Globalization: Cultural Diversity in the Workplace - Research Paper Example

Keith Colbert OM8025 28 May, Globalization: Cultural Diversity in the Workplace Internet and telecommunications play a vital role ininitiating economic growth and development. Third world countries were not left behind in embracing these technologies and have improved their performance in the global market. However, since internet and telecommunications have made the work easier and reduce its expenses paid to their employees, it resulted to layoffs and downsizing of employees. But, since Third World countries offer cheaper labor cost, many developed nations in the West tapped into them. Consequently, labor market with different cultures has been created. The question on how management can merge various cultures into one cohesive and dynamic work force becomes a challenge. To acquire success in any projects, blending of cultures while maintaining perspective and respecting each culture’s unique attributes must be studied and implemented. Problem Statement As developed nations utilized skilled labor from the Third World countries, how can the management merge various cultures and produce a consistent workforce with fresh and creative ideas? Purpose Statement This research seeks to establish how management can merge various cultures into one uniform and vigorous working class, focusing on project perspective and understanding how diversity in the work place impacts on work production. This paper also aims to evaluate how peculiar qualities in Third World cultures can affect their ability to work with each other; and also how their cultural differences can eventually be merged into a coherent and positive work relationship. Conceptual Framework An organization is composed of people – people with different level of skills, knowledge and culture. In order to achieve the single goal of the organization, employees with different individuality must learn how to work with each other. Thus, to deal well with this diversity, the managers have to implement recruiting, mentoring, promotion methods, and strict policies on sexual and racial discrimination. Furthermore, if the underlying culture of an organization does not change, all other efforts to support diversity will fail (Daft 431). Research Questions The research aims to answer the questions relative with cultural differences and cultural blending of various culture into one uniform and effective work force from a project perspective. Specifically, it aims to answer the following questions: 1. What are the current issues in a culturally diverse workplace that the workers are facing? 2. How do the management handles the current issues of cultural diversity? 3. What are the approaches that managers can apply to manage cultural diversity? The Case Introduction of internet into the developing countries plays important role to the economic development. However, there some of the drawbacks associated with it such as unemployment since most of the businesses will be carried over the internet. Developing nations like the Philippines, Haiti, Uganda, and Afghanistan are facing these problems. However, because of the improvements associated with technology, many developed nations in the West have tapped into the Third World market because of the cheaper labor cost. As more nations have taken advantage of this cheap labor market, the inevitability of a multi-cultural work place has come into fruition. In these labor markets, many opposing and essentially different cultures can often be found in the same workplace. The challenge that this workplace has created is on how management can merge various cultures to produce a coherent environment with unique solutions and creative innovations. In order to achieve a productive and peaceful work environment, the manager has to come up with ways to blend these cultures while still maintaining perspective and while respecting each culture’s unique attributes. The changes that the manager has to implement will eventually decide the success of any project or any business in the current global economy. Sources In a paper by Davis and Cabello (9-16), the authors sought to establish a teacher-education model for preparing teachers to work with culturally diverse students. Their research recognized the firm need for education programs to arm teachers with the necessary knowledge and skills to work with students of different cultures. Moreover, the study emphasized aspects relating to awareness, knowledge, acquisition and maintenance of skills, and reflection (Davis and Cabello 9-16). This study illustrates that there is a need for managers to make the necessary adjustments in order to deal with diversity in any work environment. The basic principles set forth in this paper, such as awareness, knowledge, acquisition, maintenance of skills and reflection can also be applied by the manager who is in charge of a culturally diverse workforce. Elron sought to evaluate the relationship of cultural heterogeneity with the performance of the team and the organization. This study used top management teams (TMTs) who were international subsidiaries in multinational corporations (MNCs). The study pointed out that cultural diversity within the TMT is related to the level of issue-based conflict which the team is subjected to and to the TMT performance itself (Elron 393-412). Add to it, the research revealed the importance of cultural heterogeneity in the functioning of TMTs and their international subsidiaries (Elron, 2002). In relation to the current topic, this study points out that it is important for diversity and heterogeneity among the managers to be achieved in order to improve the performance of the organization as a whole. Data Collection Method Data will be gathered from structured interviews with respondents from the workers of developing nations. The interview process shall attempt to gain information from respondents on the effective management practices which can be applied to them along with their co-workers in a multicultural setting. This research will use Grounded Theory as a qualitative method for the systematic gathering and analyzing of data. Data Collecting Instruments The data collection plan shall be to first compute an appropriate sample size of respondents in this paper. Respondents shall cover workers from the Third World countries and shall be chosen based on their close proximity in the work environment. Questionnaires shall be distributed to the respondents and after an agreed time interval the questionnaires shall be collected. Coding System Six participants from Third World countries such as India and Philippines were selected for pilot study. Al of them came from companies which are open in employing workers from different races. As expected, they feel more comfortable working with employee of the same locality than with their supervisor from US or Canada. Barriers such as different values on the same behavior were also reported. Furthermore, issues confronting workers at the work place were gained; allowing further improvement in the research. Subsequent researches were done through observation of staff meetings in each organization. Interviews were transcribed and tape-recorded. Data collected were displayed in a contextual matrix which assisted the analysis of data and consideration of the findings in accordance with the subject and general perspective. Data Analysis The researcher divided the study dimensions into two: visible (race/ethnicity, gender, foreign born status) and invisible (religion, language). These are the dimensions where prejudices, cumulative advantages or disadvantages in the workplace usually derived from. Ethnicity is one of the major considerations for the opportunities of training and promotion. After recruitment, aside from orientation of the worker into the workplace, the management must exert an effort in mentoring and orienting them to the company culture and rules. Based on interview matrix, data has been evaluated to the most common culture diversity advantages and disadvantages issues: Race Gender Foreign born Religion Language Lack of Acknowledgement ( 68%) Women were assigned more responsibilities (73%) Lack of promotional support from the management (67%) Lack of understanding (72%) Hampers the ability to get promoted (78%) Invisible to colleagues (65%) Degradation (58%) Conclusions Cultural diversity is hindered by barriers that when will not be addressed properly could lead to absenteeism, liability, cost of employment turnover and distant relationship. To avoid this, the management must handle their employees by increasing awareness and understanding them. Program that will help in promoting interpersonal relations and task effectiveness must be considered especially for those people who were having a hard time in adjusting to the environment. An employee having a hard time adjusting will also find it difficult to vocal their ideas thereby keeping the innovation and growth phase of the business stagnant. The manager must be ready to face the challenges of cultural diversity, recognized it, and make the opportunities for advancement available for everyone. Generalizability Dealing with cultural diversity must start with the management and work down to the lowest level so as to become a solid foundation of the organization. The manager must be willing to be challenged and change the practices that served as a barrier to different groups. Lastly, the manager must know how to listen for constructive feedbacks for improvement, implement the suggestion and acknowledge the contribution. Bias and Validity Workers who may be bent on insisting on their own practices in the workplace may not be opened in receiving the interview. In addition, there is always a possibility that what the participants said is different from what they felt. However, with proper management and with a more culturally-accepting manager, it is possible to lead by example in the workplace. Ethical Considerations The inquiry whether they wish to participate in the survey had been asked instead of simply sending them questionnaires to complete. In addition, respondents were informed with information relative to the study. Lastly, the participants were assured that the information they will share shall be handled with utmost confidentiality. Works Cited An Introduction to Grounded Theory. Faculty of Science, Technology and Creative Arts Homepages. Web. 27 May 2010. Daft, R. Organization Theory and Design. 8th ed. Ohio: Learning South-Western College . 2003. Print. Davis, N. and Cabello, B. “Preparing Teachers to Work with Culturally Diverse Students: A Teacher Education Model.” Journal of Teacher Education 01 Sep. 1989: 9-16. Print. Elron, E. “Top Management Teams within Multinational Corporations: Effects of Cultural Heterogeneity.” The Leadership Quarterly 29 March 2002: 393-412. Print. Read More