Affirmative Action and Managing Cultural Diversity Challenge - Case Study Example

VBD Report Name of Student: Name of Course: Name of Instructor: Date of Submission: VBD Report 1.0 Introduction With increased globalization around the world, it has become of utmost importance for organizations to come with systems that enable them to counter the challenges that come about as a result of internationalization. On this point, it is worth noting that more and more organizations are going global in a bid to tap into the international market. With the moves to go global, several challenges come up. One of the crucial challenges that organizations face while managing operations in the global scene is cultural differences. There is always a need for an organization to align its services and services with the cultural practices of the foreign countries. In addition to this, organizations have to come up with appropriate human resource management systems that enable them to harmonize the culturally diverse workforce. The following report illustrates a culture related problem in the organization. The report will analyze the problem and give two management approaches to contain it. The report will also recommend some solutions to the problems to the organization. 2.0 Problem Definition The problem at the company is that there is a toxic cultural presence in the organization. This problem has developed when the organization went global and it was reported by a general manager of an overseas branch. As a result of this, the organization was facing a challenge of reduced employee performance in addition to a lower productivity. The symptoms of the toxic culture presence are several. One of them is that the relationship between the employees to diverse cultures is poor. The employees normally group together and work according to their cultures. This has led to the formation of several teams in the organization. Secondly, employees of different cultures rarely get along with each other well. The human resources manager has to intervene severally so as to calm violent situations between the employees. Thirdly, there is a lack of a shared vision within the organization. Employees of diverse cultures seem to work for various causes. Key to their aims is to achieve their individual cultural concerns. There is a need to solve this problem sooner than later. The above symptoms are an indication of a lack of good cultural diversity management. If the problem is left unsolved, it could increase in degree and ultimately lead to negative impacts on the company. One of the effects of the unresolved problem is reduced employee performance. The organization is already experiencing some degree of this problem. If the root cause of this problem is not solved, the organization is due to be associated with unproductive employees. This would ultimately lead to a reduced performance of the organization. On this point, it is important to note that any negative effect of the problem on the human resource leads to a negative effect on the organization’s performance. Lastly, the problem is due to paint a bad image of the organization in the market. On this point, it can be acknowledged that the face of an organization, commonly known as Mianzi in Asian management systems, has a very important role to play in an organization’s success. 3.0 Problem Analysis In order for the organization to be able to deal with the toxic culture presence, there is a need for it to come up with a good management approach to the problem. A good management approach enables an organization to be able to deal with the current situation appropriately in addition to ensuring that it does not occur again (Millar & Gitsham 24). The following section will discuss the planning and leading approaches to management of the organizational problem outlined above. 3.1 Planning Planning is a management approach that seeks to transform an organization according to a specific action plan. A good plan is one that contains the specific deliverables of the action plan. In order to be able to achieve the objectives of managing cultural diversity in the organization, there is a need for the management to develop a strategic plan (Landrum & Gardner 250 ). Generally, a strategic plan is a framework which outlines the current state of an organization and the expected state in the future. The expected future is represented by a clear vision statement. The vision statement outlines the specific goals and objectives of the organization. Taking reference to the case study under analysis, it can be noted that the most important goal for the organization is to bring about cultural harmony in the organization. This goal should be outlined clearly in the vision statement. The strategic plan also contains the mission statement (Landrum & Gardner 250). The mission statement indicates the means in which an organization is able to achieve the vision. It contains the actual activities/ action plan for the organization. Moreover, it also identifies the specific people who will be responsible for various roles. The planning management approach also upholds the need for measuring the effectiveness of an organization to lead an organization towards the desired goals Landrum & Gardner 250). On this point, the organization will need to put up a system which measures the degree of cultural integration in the organization. Lastly, the planning approach takes into account that the initial plan may not lead the organization to its goals; hence it comes up with emergent plan which takes into account unexpected occurrences. From the discussion above, it can be acknowledged that the planning management approach will enable the organization to investigate and solve the cultural problems associated with the organization. 3.2 Leadership The second management approach to investigating and managing the problem is leadership. A leadership approach enables an organization to lead its employees to the desired state of thought and action. It can be acknowledged that leadership has an important role to play in the success of an organization achieving a specific set of goals and objectives. It is also worth noting that the leadership and planning approach to management have a close relationship. In order to ensure that an organization is able to execute its strategic plan, there is a need for a good leadership strategy (Pounder 5). The organization should look into the option of embracing transformative leadership in the organization. Transformative leadership is focused on influencing the subordinates to follow the values of the leaders (Pounder 5). Transformative leadership will be able to identify the root causes of the problems in the organization and consequently provide the employees with a model system of engagement with each other. Transformative leadership is normally comprised of four main elements commonly referred to as the 4 ‘Is’ (Pounder 5). The four ‘Is’ are intellectual stimulation, inspirational motivation, individualized consideration and idealized influence. In addition to investigating the problem, transformative leadership will enable the organization solve its problems (Pounder 5). 3.3 Environmental Factors The environmental factors which are due to influence the situation at the organization under study are mainly the legislation and the international migration patterns. Firstly, the execution of any plan in the organization will have to be done in accordance to the national legislations. On this point, it is important to note that ethnic or racial discrimination is illegal according to the national legislations. For this season, the action plan by the organization to bring in cultural competencies should be done with full consideration of the law. Secondly cultural differences amongst the employees in the organization are a source of external. The organization will be subject to criticism from the social institutions f they touch on pertinent issues affecting specific societies. 4.0 Recommendations Firstly, the management should develop a strategic plan that outlines the goals of the organization and the action plan to achieve the goals. Key to the plan should be the need to create cultural harmony in the organization and also to change the organizational culture so as to prevent the problem from occurring again (Dean 3). Secondly, the management should integrate a transformative leadership style to the management structure so as to influence the stakeholders involved towards a good culture. Key to the leaders should be the development of cultural competencies in the organization. 5.0 Conclusion In conclusion, this report has been able to give an insight into cultural diversity in the workplace. The report was making reference to a case in an organization in which I am employed which is currently faced with a toxic culture influence. The introduction gave an insight into the report’s topic and also the organization under study. It also gave the thesis statement. The report then gave a discussion about the problem in the organization. It was identified that the problem is involved with the management of cultural diversity in the workplace. It was identified that the toxic culture influence in the organization was contributing to the organization’s poor performance and the employees’ unproductivity. The report then gave an insight into the various management approaches which the organization should adopt so as to investigate and solve the problem in the company. The report recommended planning and leading management approaches to the problem. The report then gave recommended solutions to the problems in the organization. From the report, it can be acknowledged that there is a need for organizations to come up with appropriate management systems to identify and solve problems. References D ean, E., Revising Affirmative Action and Managing Cultural Diversity Challenge in Corporate America. Equal Opportunities International. 15. 6/7. (1996). 1 - 16 Landrum, N., & Gardner, C.,Using Integral Theory To Effect Strategic Change. Journal of Organizational Change Management. 18 .3 (2005). 247 - 258 - Millar, C., & Gitsham, M., The Role Of Management Development In Achieving A Culture Change Towards Sustainability In The Organisation. Journal of Management Development, 32. 3 (2013). 23- 43 Pounder, J., . Employing Transformational Leadership To Enhance The Quality Of Management Development Instruction. Journal of Management Development, 22 .1.(2003). 6-13 Read More