Workplace Etiquette in a Multicultural Work Environment - Coursework Example

Workplace Etiquette in a Multicultural Work Environment Supervisor Table of Contents Table of Contents 2 Emotion and Moods 4 1.1.Emotions at the office 5 1.1.1.Disadvantages 5 1.1.2.Advantages 6 2.Diversity at the workplace 7 2.1.Advantages 8 2.2.Disadvantages 9 3.Communication 10 3.1.Communication at the workplace 10 3.1.1.Advantages 10 3.1.2.Disadvantages 12 4.Culture 12 4.1.Culture at the workplace 13 4.1.1.Advantages 13 4.1.2.Disadvantages 14 5.Misbehavior 14 6.Book Analysis 15 7.Conclusion 16 Abstract Business is a sticky and muddy game and there need to be some things that a company has so as to make it through the competition. It is with these in mind that companies are widening the scopes pf the areas where they will be looking for potential employees. This is because they are to ensure that there is the best growth that is experienced by the people. There is a great need for diversity, culture, communication and emotion that is involved in the process of company management. It was further discovered on the analysis of books and particular companies, that these traits are meant to be present so as to ensure that accompany is best equipped to match the ever changing business scene. Introduction In life, there is the urge for one to live and start their lives as people that are independent of their families and the people that they love. The goal in life is to be able to lead a life that is full of all the pleasures that they would enjoy in life. This includes the getting of a career that they love and be able to provide for their families. However, there are people that have never been good with the instructions that they are given and this opts to begin their own companies. Take for instance William Henry "Bill" Gates III is among the people that was unable to lead a life that was typical to all human beings; he started his own company and became a leader in the technological industry. However, there is the fact that not all companies that are created by people should have people that are of the same background or relation. This is a recipe for disaster in close to any industry. It is for this reason that a company should have different people from different backgrounds and religious beliefs so as to create a diverse culture that is synonymous to the development of the company. It is for this reason that the aim of this research is to look at the advantages and aspects of the differences in culture, behavior, emotions among others and the best way that they may be incorporated into the development of a company. Every day at a workplace, there are different things that come into play that help in the proper and profitable running of a company. These are those that will ensure that the company gets the best services. This is achievable by looking at the way in which the following traits and acts comingle with each other and the workplace. 1. Emotion and Moods Emotions are the defined in philosophy and psychology as a conscious experience that is primarily characterized by biological reactions, psychophysiological expressions and mental states of the human body. This is often considered and associated reciprocally influential with the moods, personality, disposition and the motivation that a person has. Furthermore, moods and emotions have various sources, ranging from a person’s personality, time and day of the week, stress to sleep, exercise, age and even gender. Emotions are not only present in the way in which people relate but further due to the way in which the people see each other. In a workplace, there is the myth that there is no connection that is present in the way in which a company is operated. The myth is wrong because in everything that happens in a company, there is always an emotional connection between the decisions that are made and the influence that they have on the relationships that are in the organization (Ashkanasy, Härtel & Zerbe, 2002). 1.1. Emotions at the office The emotions that are shown at an office are shown based on the fact that there are intense emotions that are brought to light due to the presence of requirements at an office. Furthermore, the emotions that are expressed at an office are not solely due to the requirements that are at the office but as well due to the day of the week (Ashkanasy, Härtel & Zerbe, 2002). These two factors are connected by the fact that the day when a person is supposed to go to work, emotions are bound to drift towards the negative effect and reduce as the week progresses. This is because, as the week moves on, the negative effects reduce as the positive increase, these two are indirectly related and thus the effect may be felt at the workplace. 1.1.1. Disadvantages Furthermore, in a workplace, women are bound to be more emotional due to their hormones. They are the ones that are supposed to be able to keep their feelings in line because they show greater emotional expressions, experience emotions more intensely as compared to their male counterparts in a workplace. Interpersonal Conflict Conflict in the workplace and individual emotions are strongly intertwined; positive affect is associated with cooperation. There will be reduced productivity in the workplace. This is because, by the involvement of emotions in the workplace, employees may end up getting emotional feelings towards each other and as a result reduce the attention that the works of the company get and increase the personal time that the employees will direct to each other. Negotiation Emotions can impair negotiations. 1.1.2. Advantages Decision Making Positive emotions affect results in better, more accurate decision-making. However, in a workplace it is important that women and men be able to control their emotions so that they are as well able to read those of their competitors and come up with the best way to move the company forward not only on the basis of the value of the deal but further, the emotions of the fellow workers. Creativity Mood which is positive increases great creativity Motivation This is basically the link between mood and emotional commitment Leadership Feelings are paramount to acknowledgement of messages from hierarchical pioneers. Pioneers in great dispositions assess subordinates all the more positively and give empowering sentiment, which helps subordinates perform better. Negotiation Negotiations can be impaired by emotions. Customer Services Emotions greatly affect service quality, a process known as “emotional contagion.” Emotion has its own ups and downs in the workings of a company and it is best that the actions that are carried out are not driven by rash emotions. However, if so, may they be those that are meant to drive the company forward and ensure that the negotiations and decisions made are best for the company? 2. Diversity at the workplace The concept of diversity is one that encompasses acceptance and respect of the differences that people on society have. It means that the understanding that every individual is unique is one that encourages one to understand that there are differences that exist between human beings. These are mainly along the lines of race, ethnicity, sexuality, age, socioeconomic status, physical abilities, religious beliefs or other ideologies. Diversity is what makes the workplace more productivity. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual (Jackson, 1992). The outcomes of the use of a diverse workforce are: 2.1. Advantages Increased Growth A diverse workforce makes your company grow stronger. This can aid in the increase of growth and the profits. Company growth plays an important role in employee growth, as it provides more opportunities for advancement. Let your employees know that hiring employees from a variety of backgrounds also gives the company a better perspective on the needs of all its customers, not just one or two groups (Hawkins Mitchell & Noakes-Fry, 2013). Employees who come from a variety of racial and ethnic groups and sexes can provide valuable insight regarding the best marketing or customer service tactics to increase sales and improve customer satisfaction ratings among their respective groups. Improved Workforce Quality Making diversity a part of your human resources recruiting policy can improve the quality of the employees you hire. One can reach a larger group of applicants depending on the company’s decision to hire people that are of different backgrounds. Diversity in hiring benefits your employees just as much as it helps the company. When you hire only the most qualified staff member, employees can rely on each other to provide technical expertise and guidance when they encounter a difficult problem. All employees on a team benefit when the group easily meets goals and objectives because each member of the team is skilled and experienced. Increased Flexibility Employees who make up the diverse workforce often practice a variety of religions. Although your company probably can’t schedule a company holiday for every religious holiday, it might offer flexible work schedules or an increased number of personal days to accommodate the needs of all employees, regardless of their ethnicities or religions. The company also might be more open to permitting other types of flexible work arrangements, such as working from home or work sharing, particularly if the staff includes working parents. 2.2. Disadvantages Decreased Turnover A solid differing qualities system can diminish turnover. Worker clashes that may in the end lead to acquiescences can happen if your organization doesnt support assorted qualities mindfulness notes the Hr.com site. While restricting turnover helps the organization by decreasing preparing and different expenses, it additionally may have an immediate effect on representatives. High turnover implies that representatives are always preparing or helping new contracts, decreasing time accessible to use on their own assignments. Expanded staff maintenance guarantees that workers have satisfactory time to concentrate on their own obligations. Discrimination Companies that hire people that are of diverse backgrounds have the human resources section so as to be able to take care of the diversity that is created. However, there are companies that are becoming more and more diverse in their employment but lack the establishment of these sections of a company. By doing so, these companies are risking the occurrence of discrimination and unfair treatment among the employees. This is because, with diversity, there is the fact that diversity looks to distinguish different groups in traits and behavior among other differences that may be shared. 3. Communication 3.1. Communication at the workplace Communication is the transfer of information from one source to another recipient irrespective of location. This sharing is what aids in the development of companies. Viable verbal and nonverbal relational abilities are profitable in the working environment. A few organizations use a ton of cash to prepare their representatives on the most proficient method to viably impart around themselves and their customers. Great relational abilities go past discussions, yet representatives must know how to convey well in composed reports and messages. Understanding the benefits of effective communication helps companies place a focus on developing a workforce that is able to communicate within the firm and with customers, vendors and international business partners (Gerson & Gerson, 2007). The benefits that come with the incorporation of communication in a company are well intertwined with other aspects that help in the development of the country. The positives to these were: 3.1.1. Advantages Helps with Diversity Effective workplace communication is important in companies with workplace diversity. Good communication skills help to reduce the barriers erected because of language and cultural differences. Companies that provide communication training to domestic and international employees reap the benefits of effective workplace communication. Organizations can keep away from social perplexity and miscommunication via preparing universal businesses at a young hour in their professions and all the time. Powerful correspondence causes profit to build, failures to diminishing and operations to run smoother. Global Business With global business transactions continually increasing, the need for effective communication to meet global demands is also increasing. Managers and employees must know how to effectively communicate with the companys international counterparts. The difference in cultures requires managers to understand terms commonly used in America that another culture finds offensive. Companies that prepare workers to excel with verbal and nonverbal communications skills find it easier to enter into global marketplaces than companies that do not prepare its employees. Effective communication is important for businesses looking to expand beyond its domestic borders. Team Building Effective communication in the workplace helps employees and managers form highly efficient teams. Employees are able to trust each other and their management. The use of effective communication in a company helps in the reduction of unnecessary competition that may exist within departments and this helps the employees to work together as a cohesive unit that is harmonious. The result of a team that works together is high productivity, integrity and responsibility. Employees know their roles in the team and know they are valued. Directors can revise representatives missteps without making an antagonistic work environment and along these lines diminishing the erosion that may exist from there on. A supervisor who unashamedly speaks with his subordinates can cultivate positive connections that profit the organization all in all. Employee Morale A change in representative assurance can come about because of powerful correspondence. In spite of the fact that pay is sympathy toward numerous laborers, it is not their just concern. Workers acknowledge great correspondence originating from administration. It prepares a solid the earth. At the point when representatives are fulfilled by their occupations, they can effectively perform their obligations with an uplifting disposition. Neglecting to impart successfully in a work environment prompts disappointment and perplexity around representatives. On the other hand, chiefs can ease such issues by keeping the lines of correspondence open. 3.1.2. Disadvantages Conflict Clash is one burden of correspondence. Workers may utilize correspondence to differ and contend with one another and with administration. Clash causes pressure around representatives and can end operations, disturb gatherings and avoid undertaking culmination. Sources of conflict include employees feeling that their needs are not being met, lack of structure, and lack of transparent communication and personality differences. Organizational leaders also use communication to mediate and control conflict to lessen the effects of employee disagreements (Mor-Barak, 2013). 4. Culture This can most of the times e related to the diversity in the behaviors that are experiences at the workplace but there are the aspects to culture that have a role to play in the workplace. There are the people that have a different perspective to the way in which a company should be run and it is these principles that aid in the creation of a strong working community. In this case, culture is the tendency that a person in a company or society has got used to, to the point whereby they have turned into parts of their daily routines in our lives. Culture provides a sense of identity. Culture generates commitment to the organization’s mission by shaping and reinforcing attitudes and behaviors. Culture clarifies and reinforces standards of behavior/performance. 4.1. Culture at the workplace At a working institution, an employee is bound to be able to adapt to the culture that has been brought to light throughout the years. This is because it is part of what makes the company a great entity. The cultures that are followed by the managers and people that form the company is some thin that is unique and can be used in the development process. These cultures are formed from the missions and visions that are behind the duties of a company. They are what are termed as the main goals of the company and the methods that should be used. The reason that culture is implemented most of the time is so as to: To close the gap between the real and the ideal culture. To align values and goals across subcultures, divisions and geographic regions. To ensure/determine individual-organization fit. To facilitate organizational change. 4.1.1. Advantages Improved standards Culture in the work place creates a particular standard that must be followed by the employees. Furthermore, a company that has a particular culture is one that is ready and willing to use the culture in the development of a better company that is driven towards the provision of quality services. By not having any culture, a company will lack standards that they can claim to be part of their own trend and style. Creation of a unique nature Culture is seen in the development of a style that is unique and true to the company, and the desired outcome that is solely part of a single company; not duplicable. The culture that employees are trained to believe that the workplace runs on the ideas and fumes of the people that world there is true to the nature of the organization. In the creation of a culture, there will be a set standard that cannot be copied by other people and this will give the company a feel of uniqueness and authenticity. 4.1.2. Disadvantages Irrespective to change With the development of a particular culture by the people of a company, the employees will become accustomed to that way of life to the point whereby they believe that the way of life that that they have developed in that company is one that is synonymous to their desires. In doing so, they end up becoming more and more difficult to educate if there were need for them to be taught a different cultural perspective contrary to what they know. This will make the adaptation of a new culture and process a steeper learning curve as compared to the prior one. Adaptation Difficulty In the carrying out of a particular culture in a business or workplace, when a new recruit is inducted into the fold, it is a must for them to be inducted. The induction process may be different as compared to what the people are used to and thus resulting in there being a difficult process that is involved in the process of induction. This culture that is available makes it the more difficult for one to be able to adopt it into their daily routine and this being less profitable. 5. Misbehavior With all due honesty, there is no particular place in the world where someone may say that they have not taken part in any activity that would be termed as less than the conventional desired one. This behavior is one that cannot be tolerated to this day in companies and society as a whole. However the actions that we once saw as being petty have increased in complexity and cannot be termed as mere misbehavior but rather the harassment. In companies, these are things that are considered to be unforgivable due to the fact that a company owner may be forced to pay for the damages that an employee may suffer due to the harassment. The effects of misbehavior at a company are very detrimental. The company may end up losing public acceptance due to the charges that may be set up. These are the recommended actions that a manager should take so as to ensure that the company is more than able to counter the economic hurdles that are set ahead of the market. Furthermore, they go hand in hand with the ideas that the author mentioned here below passed in their publications about the desire to be in constant control of their companies and work to ensure that all goes according to a set plan. 6. Book Analysis In The loudest duck, Laura Liswood discusses how to gain competitive advantage through effectively managing diversity. She says it takes more than just accepting others; it requires understanding others’ viewpoints and cultures in order to communicate and work together effectively. The author looks at the way in which diversity may be used in the workplace and the effects that to may have on the development of the company (Liswood, 2010). She, however, shares ideas with me on the fact that diversity is something that would be beneficial to any company provided that it is well catered for. Furthermore, it is important that the people be sure to ensure that the members of the company are well represented. Organizations must be able to look at the diversity that they have present in the company and be able to cater for it in terms of the way in which some of the businesses are carried out. Laura points to the fact that a company needs to have some form of diversity so as to ensure that the operations are carried out to the level of professionalism that is required. Anne Kreamer explores the relationships among emotions, gender, and power in the workplace in it’s not personal. She provides taxonomy of emotion types, and offers recommendations on how to deal with major emotions at work. This book looks at the ways in which emotions that are generated at the work place may be used in the office for the better or worse outcome of the company. In the book, she points to the fact that business should not be taken as an emotionless affair but rather as an activity that requires emotions (Kreamer, 2012). However, she points that not all emotions are suitable for business but some of them are. Business is something that entails some play with a client’s emotions so as to allow them to believe that the services they are opting for are possible to be offered. Finally, in Toxic Workplace, Mitchell Kusy and Elizabeth Holloway tackle the challenge of “creating organizational communities of respectful engagement.” They examine toxic personalities at work, and how this toxicity can taint teams and the very culture of the organization. Kusy and Holloway look into the effects that will arise from the misbehavior that would occur at companies (Kusy, & Holloway, 2009). They state that misbehavior is a thing that would be let in the past but the animalistic nature of the workplace and the fight for dominance in such a place leaves these tendencies ripe for the taking. 7. Conclusion Business is like a relationship, there is the need for one to be taken as they are, or the partners conform to the ways that they feel will best benefit their relationship. This is the case whereby, all the components that make a business must be looked into keenly while paying attention to all the aspects. Emotions are small but powerful tools that may be used in the carrying out of business deals. The emotions are what are used to sell a product to a potential buyer because if there is no heart in the negotiation process, there is bound to be a failure. Misbehavior is a vice in business that must be cropped out so as to ensure that all is carried out as planned. Communication, culture and diversity are three aspects that cannot be plainly separated from each other because they influence each other. Business dictates that all these must be looked at keenly and dealt with as fast as possible. References Ashkanasy, N., Härtel, C., & Zerbe, W. (2002). Managing emotions in the workplace (1st ed.). Armonk, N.Y: M.E. Sharpe. Gerson, S., & Gerson, S. (2007). Workplace communication (1st ed.). Upper Saddle River, N.J: Pearson Prentice Hall. Hawkins Mitchell, V., & Noakes-Fry, K. (2013). The cost of emotions in the workplace (1st ed.). Brookfield, Conn: Rothstein Associates. Jackson, S. (1992). Diversity in the workplace (1st ed.). New York: Guilford Press. Kreamer, A. (2012). It’s always personal: Navigating emotion in the new workplace. New York, NY: Random House. Kusy, M., & Holloway, E. (2009). Toxic workplace!: Managing toxic personalities and their systems of power. San Francisco, CA: Jossey-Bass. Liswood, L. (2010). The loudest duck: Moving beyond diversity while embracing differences to achieve success at work. Hoboken, NJ: John Wiley & Sons, Inc. Mor-Barak, M. (2013). Managing diversity (3rd ed.). New York: John Wiley. Read More