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Cultural diversity in work place is difficult to handle, but is manageable. This essay will address the main hurdles in effective management under culturally diverse circumstances and solutions to such problems.
Cultural diversity refers to multiculturalism or interaction of individuals from different cultures at one platform. This phenomenon occurs as a result of international migration. People from several diverse cultures and nations migrate to other places usually developed areas for work. This makes management difficult. According to UNESCO (2003) some 175 million people live away from their birth places and this rate was reported to be 200 million by the World Bank in 2009. When individuals from various diverse cultures accumulate in a single organization, the management is faced by following common issues:
Where there is cultural diversity, people from different races are provided with several opportunities to interact. An interaction at such a level is sometimes ridden with racial issues that are again quite challenging to manage.
In culturally diverse workplaces, sometimes individuals from a contrasting culture fail to absorb or even understand the organizational culture. This is referred to as a cultural shock. Cultural shock leads to negative feelings of helplessness and isolation, usually leading to poor performance at work by the individual.
Communication barriers among the co workers due to their diverse cultures also pose a problem in such scenarios and if left un dealt with, can pose serious limitations in the organization’s overall performance.
The main issues relating to cultural diversity that might pose a problem for management have been highlighted above. These issues suggest that management of cultural diversity is a difficult task. Now I will discuss how these issues can be dealt with making it possible to manage such a culturally diverse workplace.
Cultural diversity can be managed at workplace if certain
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The paper throws light on diversity as an integral part of the society and workplace. The society has become more diverse than ever before and in every organisation, employees from different backgrounds play an influential role in determining its productivity and competitiveness. Business managers apply different approaches of managing diversity in the workplace depending on their strategic goals.
Along with this, certain programs especially initiated by governments of nations have played an important role in enhancing the importance of diversity in the workplaces. Moreover it is expected that there will be an increased numbers of women, minorities and people hailing from diverse cultural backgrounds with different lifestyles entering the workforce.
about as a giant killer topic. This is because the diverse individuals present under the workplace realms try their utmost to make their mark on the edifice of the organization, which in return means that they need to be noticed and apprised of for all the right reasons.
Conclusions 10 References 1. Introduction Diversity management is one of the core strategies used by organisations to enhance performance and sustain competitiveness in global markets. Diversity in organisations can be in the form of race, culture, gender, sexual orientation, age, physical abilities etc.
People coming from different communities no longer work in a single market force but presently they work in a worldwide economy. Therefore, it is required for the organizations to create and maximize more of diversity as this can lead to more of profit making within the organization itself.
According to the paper multinational human resource managers must factor in the global audience in their attempt to formulate and implement HR policies. The function of multinational HR managers is undergoing transformation with the evolution of competitive markets and the recognition of the fact that Human Resource Management.
The traditional and functional roles of the management have, however, undergone radical changes over the years. The challenges to be met are of the modern types. The challenge in getting to integrate and manage a culturally diversified set of employees in an organization requires additional focus.
Therefore, cultural diversity should be taken as an asset as it should be used to come at the top in the competitive business environment that exists in today’s world. Cultural diversity acts as a driving force to
sity refers to people belonging to diverse cultures working in one organisation, which is rampant in Singapore because of its history of immigrants and also due to its growing economic prospects. The present discourse focuses on the way Singapore manages its cultural diversity.
In effect, it gave them more passion for serving people who were also disabled.
Even the disabled have the potential, like anyone else, to excel in their career paths. Disability should not be viewed as a limitation. With adequate support, even
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