Cultural Diversity in the Work Place - Term Paper Example

Running Head: CULTURAL DIVERSITY IN THE WORK PLACE Topic: Cultural Diversity in the Work Place Lecturer: Presentation: Introduction Cultural diversity in the workplace is the practice in which organizations engage employees from different cultural backgrounds. The integration of cultures in the workplace helps in bringing together people with different ways of thinking and visualizing issues, which eventually results in a hybrid culture consisting of the best aspects of each (Scott 2007). Globalization has contributed to the movement of people from one region to the other in search of employment, investment, marriage and many other intentions that lead to the distribution of different cultures globally. Every employee has a culture that affects his/her functions in the workplace, which is different from employees working in a different region on the globe. For example, Japanese culture is different from American culture, which on the other hand varies from African culture. Cultural variation is important in regard to the manner in which people conduct themselves in the workplace, even though every person strives to accomplish the tasks assigned to him/her by the employer (Sondra 2003). This is a fact that brings the commonality that exists in the workplace since even though the employees would for example be speaking the same language; they have common targets to meet. The significance of various practices that are integrated in an organization’s operations is usually reflected by their ability to bring positive results to the organization. Some practices may have both positive and negative impacts on the productivity of an organization, which means that it is left to the discretion of the management to determine which practices are suitable for the organization or not. This essay is a critique of cultural diversity in the work place. It highlights the importance of maintaining employees from different cultural backgrounds as well as some drawbacks that can adversely affect productivity due to the practice. Cultural Diversity in the Workplace In the contemporary work place, diversity has changed from being considered a moral issue, to the development of laws compelling organizations not to discriminate employees on the basis of their cultural backgrounds. Initially, it was upon the prudence of the management to determine whether to engage employees from diverse cultures or not. However, even without compulsion, cultural diversity is necessary for the success of an organization. It affects professional and personal development. The workforce can not accomplish the desired completeness without cultural diversity. It helps in maintaining inclusion in the society (Scott 2007). Different people have different talents which they can bring in to the work place to either help in problem solving or contribute to the productivity of an organization through innovativeness. These talents are also distributed across various cultures globally. Excluding a particular culture from employment due to differences from that which is assumed to be the mainstream culture inhibits the capability of people from offering their worthwhile contributions regarding an organization’s operations. Relying on the popular culture presents an organization with the risk of poor workplace performance since there is little chance of different opinions regarding issues (Pellet 2004). This means that the approach to workplace issues is likely to be inclined towards a specific direction. In such a case, it may not be easy to solve problems. Organizational learning does not only take place through provision of vocational education to the employees. Learning in the workplace is as important as learning from other fields. In workplaces whereby there are diverse cultures among the employees, sharing of creative ideas regarding the day to day tasks is important. This translates to benefits for every one involved. Each of the employees has an idea to share with the rest regarding how they do things in their culture. In the absence of cultural diversity, business operations are likely to be carried out in the conventional way throughout the life of the organization. This is a weakness in regard to the accomplishment of organizational goals, especially in the contemporary market place where the targeted consumers are from diverse cultures. The customer oriented production requires that the producer analyzes their needs, which is a major factor that determines consumer satisfaction (Pellet 2004). In order to understand these needs, market research plays a major role. Diversity amongst employees comes in handy especially for organizations conducting this kind of research globally. Each employee understands his/her culture well, and is likely to come up with the best information regarding consumer preferences among consumers from the same cultural background. Cultural diversity in the workplace affects employees in a variety of ways. It means a range of backgrounds to which people may be affiliated, such as sex, ethnicity, race, religion, sexuality and age amongst others. It is important to understand that each aspect of cultural diversity is meaningful to the success of the organization. For example, the Chinese are known to work for long hours while the Americans are believed to be persistent in the accomplishment of personal and organizational goals (Parvis 2003). Combining these cultures in the workplace would have a lot of meaning to the employer since the endurance and persistence translates to perfection in regard to the tasks assigned to employees. Gender is also a significant factor of culture that determines the accomplishment of organizational goals. Male and female employees have different talents that are needed in the workplace. An organization that discriminates against one of them is likely to lose in situations whereby capabilities associated with gender apply. Scott (2007 p 56) states that that the society expects much more than the personality of a single individual in regard to workplace performance. The same case applies to various cultures compared to a single culture. The question that arises often is mainly focused on what other people can do differently from than the existing ones who have the same behaviors and decision making strategies. In many circumstances, the mainstream culture is what is regarded as generally acceptable locally. However, it may not be acceptable elsewhere. This may affect the competitiveness of an organization especially if there are competing ones that offer similar products, but have engaged people from diverse cultures (Parvis 2003). The organization that demonstrates discrimination of other cultures is likely to be faced with an unwelcoming attitude from consumers who feel that “their people” are discriminated against in the organization. Recognizing cultural diversity means appreciating other people as members of a global society who have the potential to bring positive changes to the organizational productivity and competitiveness. Once people from a different culture from the mainstream feel appreciated, they are likely to perform better in the workplace, which is a factor that contributes to employee satisfaction. Cultural diversity also increases the expectations of employees when they learn that the tasks they perform are also performed elsewhere (Dessler 2004). They can measure their own performance through making comparisons of their own experience with that of colleagues from different cultures. Companies that operate in foreign countries need to ensure that the employees are hired from diverse cultures, especially in the subsidiary companies. For example, a U.S. company operating in Korea needs to engage the services of local people in order to present a local outlook to the community that constitutes the major target market. This applies to multinational companies from other countries too. Employing people from the nation in which they intend to invest generates a sense of ownership to the local people. They would find it unfair for a foreign organization to operate in their midst without engaging them in the business operations, apart from when it sells the finished goods top them. This sense of ownership generates a positive attitude amongst the employees regarding the organization (Dessler 2004). A wide range of consumers feel represented in the organization, hence they feel contented when purchasing the organization’s products. Under such circumstances, the organization’s products are more acceptable in the host country as they are in the country of the company’s origin. Diversity therefore is important in helping the organization to determine the manner in which to differentiate products in order for them to fit in all markets. It also helps in the accomplishment of the desired transformation in a business in order to make it more competitive. This leads to flexibility in an organization. Conservative production methods are replaced with innovative methods that are more effective in meeting the needs of consumers. A business that sells its products to consumers from diverse cultures needs to adopt diversity (Pellet 2004). More over, an organization that engages in corporate social responsibility is likely to succeed through information obtained from employees regarding the best approach towards engaging in community activities. Cultural diversity promotes particular values in the organization such as leadership. It helps in promoting fair and just leadership. If an organization is to survive, it needs leaders who appreciate the services and opinion of people from various cultures (Dessler 2004). Such leaders are likely to develop essential problem solving skills due to their exposure to various cultures, each of which has its own way of approaching issues. They develop the desired flexibility which is important for the success of the organization. This means that they are ready to steer the organization in the direction that presents greater chances of accomplishing organizational goals. The more flexible an organization is in dealing with a wide range of cultures, the more it attracts a wide market for its products. The Coca-Cola and Starbucks companies are among the most successful organizations in dealing with people from a variety of cultures in the workplace. Diversity of culture in the workplace also enhances the organization’s integrity, in regard to the expectations of the society as well as the government. In the modern society, people are tending towards elimination of discrimination of whatever kind whether in communities or in the work place. The traditional setting is no longer working since people have become widely distributed all over the world. People are required to observe human rights and treat all people equally. Such values help in maintaining harmony amongst people from different cultures (Pellet 2004). They are significant in eliminating certain undesirable attitudes that have existed for many years, such as racial, tribal and such basis for discriminating against fellow human beings. Instead of discrimination, people are made to work together, in which case they come to realize that irrespective of their color or ethnicity, they can strive to accomplish a common objective. In other words, an organization that promotes cultural diversity in the workplace contributes towards the elimination of undesirable qualities in the society, and development of peace that is essential for the survival of humanity (Sondra 2003). Collaboration is also one of the significant aspects in business that results from cultural diversity in the workplace. When people work in organizations where cultural diversity is appreciated, they tend to establish links with organizations in which their own culture was initially dominant (Parvis 2003). This encourages suitable collaboration, and inter-organizational learning can be achieved. This is one of the important aspects of organizations that have contributed to technological transfer globally, leading to advanced methods of production and reduced operating costs. It has also contributed to successful mergers between organizations. Collaboration leads to the development of quality products as well as expansion of markets for products. Failure of organizations to adopt workplace diversity in many countries has hampered efforts aimed at reducing the gap between the rich and the poor. This happens in the situations whereby those who do not belong to the mainstream culture are not offered employment, or if they are employed, they are offered the lowest salary levels. In such organizations, the minority groups may never have a chance of developing their careers since their capabilities are always ignored. This means that only employees from the mainstream culture can accomplish their career and personal development goals (Parvis 2003). The gap between the rich and the poor within the community therefore continues to be large. The major problem arises when the employees who belong to the popular culture are offered senior positions regardless of their qualifications. This may adversely affect the success of the organization. The potential of the minority cultures under such situations is left unutilized, and they may never be beneficial to the organization. In contrast, where cultural diversity is appreciated, it is only the skilled employees are hired for the job regardless of their cultural orientation (Dessler 2004). This is one of the practices that have enabled many organizations to retain an experienced workforce, which translates to increased productivity. The only problem associated with cultural diversity in the workplace is language barriers. These may hinder communication in the workplace, thereby lowering productivity. If the tasks require proficiency in the mainstream language, it is impossible for organizations to risk their productivity through engaging employees who have problems working with a language that they are uncomfortable with (Kersten 2000). If the employees have to be offered vocational education regarding the main language of communication, it means that the organization has to incur extra costs of training. Language barrier is therefore a major stumbling block for the accomplishment of cultural diversity in the work place. Conclusion Cultural diversity in the workplace is one of the aspects of workforce in organizations that significantly affects productivity. The more diverse the employees are in regard to their cultural background, the more the chances of sharing ideas through constructive discussions, and the more the organization’s ability to accomplish organizational goals. It helps in building strong leadership, and enhances the acceptability of products in the market. Organizations that encourage cultural diversity are able to establish in foreign countries. People from the host country feel represented and appreciated, which makes them develop a sense of ownership for the organization. Failure to integrate cultural diversity in the workplace maintains the gap between the rich and the poor, in which case talents from the minority culture is under utilized. They continue getting poor while the mainstream culture takes up most of the jobs as well as all the leadership positions. Language differences are major barrier to cultural diversity in the workplace, especially for the responsibilities that require high proficiency in the mainstream language (Kersten 2000). References Dessler, G. (2004). Management Principles and Practices for Tomorrow’s Leaders. Upper Saddle River: Prentice Hall. Kersten, A. (2000). Diversity Management Dialogue, Dialectics and Diversion. Journal of              Organizational Change Management, 13, pp. 235-248. Parvis, L. (2003). Diversity and effective leadership in multicultural workplaces. Journal of Environmental Health, 65, pp.37-38. Pellet, J. 2004. Driving diversity:  diverse work forces make for better companies. Chief Executive, 198, pp. 48-55. Scott P. 2007. The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton, N.J.: Princeton University Press. Sondra B. T. (2003). Making Diversity Work: 7 Steps for Defeating Bias in the Workplace, Chicago: Dearborn. Read More