Which Characteristics Comprise a Multicultural Organization - Research Paper Example

? Multicultural Organization Introduction In the present day diversity norms and regulations in all the organizations across the globe has been a widely practiced phenomenon. Most of the organizations have created a pool of talent that come from different backgrounds. The diversity in terms of gender, race, ethnicity and sexual orientation is being maintained by almost all the Fortune 500 organizations as well as those which follow the same path as the former. As a result of this diversity, most of the organizations benefit as it helps them to make a holistic approach to the business problems and enables them provide with solutions that look after the needs of the people from different walks of life (Hook, 1940). This research paper studies the various characteristics of the multicultural organizations that practice diversity principles and how they contribute to the competitive advantage of the organizations. Which characteristics comprise a multicultural organization? Globalization has brought together people from different countries in a single platform especially through the use of the internet. The concepts and the dimensions of Multicultural organizations have been reflected in the works of Milton Gordon. There are mainly various dimensions from which the facets of multicultural organizations should undergo analysis (Gordon, 1964). The aim for any organization should be contributing to the integration of the society by and large. Every multicultural organization by the process of acculturation would bring in the dominant culture of the organization in tune with the other cultures which may not be so prominent. Due to the presence of different types of people in the organization cultural conflicts is to some extent inevitable. An ideal multicultural organization would aim at integration of the cultural norms of both the minority and the majority at the same level so that the employees maintain a uniform code of conduct. At the same time all the cultural groups should be able to maintain their own identities. In other words there would be coexistence of all the cultural practices. Along with this the organizations should also aim for a structural integration in which people from different cultural backgrounds can work under the same roof in a healthy atmosphere. There should be uniform and equal growth and promotion policies for all the employees irrespective of their nationality, race, religion or gender. This diversity and equal opportunity measures should exist not only in the top hierarchy but also across the different lower or middle levels of the organization pyramid. Not only during the course of the daily work but also outside the predefined work hours should this integration be a practice. This informal process of integration would make it possible for the employees to develop the social and business relationships beyond the premises of the office. If the people from one background participate in the social events of people of another culture, it would make them behave in a bounder less fashion and new ideas would be generated. Thus the unofficial channels of communication between the employees should also be developed and nurtured in multicultural organizations (Cox, 2001). A multicultural organization should not have any bias towards a particular culture. Any kind of discrimination should be banned and if any employee is found to be exhibiting such behavior legal measures should be taken against that entity. Cultural prejudices should also not be encouraged. Conflicts may arise due to such prejudices which would hamper the equilibrium of the organization which in turn would have an adverse effect on the productivity of the employees. This conflict may take the form of interpersonal conflict or intergroup conflict. In case of intergroup conflict the problem is accentuated and it gives rise to an atmosphere of intolerance and hatred. This kind of attitude should not persist in any organization that has much higher goals to achieve. Thus the human resources department especially has to take a note of the fact that the intergroup conflicts are minimized in such organizations. Most of the organizations that have operations in the different countries across the continents of the world have the norm of practicing multiculturalism. The employees should maintain an identity that will be based on their employment in that particular company. The employees should be able to identify themselves with the organization and the individual goals of the employees should converge with the organization’s mission and vision (Parker, 2000). Thus the multicultural organizations should be built up on the above mentioned principle of Pluralism, the integration of the different cultures, the exclusion of discriminatory practices and the presence of an identity that all the employee of the organization would boast about. How does multiculturalism contribute to competitive advantage for an organization? Several leading organizations are trying to capitalize on the potential opportunities that have been created due to globalization. Leading and profitable organizations within a country try to expand their business operations in global market place in order to increase profitability and to develop a strong and potential; client base. It is important for a multinational organization to implement workplace diversity strategy in order to reduce the possibilities of workplace conflicts in international market. Multiculturalism is an important concept that has been adopted by several leading multinational corporations in different countries to enhance effective business operation and productivity. Multiculturalism is becoming one of the key norms in the multinational organizations. It is true that it can bring some difficulties, but due to the significant outcomes it can be considered that multiculturalism effectively contribute to the competitive advantages for an organization (Griffin, 2012). Diverse workforce makes better decisions and it enhances creativity, innovation and understanding of the customers. In several industries, intense competitive market makes it imperative to identify the best and effective employees. Different cultural background of these effective and skilled employees cannot be considered as the limiting factor in the recruitment and selection process. Multinational organization generally looks for emerging economies to expand their business operation. Some countries are politically stable and some are unstable. Unethical business practices and workplace conflicts are considered as major concerns for multinational organizations. Ensuring diverse workforce according to the culture of different countries can help an organization to avoid different types of legal and political barriers. Effective diverse workforce also fosters the level of believe and trust inside an organization. McDonalds is one of the leading multinational corporations around the globe. The organization implemented different workforce strategies for different countries. They do not stick to the basics in all the operating countries. Recruiting employees from local area helps an organization to maintain effective workplace environment. In addition to this, it helps the organization to introduce products and services according to the market demand of that country. It is true that, people of different cultural and religion background have distinctive way of thinking (Lytras & Pablos, 2009). According to the resource-based theory, it can be stated that the competitive advantages are specific functions of unique set of resources that it deploys and possesses. Multiculturalism is becoming more beneficial if it is understood as part of workforce diversity. There are several advantages of multiculturalism that can increase the level of competencies of an organization. It is true that cultural difference in workforce in international countries can create challenges if the organizations do not implement workplace diversity strategies. Effective workplace diversity programs help an organization to enhance greater communication among the employees of all departments within an organization. Lack of multiculturalism affects entire organizational culture and workplace environment (Johnson, 2006). A workforce cannot perform collaboratively in international market without workplace diversity program. In addition to this, effective workplace diversity programs help an organization to give respects and values to the culture and religion of different employees. These are major contributors to the organizational communication process. Effective communication process within the departments of an organization helps the management of the organization to undertake effective decisions and strategy. In addition to this, multiculturalism helps to encourage the government to support an organization as it generate employment in that specific area of that country. The stakeholders also start to take interest in the strategy and business practices of that organization due to this multiculturalism. Multiculturalism team generally brings wide range of innovations and ideas to the business. It helps to find out several opportunities and capitalize on these opportunities. Conclusion It is clear from above discussion that multiculturalism is considered as one of the major business growth drivers for multinational organizations. Cultural diversity in workforce is the important characteristic of multiculturalism. It is important for the global organizations to develop effective strategies in international market place in order to achieve significant competitive advantages. Implementation of multiculturalism concept helps organizations to attain significant competitive advantages. Multiculturalism is one of the important aspects of workplace diversity. Multiculturalism help an organization to generate innovative business ideas that can enhance the decision making process. In addition to this, this multiculturalism concept increase then brand loyalty among the employees, customers, government and other stakeholders. It is important for the organizations to follow all the legal and ethical codes in specific countries regarding recruitment and selection process to avoid different legal and political challenges. These competencies help the organization to achieve significant competitive advantages. References Cox, T. (2001). Creating the multicultural organization: A strategy for capturing the power Gordon, M. M. (1964). Assimilation in American Life. New York: Oxford University Press. Griffin, R. (2012). Management. 11th ed. Stamford: Cengage Learning. Hook, S. (1940). Reason, Social Myths and Democracy. New York: The John Day Company. Johnson, P. (2006). Everyone is Multicultural. New York: iUniverse. Lytras, M., & Pablos, P. (2009). Knowledge Ecology and Global Business. New York: IGI. Of diversity. San Francisco, CA: Jossey-Bass. Parker, M. (2000). Organizational Culture and Identity. London: Sage Publication. Read More