According to Cox & Blake (1991), developing an organizational culture that values cultural diversity in the workplace is one of the spheres of activity in the management of cultural diversity (p.46). As part of a valuing diversity approach, organizational leaders should ensure that the organization is flexible enough to accommodate employees from different cultural backgrounds. The process of developing an organizational culture that values cultural diversity includes valuing cultural differences, promoting cultural inclusion, and treating cultural differences as prevailing value systems. Secondly, applying leadership principles across a culturally diverse workforce in a global work environment involves the establishment of effective human …show more content…
The human resource department should establish an evaluation center with the responsibility for the hiring and selection of overseas employees. This should be followed by outsourcing for services through contracting external relocation resource like global executive or intercultural consultants. Leaders can enhance organizational relations and intercultural effectiveness by increase cultural awareness and skills, promoting cross-cultural communications and change, cross-cultural learning, and culture-specific briefing …show more content…
Leaders can enhance employee motivation and development across a culturally diverse workforce by embracing diversity and capitalizing on diverse contributions and insight (Gardner, p.82). In this case, the organizations avoid tolerating obvious discrimination and using conventional leadership styles that may not be effective in the contemporary work environment. One of the major ways for enhancing employee motivation and development is through the use of inclusive, consensus-building management style. This leadership style helps in demonstrating mutual respect for employees and their contributions in the decision-making process in the organization. The inclusive, consensus-building management style ensures that all employee issues are effectively addressed in a non-discriminatory manner. Consensus-building management style is based on synergistic leadership style through which combined action occurs when diverse individuals collaborate for a common objective. Synergistic leadership enhances employee motivation and development by helping them to conserve and develop human and natural resources for the common and greater good (Moran, Harris & Moran, 2011,
They have to understand and practice the tools needed to manage a diverse workplace. As discussed in The Loudest Duck leaders can employ these methods to obtain a harmonious, all-inclusive environment: appreciate, promote, employ and celebrate diversity. Leaders must show appreciation and interest in the diversity of their workforce, not just look at percentages and how those are fulfilled but truly engage in understanding and developing the challenges and successes diversity brings. They need to understand how their subconscious is predisposed towards other's differences and develop a character and attitude that is not biased or predisposed to people and situations that are only similar to them. It's important for leaders to have an open-door policy that encourages sharing thoughts, rationale and feelings will help unify the diverse workforce. Leaders more than others need to understand that for a company to succeed everyone needs to feel valued and appreciated regardless of the
Leadership Challenge in the multi cultural workplace may benefit from being managed by helping people to manage changes in terms of personal development or leadership role changes within organizations. Leaders may get caught the needs of globalization and cultural characteristics by using different practices and styles of leadership.
Whirlpool is a well-known and respected company. It sells its products worldwide and has a large customer base with a variety of people each with different needs and desires. The company must also consider the different countries they sell to for each one has their own culture, style, and way of life. So how does a company like Whirlpool provide a product to fit all standards in every country?
Culture and Diversity training course should be a part of all organizations and implemented at all levels. Organizations that participate in this type of training offer themselves and their employees many benefits that would be evident daily. Awareness is paramount to attaining set goals and objectives in creating a diverse workplace that thrives with morale and respect for others. However, this type of training should be implemented and enforced from the leadership of these organizations to the junior employee to be effective. Employees are more likely to embrace training that is important to their boss than not. This essay will elaborate on the importance of a Culture and Diversity training course in the workplace, the legal and ethical implications, demographics, standardizations and recommendations of this training course to be globally implemented.
The ANA standard “Culturally Congruent Practice, The registered nurse practices in a manner that are congruent with cultural diversity and inclusion principles."(ANA, 20015) The introduction of this standard was to reduced variation in healthcare opportunities and outcomes among people of different social, educational, and economic backgrounds. Per (ANA, 201, P. 31)” for the nurse to promote meaningful outcomes they must embrace that diversity and engage in the culturally congruent practice.” The face of America is changing as more immigrants come into the country. Not only is our patient population changing but also our workforce from nursing to clinical support staff. As the face of America changes our Nursing practice needs to change to meet the needs of our population. These communities bring with them different beliefs of health, medicine, and religious practices. (Jeffreys, 2008)Not paying attention to these difference and providing incongruent nursing care negatively affects patient outcomes and patient safety. Standard and Competencies are set to ensure (ANA, 2015)” competent nursing practice in all settings for all healthcare consumers, and to promote ongoing professional development that enhances the quality of nursing practice.”(P.49)
Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
To be successful in managing diversity in the workplace first one must understand it from a personal perspective. To be able to derive knowledge and strength from one’s lineage and differences shows deep facets in character. These traits show brilliantly when dealing with individuals of many cultures and backgrounds in the workplace. A leader with this ability can handle everyone uniquely and ethically and is in tune with what differentiates one associate from the next. Once one has a firm grasp on who they are then and only then can one expect to have the aptitude to lead a diverse team.
We need to be aware of the diversity in the classroom. Cultural diversity includes: bi-racial, adoptive, immigrant, gay, and step-families. It is a large majority of the students today even in my generation. Focusing on making a balanced curriculum that exposes the students to all of these different backgrounds is very important. I know that it is likely that a teacher will not be able to cater to every student, but it is important to involve each of them. There is a large percentage of students that have dropped out due to the lack of having a connection with the curriculum. It is frustrating that we are lacking progress in our schools to help these children connect when studies show that each cultural group will soon be equal in numbers. We need to form a better
Culture can be characterized with aspects like bias, discrimination, diversity, emancipation, oppression, prejudice, racism and stigma.
By the year 2050, nonwhites will represent close to half of the U.S. population, according to the U.S. Census Bureau projections. By 2005, the ethnic minority share of the workforce is expected to grow to 28 percent, up from 18 percent in 1980 and 22 percent in 1990. Although the African American population is now the largest minority group, the Hispanic and Asian populations are growing much faster. In 1994, the African American population was estimated to be 33 million, or 12.7 percent of the total population, up from 11.7 percent in 1980.
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
Within an organization, there are always people that think and behave differently, all dependent on their personal values and cultures. Efficient managing of the human resources is an art, and it is hard to find a perfect solution/combination. It is important that management recognize and understand that people work differently. This is why it is important to have strong cultural foundations that also guides how employees are expected to behave and work. Thereby it should be easier for management to utilize the work force diversity to something meaningful.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
To address diversity issues, consider these questions: what policies, practices, and ways of thinking and within our organizational culture have differential impact on different groups? What organizational changes should be made to meet the needs of a diverse work...
As a matter of fact, Hortle (2014) asserts that diversification of the workforce is the key to keeping employees happy and engaged. Globalization has essentially rendered the global workforce to reflect a mix of cultures. In this respect, there can be no question as to the fact that challenges on how to manage a culturally diverse workforce may arise. The principal foundation of tis claim if afforded by the fact that different cultures have different values, which inevitably impact on the attitudes of employees at the workplace. This paper establishes that cultural values promote racial, prejudicial, and discriminative attitudes in employees because of the need for dominant cultures to assert superiority over minority cultures. These cultural values also promote the attitude of increased competition, which inevitably results in intergroup conflict. They also impact on the attitude of employees in regards to workplace performance and productivity because they define the degree to which an employee is satisfied with his or her occupation. Finally, and most importantly, cultural values influence workplace leadership and essentially define the leadership styles innate in each