Importance Of Cultural Diversity In The Workplace: Enhancing Performance

Effective Workshop Design for Enhancing Performance

Question:

Write an essay about the importance of cultural diversity of the employees.
 

Organization can enhance their performance through initiating the importance of cultural diversity of the employees. The employees need to involve with the growth, adaption, improvement, and innovative in the knowledge of the economy of the work. Now, an effective design can make it a powerful tool for supporting the performance of the employee. The support of the benefit can in return give benefits for the employee interest. The workshop design is the innovations which increase the productivity of the workplace through implementing some innovative techniques and procedures (Lupton 2014). The design of the workshop helps to adapt a good strategy for the business through providing improvement in the concept as in this workshop it is cultural diversity and reducing absenteeism and increase of the productivity. The application of design in the workshop not only support the performance of the employees but also it gives opportunity for the better understanding of ability, motivation and the along with opportunity. It includes the design, attraction, development, recruitment, performance management and through reward and remuneration strategies. The design of the workplace is implemented and amended not by any particular individual by through the involvement of all the employees of the organization. The workplace design on other hand relates with the different culture that present in the organization. The effective design enables various cultures, which would enable to develop new ways of the thinking through the creation of innovative solutions for the difficult problems and the situation initiating negotiating skills. The workshop designed is on the cultural diversity that present in the organization (Gero and Maher 2013).

The company needs to keep the people and the environment connected through designing the projects in cultural Diversity. But, in this regards culture acts as an important part in the mind of not only the employee’s but also the customers. The workshop before amending needs to set some goals so that it would help to achieve the goals of the workshop. The workshop needs to have definite goals for improving the hiring procedures of the company. The goal also includes the learning of the employees and the mangers for the better organizers. The workshop needs to again set a goal for the necessity to build a team for the formation of the team. Without, proper goal the workshop will not consist of any proper meaning of it (Wood and Wilberger 2015). The workplace needs a workshop to achieve a goal so that employees could get clear idea about the topic and could implement it in their work life. The main goal in the workshop conducted with the view of importance of cultural diversity in the workplace. The workshop included some basic goals and aims to provide the benefits from it. The main objective lies in the understanding of the meaning of Cultural Diversity and the Diversity in the Workplace. The second objective lies on the fact on the advantages and challenges of the cultural Diversity in the workplace. The workshop also provides the management that are included in the Cultural Diversity. The aim is to include diversified culture in the workplace and the employees should understand the importance that lies for it. They need to adopt the concept and engage the employees in the development of team building through accepting employees of different culture in the workplace (Cummings and Worley  2014). The design needs the involvement of the employees for whom the understanding about the workshop would have the most positive impact. Now, these could even include the senior managers or any employees in the lower designation. They need to understand the importance and could adopt it and could enable it to influence it to other employees. Though, it should not include occupying the positions of the all employees. The workplace need to adopt policies which should be as specific as possible leaving the few openings for the additions in the last-minute. Another important aspect regarding the design of the workshop is to choose the right location for the workshop. The workshop needs to attend 75 employees so it can be accommodated in the conference hall, which has the accommodation facility of 100 people. The conference room also has a latest technology with all the equipments of communication. It includes Smart Board, which is connected with a printer so to distribute all the documents of the presentation to all employees of the organization. It should include to people who does not attend the workshop. The room also includes Polycom speaker and digital visual presenters with the ability of video conferencing system. The video conferencing system would enable to provide the conference with some directors of the multinational companies like HP for better understanding about the concept on cultural diversity (Spencer and Lee 2015). The primary objectives which need to implement for the achievement of the goal of the workshop. The workshop can started with identifying the cultural background of the facilitator and can ask the participants of the workshops to introduce themselves through the sharing of the information regarding the cultural background. Next, the facilitator can show the percentage of the people which represent the various cultural groups dwelling in Australia. It needs to show the development for the immigration patters and the benefits that attached with it. The participants need to understand the change of ethnicity of Australia over the years and the representation of them in the overall population. The next step of the workshop should include the importance of the culturally sensitive perspective. The first step in the development of the cultural awareness is to make individuals aware about the values and the assumptions of the culture attached with it. The next steps need to make small groups of three to six participants in which their institutions can exemplify the values of Australia (Becker et al. 2013).   

Goals and Team Building for the Workshop

Participants need to have an overview about the cultural values and diversity. Participants need to understand the people from other cultures, which are different in critical way.  The design of the workshop could better understand through the approach of social cognitive theory in workplace learning. The theory of the social and the cognitive learning analyzes the thoughts, feelings, interactions of the people socially through the shape in the process of the learning. It enables on the process of cognitive as employees get engage at the time of learning and develops better understanding of the cultural diversity. This is the most important approach of the design of the workshop as it makes the better performance of the employee through the involvement of proper training and learning from the workplace (Johanssonâ€ÂSköldberg et al. 2013). The learning from other in the workplace can be better known as vicarious learning. It acquires the behaviors and the skills through the watching of the actions of the senior executives. The learner here needs to observe the acts of the model and the result that they deliver from it. However, it creates an appropriate situation for some employees as they adopt to acquire to imitate the behavior.  Though, this theory cannot adopt on a single day. It needs time. This theory can best applied through the methods of on-the job learning. The reason is that it pairs the new hires with the experienced employees and adopts to learn various situations in a much more effective way. The Theory not only concentrates on the adoption of the learner on his learning, it also concentrates on the learning of the individuals (Denler et al. 2014). The most important approach, which is important for the effective design in the workplace, is due to the self-effeciciency approach. It enables to initiate an approach through the development of the person’s belief in their ability to complete the performance successfully through change in the behavior on the concept of cultural diversity (Busse et al. 2014).

The given study suggest that in terms of communication relating to Halls theory make implications that people with the context of low culture can communicate the messages through the setting of the nonverbal indication. Female employees of the Australia and the employees with strong identity in ethnicity tend to high context in terms of the dominant in the culture of the Australia. The difference suggests that employees of different groups will be able to give much attention on the nonverbal communication and the setting of the words of the communication. The get the importance of the cultural diversity in workplace the employees need to understand the theories related to cultural diversity in comparison with the Australia’s dominant cultural values (Cornelissen 2014). 

The facilitator then need provide the comparison with the values and culture related to groups. They need to take proverbs and quotations from the different culture and need the participants to identify the assumptions and values that attached with it. The next which need to follow is to connect the cross- cultural knowledge along with the culturally diversified groups. Here, the facilitator need to divide the participants into group’s of three to six asking them to design the activities that could make the workplace for the employees of diverse background to have more comfortable in working in a diverse culture (Keinz et al. 2012). As the participants would generate ideas on the groups it would enable them to list the culturally sensitive techniques of teaching. Again they need to provide with case studies which consist of illustration on the complications that result from the cultural values among the employees and the employees and between organization and employees. The solutions would not be easy. The case study consist on the ideas which imply on that at what extent the managers can prepare the employees for adoption of the diverse culture and the blending into the dominant of Australian culture (Gunn et al. 2013).

Location and Technology for the Workshop

The workshop on the cultural diversity on the organization made an important impact for the employees of the organization. The effectiveness of the workshop made a positive effect on the behavior of the organization. The organization planned to hire more of employees from diverse background the need for the development of understanding of cultural diversity. The employees adopt the theories not only in the workshop but, they applied it even in their daily working life. The employees understand the need and the importance of the cultural diversity in the organization. The managers who participated in the workshop adopt diversity management as a key success for the organization (Ahmad et al. 2014). They started to make the employees understand about the importance of different culture. They adopt the theories of social cognitive theory and make the employees to take their on-job training with a group who has different culture. It helped to give them an overview about the effectiveness and the importance of the cultural diversity. The participants then would enable to inform the cross-cultural differences through the serious issues that emerge from the difference of cross- cultural. The effectiveness of the design among the adoption to the employees can better understand through the approach of the theories of learning in human resource management. According to the study of (Siemens 2014) Connectivism learning theory enables to adopt learning in multiple environments. The learning thorough these environments would enable to develop opportunities in the new skills, knowledge and the techniques. The employees through the design enabled to connect with the long-terms profitability from the diverse culture in workplace. It also enables the mangers to take critical decisions which are the main objective of the theory. The effectiveness of the design made an impact on the employees which makes the organization to adopt netter performance of the organization. As stated in the theory of motivation and communication theory, that endorsement and the motivation can enable to achieve better performance of the employee. The given study suggest that Michael Pacanowsky assistant professor of the University of Utah and the Nick O’ Donnell- Trujill who is the assistant professor of the Purdue University they theorized the organizations diversity and complexity. The implementation of the workshop relies on the theory attached with the theory. It needs to exploit the workers and teams to achieve the strategic goals in more effectively (Pieterse et al. 2013).

The workshop on cultural diversity helped to gather the knowledge about the learning of cultural diversity. The main aim of the workshop as discussed is to develop the importance of cultural diversity in the organization. The implementation of the workshop has made a positive impact on the effectiveness they stated to develop it on the culture of the organization. It would help to develop the culture through their recruitment of more employees of diverse culture. The workshop revolved around many learning. The learning of those specific features made them to know about the importance of diversity of culture in an organization (Ferraro and Brody 2015). It helped them to understand the concept of Diversity in the workplace. It also includes a total management process of the diversity in the workplace. The positive outcome results the manger to involve the employees into the diversified culture. The employees who attended the meetings try to develop to the other employees the emergency of a diversity culture in the organization. The main learning emphasized on the behavior of the people through emerges of the global market (Wood and Wilberger 2015). The learning lies in mutual respect among the employees of diverse groups. It is another learning which is related with the conflict resolution among different cultural groups in the workplace. The learning also lies in the fact of the advantages of Diversity in the workplace. It helps them to encourage the employees as the advantages made them to understand about the increased adaptability, and the wide range service that organization get because of the diverse workforce. The learning also helps them to learn about the challenges which are related to the diversity of the communication. The employees need to know about the challenges so that they can act accordingly and it also make them understand the opportunities that are related to it. The workshop made them understand that when they have the similar goals then production and quality can better if they mutually work together. They have given various case studies, those case studies make them to adopt different situations of coalition and made them to analyze the situation and the positive and negative affects related with it. The result comes with the fact that productivity of the employees gets affected from the conflict. It also showed that people who avoid conflict are performing better than others. It further helped them to learn the reputation of the organization gets affected because of the cultural diversity. The video chat with leaders of different reputed multinational companies showed them the result that organization performs better who does not get engage with the cultural diversity. The presentation on the cultural diversity in the company Hewlett Packard and their initiatives shows the success of their initiatives in the Cultural Diversity and their growth statistics.  Moreover, the learning further emphasizes on the importance of the workplace diversity enables the organization’s ability to reach the foreign countries. The diversified learning also increases the exposure of the employees in different cultures and the backgrounds (Gay 2013). Mangers and the leaders get to know about their responsibility in the diversity management. The learning also enable them to understand about the management of the diversity

Benefits of Culturally Sensitive Perspectives in Workplace Learning

The workshop design enables to learn about different cultures that the organization needs to develop. The learning or the outcomes had made a positive affect for the employees. It enables them to know about the importance of the culture in the organization through the different ways of methods and activities involved in the cultural diversity (Suedekum et al. 2014). Though, there could be more implications of the cultural diversity through the workshop. The workshop could implement the group discussion in the design. It could make the issues more clearly to the employees. The workshop needs to include more employees. As, there would be many employees whom the indirect understanding of the workshop would not affect them much (Laroche 2012). 

Conclusion

The workshop design regarding the implementation of diversity in culture helps the organization to achieve growth and development. It makes the objective of making the cultural diversity and its importance in organization. Organization adopted activities and methods for the development of the importance of cultural diversity. Participants in the workshop actively participated in it. It delivered a positive result for both the mangers and the employees. The mangers adopted the methods in their workplace. However, the workshop needed to add more employees for participating. However, the number of employees involved in it made an important impact on the overall concept for cultural diversity.  

Reference list:

Ahmad, A., Maynard, S.B. and Park, S., 2014. Information security strategies: towards an organizational multi-strategy perspective. Journal of Intelligent Manufacturing, 25(2), pp.357-370.

Becker, J., Kugeler, M. and Rosemann, M. eds., 2013. Process management: a guide for the design of business processes. Springer Science & Business Media.

Busse, H., Aboneh, E.A. and Tefera, G., 2014. Learning from developing countries in strengthening health systems: an evaluation of personal and professional impact among global health volunteers at Addis Ababa University’s Tikur Anbessa Specialized Hospital (Ethiopia). Globalization and health, 10(1), p.1.

Cornelissen, J., 2014. Corporate communication: A guide to theory and practice. Sage.

Cummings, T. and Worley, C., 2014. Organization development and change. Cengage learning.

Denler, H., Wolters, C. and Benzon, M., 2014. Social cognitive theory.Retrieved from.

Ferraro, G. and Brody, E.K., 2015. Cultural Dimension of Global Business. Routledge.

Gay, G., 2013. Teaching to and through cultural diversity. Curriculum Inquiry,43(1), pp.48-70.

Gero, J.S. and Maher, M.L. eds., 2013. Modeling creativity and knowledge-based creative design. Psychology Press.

Gunn, W., Otto, T. and Smith, R.C. eds., 2013. Design anthropology: theory and practice. A&C Black.

Johanssonâ€ÂSköldberg, U., Woodilla, J. and Çetinkaya, M., 2013. Design thinking: past, present and possible futures. Creativity and Innovation Management, 22(2), pp.121-146.

Keinz, P., Hienerth, C. and Lettl, C., 2012. Designing the organization for user innovation. Journal of Organization Design, 1(3), pp.20-36.

Laroche, L., 2012. Managing cultural diversity in technical professions. Routledge.

Lupton, T., 2014. On the shop floor: two studies of workshop organization and output (Vol. 2). Elsevier.

Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal, 56(3), pp.782-804.

Siemens, G., 2014. Connectivism: A learning theory for the digital age.

Spencer, M. and Lee, P.M.Y., 2015. Journal of Ethnic &# x26; Cultural Diversity in Social Work. Journal of Ethnic &# x26; Cultural Diversity in Social Work, 24(1).

Suedekum, J., Wolf, K. and Blien, U., 2014. Cultural diversity and local labour markets. Regional Studies, 48(1), pp.173-191.

Wood, V.R. and Wilberger, J.S., 2015. Globalization, Cultural Diversity and Organizational Commitment: Theoretical Underpinnings. World, 6(2).

Wood, V.R. and Wilberger, J.S., 2015. Globalization, Cultural Diversity and Organizational Commitment: Theoretical Underpinnings. World, 6(2).