The Analysis of the Fundamental Theories Associated to the Relationship Amidst Cultural Diversity - Term Paper Example

 INTRODUCTION Theorization is a significant aspect of any research process. To the common person, a theory is normally formulated prior to the research process mainly to add up valuable knowledge. Formulation of research process is majorly deduced from the corresponding principal findings of the study. Moreover, theories aid in comprehending phenomenon by offering explanations of a particular situations or circumstance that co-exists within the community. Theories mainly offer a suitable framework in which the prospect research can be undertaken and analyzed within the future. Moreover, the theories majorly form authoritative conclusions and knowledge thus utilized as a basis to undertake prospect research that pertains to the subject. The response is geared to support the analysis of the fundamental theories and constructs scholarly works that associates to the relationship amidst cultural diversity and corresponding organizational culture. The entire response is outline with the subsequent pointers: 1.A critical review of the scholarly articles offering insight on the association of the cultural diversity and organizational culture; 2. An assessment of the fundamental theories pertaining to the cultural diversity and organizational culture mainly found with the researches 3.The practical application of the basic theories and corresponding concepts within the contemporary work environment. CULTURAL DIVERSITY & ORGANIZATIONAL CULTURE Cultural diversity is a significant and fundamental aspect of a present organization, which offers general trends of the inclusions in regard to the prevailing organizations within the country and issues that are perceived to be racist thus treated with the highest levels of condemnation and aggression. Cultural diversity is the main method of fostering inclusion within an organization and corresponding diversifying processes system utilized by an organization. It is normally aids in ensuring that populace from all diverse backgrounds are represented within an organization. Moreover, culture is the means through which a group of populace dwells and it is represented by the underlying outward expression of their diverse process and corresponding preferences for diverse issues. Even though, I concur with Kelly and Fitzsimons perceptions, I do not admit the entire conclusion that underlying organizations normally depicts the representation of the populace from diverse backgrounds. I accept that an organization ought to foster diversity, which is the main stream of representation of the populace of diverse origin, numerous means normally designates checking block. According to Arnold and Kruzan (2010) the right target of identification of individual associations is the culture driver. The definitive organization's believability normally relies on the diversity and corresponding organizational culture. Populace dwells in diverse backgrounds that are profoundly rooted on the knowledge of the universe of other individuals. The knowledge of the populace of developing tool for the business and personal promotional opportunities is an ancient culture (Arnold & Kruzan, 2010). Recent perceptions pertain to the differences of technology and development within an organization's structure is mainly based on the developments and several advances of organizations. Moreover, this mainly rely on the collaboration across the operations, units and corresponding geographical positions that pertains to the development of extra different culture (Arnold, 2010). The definition of culture encompasses on communal philosophies, values and underlying attitudes that mainly aids in monitoring the behaviors of the group members in a particular position (Kelley & Fitzsimons, 2010). Culture and diversity are significant aspects of the community. According to the Hoftstede culture, cultural diversity is the main software of the populace's mind that guides the behaviors and reactions of people in diverse circumstances (Hofstede, 2010). Moreover, cultural diversity is normally standardized in the elaborations of the responsibility and significance of the culture within particular society, which majorly entails diverse procedures, aspects of specific locations and corresponding effects of means of populace behavior. The perceptions of culture in regard to the research of populace of the organization aid in comprehending the underlying internal and external networks thus resulting to the establishments of accomplishment of associations (Arnold & Kruzman, 2010). Thus, culture is the main forms of framework of the populace act and corresponding behavior, which relates to the growth and innate qualities since it serves as the representative of groups. Diverse populace entails diverse cultures social trends and procedures thus implying that the underlying cultures performs major responsibility in the definition of identity of the individuals. Culture is significant and imperative for administers and corresponding organizations as it aids in gaining certain degree of sensitivity to the culture and inherent the underlying make-up of the populace. Degree of sensitivity mainly pertains to the culture that is formulated by the existing unconscious elements and aspects of the environments. Moreover, it initiates development of populaces that correspondingly results to manifest values within the thoughts and actions of the individuals (Heidtmann, 2012). Manifestations of cultural values depicts the variations of the culture and circumstances that mainly ranges in regard to the proportion to the numerous populaces in the society. Initiation of single culture as the obligatory and sole acceptance of culture is cumbersome to achieve due to the pressures and disagreements, which ultimately cause the battles and further disagreement. Pressures and disagreements are mainly based of the fluctuations and differences that could result to organizational problems in regard to development of different work environment, which mainly exclude stiffness and disagreements. Promotion of diversity and elimination of the underlying cultural tensions require the paradigm shift within the prevailing culture of organizations that can accommodate diverse cultural and cultural requirements expectations of the populace in underlying society. Organizational culture is one of the sub-cultures that is mainly developed in a corporate entity and is undertaken in a manner, which depicts the traditions and accepted practices in any organization (Schein, 2012). Moreover, direct impact of the cultural practices and procedure are mainly embraced in an organization thus forming a suitable atmosphere for operations within the organization. Organizational culture also stands for reception of values, attitudes, norms and behavior patterns that mainly dominate particular organization (Herzog & Leker, 2012). These pertains fundamental assumptions, values and corresponding norms that co-exist in an organization. The basis and background of the fundamental assumptions differs with the underlying nature and principal practices of the populace within the organization. Particular researchers' perception of organization culture pertains to the social consensus that is normally accepted in an organization due to the procedures and activities that individuals take part in in order to attain major ends of the organization. Organizational culture is thus defined as a system and procedure that underlying organization develops its own sub-culture. These procedures normally make it relatively easier and more suitable in regard to handling the issue and corresponding matters in undertaking issues of the underlying firm thus offering suitable outcomes. Organizational culture normally works effectively and free from tensions when diverse populaces of diverse cultural and social backgrounds are embraced. This is because cultural diversity within the contemporary world offers a background and foundations that mainly compel underlying organizations and corporate entities with the suitable impetus, which assess and review issues from a wider framework and kaleidoscope. Therefore, cultural diversity within the organizational culture is considered as a system of attaining an organization through which individuals from diverse backgrounds embrace framework and procedure of handling fundamental issues and matters. Cultural diversity within the workplace normally ensure that populace from a broader background are included in the operation of the organization. Moreover, it is undertaken by ensuring that organization functions within the outlined ethical framework. Conversely, embracing culturally diversity that mainly comply relevant race and other supplementary inclusion, which are imperative with the organizations. Organization incorporates numerous elements and procedure within the organizational diversity, which consequently meet its underlying ethical and legal obligations. Conversely, organizations and entities possess diverse ethics and standards with diverse procedures and activities mainly serve the purpose of accomplishing desirable outcome in regard to maintenance of cultural diversity within the workplace. The paper will mainly focus on the recent studies and analysis that have been undertaken in regard to the diversity issues and matters. Moreover, the paper mainly assesses the suitable research methods enacted and the means through which they are applicable to the organizations and their corresponding implications to the corporations within the universe. METHODOLOGIES OF SCHOLARLY WORKS The process of undertaking and evaluation of the recent research works and corresponding implications of diversity within the workplace will mainly criticism five modern articles within the diversity and organizational culture. The articles are published within a period of five years. Moreover, the initial part will solely analyze the prevailing methodology that was employed by diverse scholars of the articles, which culminated within the findings discussed within the paper. Examination of particular aspects and dimensions of diversity within the community pertains to its corresponding impacts, which influences on the corporate culture and an associated component depends on the perceptions of the authors. Analysis and examinations of the effects, procedures and organizations mainly entails elements to the cultural challenges. Moreover, this will aids in the identifications of the most dominant procedure and activities that an organizations that are required within the international and local levels. (Sawyer & Thoroughgood, 2012) The research method utilizes cross-sectional approach in the evaluation of the external environment of finding the major challenges and modification of the firm in order to see Human Resource and corresponding diversity requirements. Finding depicts that there exist two major classes of issues that the underlying firm requirements to be sensitive and incorporate macro and micro level. Moreover, the main procedures and systems that ought to be utilized, examined and analyzed to realize suitable dominant procedures. The previous, current and prospect cross-cultural issues and matters are the main perceptions of the research of the scholars. The research mainly concedes major issues that pertain to the organizational importance alterations with time and corresponding conditions of the business environment. Major concern entails cultural diversity and cultural sensitivity for the organization for the organizations for a period more than a single year in regard to the alterations within the business environment. Thus, the paper utilizes critical and systematic approach of undertaking literature review on the researches within the cross-cultural administration. This mainly culminates in regard to the identification of the chief issues that are important to particular jurisdictions. It also entails past important issues in the matters that are probably the significance in the future (Ferdman & Sagiv, 2012). Theoretical approach entails identification of the three major hypotheses tested within their research. The first hypothesis should elaborate the stakeholder point of view and its corresponding effect on the diversity sensitivity whilst the second hypothesis elaborates on the prevailing proactive responses are utilized as the major approaches in regard to dealing with the stakeholder requirements and expectations (Cole & Salimath, 2013). The third hypothesis entails identifications of the pressure exerted by the underlying stakeholders on the organization and its corresponding leaders in regard to developing better and quicker means and suitable approaches of tackling the diversity issues and matters. The research majorly uses diverse elaborations and other supplementary literature reviews and procedures aiming to finding the solutions to the prevailing questions. Moreover, the methodology utilized is basic and published sources and documents in elaborations of the positions of diverse authorities within the industry. Thus, it will enable the scholars to initiate logical elaborations of proving or disapproving diverse hypothesis. The research into the organizational culture and diversity issues within the United States military according to the scholars entails conventional American work environment in regard to the evaluation of the means of workplace adjustment, applications and hiring of the veterans (Carter-Boyd, 2012). Several veterans' experiences, hiring procedures and system also entail employment of the civil services whilst numerous forms of questioning strong and important system of offering answers to the vital research questions and needs. Singh and Selvarajan (2013) undertook a literature review in regard to the spillover of the society anticipations of the operation of the environment. In regard to the structure of the study procedure, the scholars identified that the ethics are majorly of organization at the outline of the organization's links of the external environment of the operations. Operationalizing of the underlying research, the scholars mainly assess the means of the race issues in regard to the standardized society spills over into the corresponding organizations and influences of the organizations diversity and underlying inclusion system. Moreover, the research studies encompass 165 workers within America's Midwestern Region. THEORIES OF ARTICLES The research brought forth many results and findings with significant implications on the elements and aspects of the core findings and procedures. Within he first section of the research it is established that in dealing with all the diversification needs and expectations. Thus, firm is required to identify the critical direct requirements starting with the macro-level requirements and expectations, which local immediate critical requirements imposed by the immediate society (Sawyer & Thorough good, 2012). Some of the international considerations like the Lesbian Gay Bisexual Transgender (LGBT) arguments that other natures of discrimination issues are not universal. Therefore, nations or areas that are not critical, the firms have to come up with certain approach and systems in working out the issues as a macro-level requirement. Moreover, pressure and other ethical expectations must always be prioritized in the firms planning and operational system and procedures. In the second part of the study, the possibility for cross-cultural matters and studies are identified different solutions to various elements and aspects of diversity (Ferdman & Sagiv, 2012). The study finds that the society and the residing communities changes over time. Therefore, in making sure that the organization keeps up with the changes in the cultural management matters in the external environment, the organization is expected to do an examination of the psychological trends and procedures so as to identify the main relevant issues and make attempts to adjust its position to manage the issues in the organization. Cole and Salimath proposed that the work terrain of firm will need to aim at convergence with the external environment, which compel firm to be answerable to needs and expectations of the stakeholders whilst striving to apply to the external environment. (Cole & Salimath, 2013). Moreover, it is inescapable as the present stakeholders have power and influence over the organization thus their opinions, perceptions and demands are important. Hence the firm ought to put in place the ways of ensuring that they will always be actively involved in prior while identifying the changes in what the stakeholders expect in respect to handling people, drawing clearly measures, and relevant processes and procedures in dealing with the issue. To achieve this there must be proactive systems that ensure the management is in the good position to evaluate things and make analysis of situations in trying to find out what is expected of the firm. The second theory presented by the researchers illustrate that there are some laws that constrains entities, majorly the federal firms which always tries to hire military veterans as a convention (Carter-Boyd, 2012). Moreover, it is acceptable principle that veterans must be given priority in the federal organizations, but in some scenarios it is the federal organizations that constrained by the laws in their efforts to favor these veterans and abide by conventions. In such cases it is viewed that there are cases in which conventions coincide with the laws, and thus calls for the government or higher authorities to intervene and give way forward in dealing with cases that involves a clash in rules and systems. Such procedures will do away with controversies in hiring and labor practices with aims to promote a better and favorable working environment. The last study theory gives again emphasis that diversity is influenced by the external environment (Singh & Selvarajan, 2013). This means that firms are influenced by the things that the external environment defines to be important and critical in aiding the firms to handle issues and matters. Therefore, the firms are left with no choices but to always keep in line with the demands of the external environment so that their diversity practices and the relevant needs and expectations to be presently monitored. APPLICATION OF THE THEORIES This part will highlight a comparison between the various strategies and techniques employed by various researchers in terming the systems of handling the varied and effective workforce (Al Haj & Mielke, 2011). There will also be the development of procedures and the systems for handling the disparities in the cultural needs and issues. The external environment determines what is vital in the field of diversity and the handling of the personnel in an organization by all accounts (Al Haj & Mielke, 2011). According to studies conducted the modern external environment is empowered by democratic freedom and the freedom of the media to be transparent and the increased sensitivity created by advanced technologies like social sites. Firms need to have a learning system that is proactive and is capable of deducing modifications in the ethical and legal structure of the country or community. This way they can provide the required guidance and directions for the personnel to come up with better strategies of tackling organizational issues. Stakeholders influence the organization since their needs and the targets they have for the organization influence its structure and its policy. These needs and targets are influenced by the transparent and sensitive in regard to the societal needs and expectations. Therefore stakeholders influence the firm's principles and regulations, thus a firm should be sensitive to the stimuli of the external environment in terms of its expectations and the requirements. A firm needs to prioritize the needs of the external environment with regard to the urgency of the needs and set guidelines to deal with them. It should also find other important international and far-reaching requirements that are vital in the creation of the rules and regulations. The rules applied locally are at times pressing and thus there is a need to for understandable institution and institution of these laws and rules in a manner that covers all the core issues and matters. There should be a framework and processes to improve the strategies and methods used to be accordance with the required international laws and regulations (Al Haj & Mielke, 2011). They should be applied as required. A firm thus has to strike a balance in matters and situations that are conflicting in order to formulate the best strategies and structures for the creation and institution of ethical framework and systems. There is a need to synchronize the cross-cultural management methods with the psychology methods. This way the firm can point out the important elements of the society and how the members of the society perceive and analyze the major processes and systems of the firm. It is important for these firms to review the situations and processes that present a clash with the law and apply appropriate techniques to resolve these issues. The firm might call upon higher authorities to tackle situations that the firm is not able to urgently tackle. CONCLUSION Culture refers to the overriding factors and processes that steer the conduct of a given people. It is a wide spectrum with various techniques of dealing with issues that vary from one person to the next. Culture is crucial in determining the needs and expectations of a given people in a given society. The synchronizing of cross-cultural practices and systems with other psychological techniques enforces the expectations of the people in a given society. It enables firms to point out the crucial elements and aspects and the perception the society has on the processes and systems of the firms. Studies by scholars suggest that firms should be sensitive to management issues that are cross-cultural as well as psychological issues in the society. This puts one foot of the firms in the elements of the environment and thus they can carry out their activities conscious of the external factors. The stakeholders should come up with processes and techniques to adjust the firm's structure to deal with the external pressure. These studies have also shown that diversity is a crucial factor in the external environment. The external environment defines what is vital in the area of diversity of the personnel in the firm. This is subsequently empowered by the democratic awareness and the media sensitivity to the human rights. Stakeholders in an organization are central in the fostering and extension of the culture. A firm will therefore take notice of their needs and demands in order to come up with the best strategies of tackling the organizational culture and the diversity it brings along. A firm should formulate strategies of creating modified programs to deal with the diverse rules of the external environment that keep changing. Culture forms a structure in an organizational set up that represents the group to which they belong. It plays a role in defining the identity of the people and the activities and processes they prefer. Stakeholders should be sensitive to the culture of the personnel in the organization. The organizational culture and diversity is formulated by the unconscious elements of the internal and external environment where a person grows to the value of the organization. In sum, there are micro-level ethical considerations within the firm with regard to the personnel and macro-level ethical considerations of the external society. It is therefore important for the firm's administration to ensure a balance amidst the underlying two extremes thus initiating suitable response of organizational culture and diversity References Al, H. M., Mielke, R., Du, B. I., Smidt, N., & Spitzer, S. S. (2007). Cultural diversity and the empowerment of minorities. New York: Berghahn Books. Arnold, P., & Kruzan, T. W. (2012). Organizational culture roadblocks 8 shortcuts for leveraging diversity: part II. Profiles In Diversity Journal, 14(4), 81. Carter-Boyd, B. L. (2012). Transition from Military to Federal Civil Service Employment. UMI Dissertation Publishing , 1 - 194. Cole, B. M., & Salimath, M. S. (2013). Diversity Identity Management: An Organizational Perspective. Journal of Business Ethics , 151 - 161. Dwivedi, R. K. (2012). Organizational Culture and Performance. Delhi: MD Publishing. Ferdman, B. M., & Sagiv, L. (2012). Diversity in Organizations and Cross-Cultural Work Psychology: What if they were More Connected. 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Is it Spillover or Compensation? Effects of Community on Organizational Diversity Climate on Race Differentiated Employee Intent to Stay. Journal of Business Ethics , 259 - 269. Read More