Executive Managerment: Cross-cultural Diversity - Research Paper Example

 Cross-cultural diversity Cross-cultural diversity is of utmost importance in every business structure and that is the reason why organizations and senior executives of organizations stress a lot on this aspect. Organizations who train their employees about the aspects of cultural diversity are successful in both the short and the long run (Elmer, 2002). This paper analyzes different aspects of cultural diversity and the process of training provided to the new employees of the organization. This paper also discusses the methodology of training to these employees. Introduction Diversity is considered as a common term in today’s world and many organizations use it to refer to cultural differences. Diversity is also the term applied to differences between groups and certain cultures. That is the reason why teaching cross-cultural diversity and communication to the managers of the organizations is of utmost importance and organizations stress a lot on this. The employees must develop an element of specific awareness and sensitivity within themselves so that they are able to face the cross-cultural issues they may face in an organizational structure. There are different business complexities that arise because of mismanagement of cross-cultural issues and these issues might range from race, gender, age, nationality and religion (Norales, 2006). That is the reason why senior managers should teach their subordinates about cultural diversity and about the implications of this important issue. The major topics of cross-cultural diversity The importance of communication is far higher in today’s world than before and that is the main reason for organizations to focus more on the communication patterns that are present in their organizations (Peterson, 2004). That is the reason why senior managers should stress more on communication in their classes. However, certain other topics directly relate to cross-cultural diversity that is as follows: 1. Communication across the cultures In this topic, the senior managers of the organization would discuss the importance of communication within different cultures, and the way subordinates should establish relationship when they are communicating with each other. In the similar manner, these elements should also be discussed that how trust be created in an organizational context with both the internal and external members of the organization. Besides that, the employees of the organizations must listen carefully and they must give feedback about the cross-cultural issues that are prevailing in the organization (Elmer, 2002). Furthermore, employees of the organization must understand the fact that every member of the organization is equal and there should be no prejudice among the employees based on race, religion, color and nationality (Norales, 2006). 2. Overcoming the communication barriers The communication barriers that arise between communication processes are a lethal element for the entire process and this is the reason why communication barriers tarnish the entire process. The senior executive should stress on removing the communication barriers in cross-cultural diversity. Furthermore, the senior executive of the organization should discuss the entire steps of overcoming the conflict. Every employee must understand and identify the aftermaths of prejudicial behavior and employees should remove biasness between themselves. Besides that, senior executive and the trainers of the organization must coordinate with the new comers in the organization about this scenario and they must start certain cultural diversity exercises in the organization. 3. Cross-Cultural Meetings The training sessions must focus on elements of negotiation and cross-cultural meetings. The trainer or the senior executive must create a cross-cultural environment in such a way that people with different color, race, religion, ethnic background are able to negotiate with each other, and because of this negotiation and coordination they are given points, which affects their performance in the long run (Elmer, 2002). In the similar manner, organizations and their senior executives should direct new employees about these meetings, as well as about their importance, and explain that these meetings are a vital part of the organization. The training sessions The previous section discusses several elements and training sessions must incorporate all the elements and ensure that training sessions direct both new comers as well as existing employees of the company (Norales, 2006). Since cross-cultural diversity and the aspects of cross-cultural communication are usually applicable in every organization, this is the reason why the existing trainers should direct employees about the companies’ policies (Norales, 2006). In addition, they must be directed about the fact that they all have to live in harmony and peace and discrimination would create a negative impression on the stakeholders of the organization that can easily tarnish the growth of the organization. However, people should treat newcomers with extreme care as they are new to the organization and are not fully aware of the policies and procedures implemented in the organization (Elmer, 2002). Moreover, such care should be in the similar manner, since senior managers of a trained employee can conduct these training sessions or these senior managers can choose proper trainers for this program. However, the scenario in both the cases is quite different because trainers are experts in this field. This is the main reason to hire trainers for trainings of cross-cultural diversity. As far as the time per class is concerned, then it can be said that a fixed schedule must not be allocated to the class because the employees of the organization might be stressed up with this activity. Additionally, in order to schedule the task and to tell the senior managers, it should be kept in mind that a maximum of 7 hours weekly are enough for this activity. Likewise, it should also be conveyed to the employees of the organization the purpose of this activity is for the betterment of the organization and improving workplace ethics in an organization (Peterson, 2004). Besides statement should be circulated in, one should convey it in the organization. In addition, the individual who is the trainer of this project, must organize different exercises and participation of the employees is necessary so that because of proper coordination the entire process would become a successful one (Norales, 2006). The organization and upper level management should convey to the managers that reference material that the entire program uses is in line with company policies and these managers should not affect the core philosophy of the company. Apart from all this, lecture from previous trainers; books and research-based articles should be used in the entire process. Conclusion Thus, concisely, it is conclusion that organizations especially multinationals rely heavily on factors like cross-cultural issues and if these issues arise in an organizational structure, then it can be easily said that these issues affect the organization in both the short and the long run. This is the reason why organizations organize training and learning session for their employees so that they are able to understand the complexities and aftermaths of these issues. However, people should keep in mind that for fluent flow of communication in an organization, these issues must not arise and the senior members of the organization should direct the employees to resolve these issues. Similarly, the organizations should ensure that proper information flows and no discrimination exist between the employees and the other stakeholders of the organization (Peterson, 2004). Furthermore, the employees of the organization must understand the fact that these training sessions are an expense to an organization and that is the reason why employees must actively participate in these training sessions because they are quite fruitful for them in both the short and the long run. This affects the performance of an organization in a similar manner if the employees are able to understand these issues completely. References Elmer, D. (2002). Cross-Cultural Connections: Stepping Out and Fitting in Around the World. InterVarsity Press. Norales, F. (2006). Cross-Cultural Communication: Concepts, Cases and Challenges. Cambria Press. Peterson, B. (2004). Cultural Intelligence: A Guide to Working with People from Other Cultures. Intercultural Press. Read More