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