Multiculturalism -Examining the Politics of Recognition - Essay Example

Globalization: Multiculturalism Name Institution Introduction In 21st century, the business environment has been revolutionized. One will talk about so many issues that have brought about such revolution. One of the most common contributors to this issue of revolution is technology. Technology has increased the pace at which work is undertaken in different sectors of the economy (Levy, 2000).). At the same time, technology has redefined the manner in which organizations are managed. Organizations are constantly seeking means of boosting their levels of productivity. This explains why technology has become very dynamic. With time, technology has led to the concept of globalization. As it is commonly described, the world has become a global village. People can connect and transact with others who are miles away. This is quite phenomenal. As a result, organizations are also putting in place strategies to ensure that they explore the opportunities brought about by globalization (Lentin & Titley, 2011). Organizations have redefined their approach to various issues including human resource management. Organizations are keen on ensuring that the productivity of human capital in the organization is maximized. To achieve that objective, organizations are developing new approaches to various activities regarding human capital. This implies that the approaches to recruiting, training and development, compensation, appraisal, etc. are constantly changing with time. In line with that, one of the concepts that have emerged is multiculturalism. Multiculturalism is an approach used by organizations where the employment of staff breaks every kind of barrier and allows only selection based on merit. In such organizations, people are employed from varied backgrounds including race, gender, nationality, age, marital status, etc. In these organizations, promotion and other benefits are only attained on the basis of merit. This has been seen as the best way through which organizations can foster innovation and creativity (Ghemawat, 2011). It is attainable when organizations make a choice to employ personnel based on their level of competency and expertise. This is because the success of the modern-day organizations is largely determined by the level of innovation. Innovation paves way for competitiveness. Organizations which are well endowed in terms of creativity and innovation are better placed to maintain high levels of competitiveness. Therefore, the approach employed by multicultural organizations is in line with their need to ensure they are competitive in the current market. Having people from varied backgrounds encourages diversity not just in terms of background, but also in terms of ideas. With that approach, the organization will have a brand that sells based on the composition of employees. Creating Multicultural Organizations Organizations are defined by culture. The organizational culture is a reflection of the core issues or approaches to issues that have been prioritized by the organization. For an organization to transit to multiculturalism there is need to transform the culture of the organization. This begins with the orientation that is done to the new comers and the overall practices that define the operations in the organization. In order for employees to be able to embrace multiculturalism, the organization can choose to run cultural diversity training. Such training is meant to raise some awareness of the need and importance of embracing cultural diversity in the workforce. Such an awareness campaign is aimed at changing the attitudes of employees as it regards cultural differences in the organization. Such training will equip the managers on how to handle the issues of diversity in the workforce. This may involve learning the various characteristics related to demographics of employees and how to deal with them. Through this training, managers are informed about the various cultural norms and other aspects of behavior that can ruin organizational performance if not well handled. These trainings bring about better understanding of cultural mix in the organization. Study has indicated that indeed people who are trained on the need to embrace cultural diversity are very responsive (Becht, 2010). That is to imply, in most cases, they are found to be better receptors of cultural diversity views. These trainings form the basis for transformational change. The approach to issues is directly influenced by these trainings. The organization may off course experience some difficulties in trying to create a new approach to cultural diversity, but with time the stakeholders will tune in to the new ways. Those employees who happen to join the organization latter on may not have difficulties embracing such practices. As a matter of fact, the recruitment process may have that information regarding the nature of organization and its approach to issues of cultural diversity. This will ensure that the culture is transferred to subsequent employees and stakeholders in the organization. Moreover, organizations can use the mission statements and vision to communicate the core values that define it. This is by ensuring that the virtues that advocate for multiculturalism are indeed communicated to all the stakeholders through these avenues. From this, new members of the organization as well as stakeholders may have an idea of the emphasis that is placed upon these values. When such values have taken root in an organization, it will be very difficult to change with time. It forms the pillars of the organization and this makes it very easy for other stakeholders to embrace them. Characteristics of Multicultural Organizations here are very many features that define multicultural organizations. From the explanation of what these organizations are, it is possible to point out some distinctive features. One of the common features of multiculturalism is pluralism. Pluralism refers to the approach of inclusiveness in the organization. That implies that the management of affairs in the organization is done in a manner that allows any individual with that potential to make their contribution. In such organizations, the nature of membership is quite heterogeneous. Such organization embraces hiring policies that somehow favors individuals from minority communities so as to ensure that such persons can feel appreciated. Another key feature of multiculturalism is in relation to structural integration. This particular approach adopted by the organization allows full integration. This is true in relation to informal networks. Organizations have an effective flow of communication as a result of these networks. The nature in which these organizations are managed eliminates discrimination. This has been a hindrance to the progress of many business entities. The relationship that is built as a result of putting these multicultural strategies in place ensures that conflicts are minimized. In these organizations, people are taught on how to bear with one another. People are meant to realize that working with people from different cultural backgrounds is meant for the good of the organization. With this kind of knowledge, people are able to bear with one another and this makes it possible to minimize conflicts. The organization that is founded upon this philosophy establishes an identity that cannot be easily forgotten. Multiculturalism and Competitiveness In the introduction part of this document, I did introduce the concept of competitive advantage. Indeed these organization exhibit high degrees of competitiveness as opposed to their rivals who are working with monolithic organizations. The approaches adopted by these organizations focuses on the quality and talents of the employees. That is to say, in hiring new staff, multicultural organizations are keen to ignore any discriminatory criteria and just focus on the quality of talent in the prospective employees. Multicultural organizations therefore provide room for innovation and creativity. It is easier for such organizations to ensure that highly talented individuals are selected in the organization. In doing this, the organization is able to foster a culture of innovation and creativity. Innovation and creativity happens to be the foundation of competitiveness. Multicultural companies that have adopted this style of organizational structure seem to be having an easier time in the international market. In most cases, multinational companies have collapsed because they made a mistake of sending experienced managers to foreign assignment without sufficient cultural orientation. This is because some organizations have ignored the competitive advantage that is brought by adoption of multicultural approach. This is not the case for the organizations that have discovered the role played by culture in the success of the business entity. Organizations that have adopted multicultural approach are in a position to explore international opportunities effectively. Such organizations have a competitive advantage because it is easier to integrate with the international market. The diversity in the workforce reduces the stereotypes against a certain organization. These stereotypes will definitely have a profound damage to the prospects of the organization. Organizations with multicultural orientations have literally risen above this. Therefore, they have a cutting edge over other players when undertaking international opportunities. Examples ` There are very many organizations that have embraced multiculturalism. In this section, the focus is upon those organizations that exhibit the evidence of a successful multiculturalism program. Such organizations have successfully transformed from some kind of mono-ethnic to embrace pluralism. One of the examples in this category is Procter and Gamble Company. The company has put in place several programs that have ensured that indeed the cultural diversity aspect of the organization is effectively communicated. They have an on boarding program to execute that particular mandate. Another example is Motorola. The company has put in place various mechanisms to allow it absorb employees from all over the world. As a result, the company has put in place a program for teaching foreign employees new language. Such employees are taught new language to ensure that they are able to communicate effectively with other employees in the organization. Some other organizations include IBM, McDonald and Mobil Oil. Such companies have put in place strategies that involve training some employees with respect to some areas of work. For instance, in some of these organizations, there are programs which are designed to trained employees from minority. Conclusion The nature of the market literally dictates the approach to be used in order to have a competitive advantage. The current environment seems to be paving way for such multicultural organizations. In most scenarios, challenges that are related to the diversity are not lacking. Managers have a very difficult task of trying to understand the different approaches to be used to bring the best out of the workforce. It may take both money and time resources in trying to understand the diversity within the workforce. Nevertheless, the benefits that are driven from multicultural approach outweigh the possible costs. This is to mean that it is worthwhile to use this particular approach. The level of innovation and creativity is definitely guaranteed to be boosted as a result of this kind of diversity being reflected in the workforce. These organizations encourage pluralism and inclusiveness and this creates a platform where the employees can deliver their best to the organization. The organizations are able to harness the best out of the employees. References Becht, B. (2010), "Building a Company without Borders", Harvard Business Review, 88, 4, pp. 103-6. Ghemawat, P. (2011), "The Cosmopolitan Corporation", Harvard Business Review, Vol. 89, No. 5, pp. 92-9. Levy, J. (2000). The Multiculturalism of Fear. Oxford: Oxford University. Lentin, A. & Titley, G. (2011). The Crises of Multiculturalism. New York: Zed Books Ltd. McCall, M. W. and Hollenbeck, G. P. (2002), Developing Global Executives: The Lessons of International Experience, Boston, Harvard Business School Press. Taylor, C., Appiah, K. & Rockefeller, S. (1994). Multiculturalism: Examining the Politics of Recognition. New Jersey: Princeton University Press. Read More