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The demographics of the population of the United States have changed. Hispanics have become the top minority group in the US with 16.3% of the population (Census, 2011).
To comply with the labor laws in the United States firms cannot discriminate against minorities. If a company has a composition of 4% Hispanics among the workers the managers should take immediate measures to remedy the situation. The company could face a discrimination lawsuit if a person makes a complaint against them of unfair hiring practices. Managers have to keep a balance among its workforce to have a balanced ethnic and gender composition within their staffs. Managers should mandate the HR department to audit the ethnic and gender composition of its staff every six months.
Culture is another variable that managers must analyze, study, and monitor. Culture can be defined as a learned, shared, integrated way of life (NesSmith, 1995, pg. 33). Managers must learn about culture because different employees behave differently based on culture and due to the fact culture impacts in the preferences of customers. For instance a global manager working at Wendy’s should not recommend expansion into India because the cow is a sacred animal in that country. Culture can also affect the communication process. People from different cultures interpret hand gestures and other body movement differently.
An American manager might make a hand gesture to a Japanese to “come here” by palming the hand facing upwards, but the Japanese employee might not understand the hand gesture since in the Japan the “come here” hand gesture is made by facing the palm backwards while making a pulling motion towards themselves with the fingers (Lgpnet). A manager that wants to make a deal with a Japanese firm that has decide on whom to send to negotiate the deal should keep in mind that Japanese culture is male dominated and women hold less power in the
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With the integration of business across the world the managers faces several problems with the difference in society due to different cultural backgrounds. The practice of globalization helps organizations to expand in different parts of the world by acquiring other organization in the target market of another country.
Therefore, from Management's expression, "What a product should have cost" is more important than."What it really did cost". Managers have to compare their product cost with "What it should have cost". Reasons for deviations are the ones rigorously analyzed and responsibilities are quickly fixed.
In the article A Study of Differences in Business Ethical Values in Mainland China, the U.S, and Jamaica the business decisions of managers in these three countries were compared (Fok & Hartman & Kwong, 2005). Ethics plays a major role in the managerial decisions concerning financial, environmental, and ethical matters.
As the world moves more towards the globalization of activities, these differences would become more apparent. For businesses and corporations, their ability to manage and understand such cultural differences will eventually spell the difference between success and failure.
The findings obtained in this paper reveal that cultural diversity issues are quite common in the US public sectors, which fundamentally emphasizes delivering healthcare and educational services to the community members.
These people have to adapt and fit in day to-day operations just like their right handed friends. This study focuses on the needs and issues faced by ‘lefties’ in trying to normalize their operations. The study specifically addresses the need to appreciate cultural differences and diversity at the workplace.
Their qualitative assessment found that diversity can increase employee motivation and foster growth in the business while developing innovation from new ideas that come from having a diverse make up of employees. Other benefits identified include:
Greater corporate resilience and effectiveness Life experiences of women, ethnic minority groups and the disabled - acquired through discrimination or challenging circumstances - are believed to equip them better to cope with change and stay ahead of it
As profitable as engagement in international business activities are, it is a highly challenging endeavour. The reason, quite simply stated, is cultural variations. Differences between national culture function as an obstacle to various aspects of international business management, including HRM and marketing.
At the same time, it is clear that culture determine business practices significantly. Observing Spencer-Oatey (2000) different mentalities determine fuzzy set of attitudes, beliefs, behavioral norms, basic assumptions and values shared by the members of these communities.
Globally, managers and business heads have been looking for ways to understand, and embrace different employee personalities in an organization. Needle (2010) argues that, managers have understood the necessity to come into terms
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