration pertaining to the effective understanding of the entire fact.
Diversity management plays an important role in any organization to maintain the
effective correlation among the employees. It has rightly been stated that diversity can hardly be
the considered as the process of number making of employees belonging to different culture. It,
rather, ought to be the amalgamation of workforce with different mindset and cultural values
conceived by the individuals in an organization. Australia being one of the most cohesive
countries in the world needs to be driven to a successful cultural hub in terms of performing
business activity. An article published in the Forbes has clearly indicated the lack of cultural
intelligence in American corporations that has been responsible for the dwindling nature of the
organizations. The attrition level of the overseas workers has remained higher in the United
States than the other countries because of a lacuna in accepting workforce diversity. To quote
from the Forbes, “in today’s new workplace, diversity management is a time-sensitive business
imperative” (Forbes.com 2017). As a matter of fact, the growing milieu of multiculturalism in
the global market has resulted in a strong plinth of the organizations. The basic problem lies in
this fact that the cultural base is hardly accepted and taken into consideration in the MNCs. In
order to comprehend the changing terrain of the face of cultural intervention in the business

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sector it has to be taken into certain consideration that most of the working staff need to
reconcile and withdraw agitating and hateful approach towards the fellow workers from different
culture (Purdy and Manning 2015). The basic understanding of the fact, pertaining to the
effective chance has to be taken into certain consideration with the effective consideration of the
entire case so as to incorporate the basic understanding of the entire case (Bloom et al. 2014). It
has been observed that most of the corporate leaders pay lp service to pertaining to the
acceptance of cultural diversity in the organizations; however they do not tend to carry out what
they deliver in words (Canas and Sondak 2013). Such grievances have been effective in the
understanding of the entire case pertaining to the effective chances of the entire case. As a matter
of fact, this has been taken into certain consideration pertaining to the effective understanding of
the entire case.
Taking the setbacks in consideration one needs to incorporate some important strategies
to provide adequate space for the diverse working staff. Five key aspects have been identified in
order to find out the policies impacting upon the diversified work culture (Goetsch and Davis
2014).
Multiple dimensions of diversity have been detected by most of the scholars. These are the
followings:
i) Gender
ii) Culture
iii) Regional Culture
iv) Mental and Physical Abilities
v) Religion

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vi) Literacy
vii) Functional Role and Status
viii) Family Status
ix) Geographic Location
x) Age
xi) Ethnicity
xii) Sexual Orientation
xiii) Language
xiv) Working Style
xv) Learning Style
xvi) Ideology
xvii) Management Style
xviii) Thinking Style
xix) Personality
xx) Profession
xxi) Literacy
xxii) Organizational Culture
xxiii) Work Experience
While considering the change management system in terms o providing the platform to
cultural diversity the aforementioned elements ought to be incorporated with effectiveness
(Bond and Haynes 2014).

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Managing Diversity
Compliance Factors Market FactorOrganizational Factors
Emphasis of Communication:
In order to understand the basic chances for the cultural understanding of the diverse
cultural arena one needs to ensure how effective the communication would be in considering the
workplace diversities. The organizational leaders ought to ensure that the employees from
different cultural backgrounds are capable to understand and embrace the core organizational
policies. In this case language plays an important role to validate the structure of communication.
Organizational Communication:
Organizational communication constitutes of memoranda, individual meeting and
business intranet, private and group messaging and chat rooms and so on. The aforementioned
business communication tools would be helpful in approaching towards the effective
multicultural workforce. Discussion forum is also considered to be a key element to excel the
strength of organizational diversity in cultural context (Purdy and Manning 2015). The
following diagram succinctly demonstrates the management policies to cope up with the
workplace diversity. These are considered to be the effective factors for achieving social
cohesion in an organization.
The aforementioned diagram succinctly shows that the factors are highly effective in terms of
creating workforce diversity. As a matter of fact, this has been taken into certain consideration

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pertaining to the fact that this has been taken into certain consideration with the effective
chances. The compliance factor, organizational factor and market factor help decide how the
workforce diversity is addressed by the organization.
Conclusion:
Having understood the aforementioned policies the communication strategies would be
driven to the effectiveness of considering human resource department. Since the objective of an
organization leads to utter succession and acceptance of competency of an individual, the notion
of cultural difference ought not to be prioritized over professional discourses, however the
characteristic trait of different cultures can be given due veneration. Every individual worker
shall be provided with due space so that she or he can practice own identity within the
organization. This is how the balance can be maintained intact.

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Reference:
Bloom, N., Garicano, L., Sadun, R. and Van Reenen, J., 2014. The distinct effects of information
technology and communication technology on firm organizati
Bond, M.A. and Haynes, M.C., 2014. Workplace diversity: A social–ecological framework and
policy implications. Social Issues and Policy Review, 8(1), pp.167-201.
Canas, K. and Sondak, H., 2013. Opportunities and challenges of workplace diversity. Pearson
Higher Ed.
Fitzsimmons, S.R., 2013. Multicultural employees: A framework for understanding how they
contribute to organizations. Academy of Management Review, 38(4), pp.525-549.
Forbes.com. (2017). Forbes Welcome. [online] Available at:
https://www.forbes.com/sites/glennllopis/2011/06/13/diversity-management-is-the-key-to-
growth-make-it-authentic/#5286ebee66f3 [Accessed 17 Aug. 2017].
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Guillaume, Y.R., Dawson, J.F., Otaye‐Ebede, L., Woods, S.A. and West, M.A., 2017.
Harnessing demographic differences in organizations: What moderates the effects of workplace
diversity?. Journal of Organizational Behavior, 38(2), pp.276-303.
Kuijpers, A., 2015. A NEW DIMENSION TO THE MULTICULTURAL DEBATE(Doctoral
dissertation, Central European University).

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Purdy, M.W. and Manning, L.M., 2015. Listening in the multicultural workplace: A dialogue of
theory and practice. International Journal of Listening, 29(1), pp.1-11.
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