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Reseach on cultural differences topic
Reasons for understanding cultural differences
Reseach on cultural differences topic
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4. MANAGING CULTURAL DIVERSITY
As said above, to manage a multicultural teams, learning about the cultural differences and using them for advantage is important before it causing issues in/between the teams. From literature it is found that a project manager should deal this multicultural environment in 2 ways. Firstly, it is important for himself to get ready with some cultural awareness to handle the challenges [9]. Second, then he should know the possible strategies and methods to implement in/between teams to handle the challenges due to cultural diversity [7].
4.1 Cultural awareness for a project manager
A successful project manager should be able to handle the cultural differences in an efficient manner. To handle in an efficient way,
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They believe that their way of working is the best way to manage, as they consider diversity is irrelevant. It is precluded in this strategy to minimize the cultural differences and always try to increase the advantages due to cultural diversity. So this makes managing cultural diversity easier as they do not see the impact due to it in the …show more content…
In this, project managers try to think about reducing diversity and not to think about the advantages due to diversity. They try to make an environment where homogenous work culture is present or train the employees to an environment where priority employees belong single culture. This makes culture differences to have lesser impact on the organisation as it tries to minimize the differences.
c) Manage cultural differences: In this strategy, project managers try to find both pros and cons due to cultural diversity. They try to always utilize the advantages and manage the disadvantages. They look forward to handle the challenges rather than minimizing the diversity in the organization. Since they want to handle these differences, both project managers and employees need to train themselves about cultural
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.
Cultural diversity in the workplace is becoming more and more prevalent. Corporations in all industries are encouraging minorities, women, elderly workers, people with disabilities as well as foreign workers to join white males in the workplace. The following analysis will focus on these groups and how companies are encouraging them to join an ever-expanding workplace.
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.
Managers need to be aware that certain skills are necessary. They need to fully comprehend the concept of discrimination and how its effects on the workplace. Managers must be able to recognize that they are not exempt to cultural biases and prejudices. Many managers fail to acknowledge that diversity is more about individual than it is about groups. Individual differences are to be considered separately since they often do not reflect the difference of a group. Managers must understand that managing diversity requires more than coercing employees to fulfill the required tasks. Successful training help both managers and employees understand the delicacy in each cultural
Cultural diversity is an essential piece of the team-building puzzle. As stated earlier, a heterogeneous team usually equals a successful team. A culturally diverse team brings the obvious cultural differences in language, dress and traditions to the table. In addition, less tangible characteristic such as moral values are equally, if not more important. These different methodologies and teachings help influence the team's direction. Persons of Western culture will have a different set of beliefs and methodologies from those of Middle Eastern or Eastern ethnicity. When team members take the time to learn and understand each culture's moral value, the result is a strong team foundation. High performance teams take and incorporate these cultural differences and use these different beliefs and values to attain the team goal.
In spite of mis-representation, certain culture is prone to be seen in corporation. Managing any variety of cultures will require some form of flexibility an understanding of personality that may not their personal environment. In the next few paragraphs, diversity will be dissected how some minority thrive and struggle in some areas. Mr. Taylor and Kachanoff worked on a theory that emphasizes, there is a psychological aspect of diversity which may influence the horizontal and vertical aspect of multiculturalism (2015,
Project managers working in a global environment must recognize the various ethnic and sociopolitical challenges involved.
There are several factors that are important if a culturally diverse business team is to flourish and realize its vast potential. Di Stefano and Maznevski (2000) claim that there are three imperative steps to achieving multicultural team success; namely, mapping the team; where the team members need to clearly understand their cultural differences in how they work and view success. This is often led by the team leader. Next, the team must bridge, that is, to communicate with one another, bearing in mind their cultural differences. Finally, the team must integrate, meaning that they bring together these differences and leverage on them to succeed.
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
They must consider the vast array of differences found in each client and integrate these differences in to their delivery. This will appeal to the clients social and cultural perspectives and give them a greater meaning out of their interaction with the organisation. Managers, supervisors and team leaders work will be affected as they will need to be active in encouraging cooperation and acceptance of diversity. Work relationships will be affected by diversity. When working with a diverse
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.
A well-managed bi-cultural team is proven to be a success because when people from different backgrounds bring their own unique cultural experiences to the situations they face in their companies and this broader perspective of viewpoints tends to allow for a better ultimate resolution, however if those teams are not managed properly, and if the size of those teams are not managed, and the individuals are not catered to, the cons may outweigh the
In the future, the world will only become more diverse. People should learn to appreciate it by acknowledging the differences around them. Sometimes people are scared that “recognizing differences will divide people from each other. However, learning about cultural differences can actually bring people closer together” ( “Section 1”). It would be better if people became closer together instead of growing apart because of discrimination and other mistreatment. Building relationships with different cultures should be a goal of everyone and even nations as a whole. Each group has different strengths that can benefit the the community altogether. Since the world will definitely become more diverse, it is important to be informed about cultural groups so you can become more marketable and succeed in a diverse world.
But multicultural management has some advantages compared with the usual management. According to a study of 1999 “Fortune” was supported the idea that People from different backgrounds bring their own unique cultural experiences to the situations they face in their companies and this broader perspective of viewpoints tends to allow for a better ultimate resolution.