The author of the book has used motivational and cognitive mechanisms drawn from the theories of social identity for elaborating upon how identity patterns challenges and benefits the multicultural employees. She has created a map of identifying the possible ways for organizing numerous cultural identity ranging from integrated to separated, basing the research on identity integration (Fitzsimmons, 2013). The author has referred to demographics and data for backing up her analysis. She suggests that despite the increasing number of multicultural people in the society, the researches concerned with culture studies continue to revolve around cultural differences between individuals, ignoring the new opportunities voiced by the employees who connect with cultures. The motive of the author is to take the previous researches conducted on cross-cultural competencies to a next level by throwing light on the contributions of multicultural employees to organizations (Fitzsimmons, 2013).
Proving a brief discussion on the identity and nature of multicultural employees, the author elucidates a much required area on the topic: what is known and not known of multicultural employees. The propositions in the article are based on the different identity patterns of a multicultural individual; a result of exclusive sets of experiences and situations. As per the findings, the antecedents are both cultural and personal. Likewise, the influence of multiculturalism has both personal and social outcomes. Finally, the framework provided in the article serves as theoretical basis for managers to understand how multicultural employees use the diversity of their culture and experiences for contributing to the growth of the organization (Fitzsimmons, 2013).
The article is theoretically sound with its use of relevant social theories, although the author has not cited the sources of the data and the demographics from reliable sources. The thesis follows a proper academic structure and the flow of thoughts is rational. If the article has one shortcoming then it is the complexity of sentences and lack of qualitative data. A topic like this required information from personal experiences of multicultural individuals. However, the connections made to different areas of cultural studies are highly relevant and provides a deep understanding and insight into the plural identities of a multicultural individual and how they can use it to their purpose of making contributions to an organization (Fitzsimmons, 2013). The content would have been more comprehensible and concrete if the author made use of more real-life experiences than complex theories and unclarified data.
Reflection
The article is constructive in my understating of cultural studies as it is an elaborate presentation of the diversities in culture and provides a framework for categorizing the multicultural employees. Organizational culture and identification of different cultures is an important aspect of cultural studies and it added to my knowledge of multiculturalism along with equipping me with the necessary theories for extending the horizons of my research on the topic. The two mechanisms used in the context of the topic would be useful for backing up my claims in future arguments. Above all, I has the opportunity to learn more about the psychology and different expertise of multicultural individuals, referring to the frameworks would help one identify them better for maximizing business output.
Summary
The article refers to the aspect of cultural values and attitudes within a group. As a matter of specification, the main theme of the article is to assess the impact of the cultural values on the attitudes of the members of the group. Schiefer, (2013) is of the view that the cultural environment is partly shaped by the culture. Theory of cultural values is used for gaining an insight into the differences into the cultural values and the preferences. Differing and wide ranging preferences of the group members reflects the different attitudes. Migration has been used a background theme. Along with this, hierarchical linear modelling occupies an important position in the article, developing the concept of acculturation (Schiefer, 2013).
Reflection
I think culture is an important aspect in terms of enhancing the personality. Adherence to the cultural values is crucial in terms of maintaining the social status. Consciousness towards the complying with the cultural values enhances the existentialism of the individuals. According to me, hierarchical linear modelling is apt in terms of enhancing the awareness of the leaders in terms of cultural diversity. I think assessing the individual beliefs and attitudes of the group members is important in terms of assessing the impact on their decision making power. I feel that conducive environment helps the individuals in terms of examining the appropriateness of the cultures in which they are exerting the leadership skills.
Evaluation
Schiefer, (2013) opines that external reference broadens the scope and arena of the thought processes. This results in the conglomeration of different cultures, making the individuals confused regarding undertaking effective decisions. However, evaluation of the acquired solutions is assistance in terms of deducing relevant conclusions. Within this, theoretical consideration yields positive results. Typical example highlighted by the article is hierarchical linear modelling. Consideration of the aspect of acculturation is fruitful in terms of understanding multiculturalism. Taking into consideration, different attitudes of the team members helps in understanding the impact of the values on the members. Herein lays the importance of therapies and behavioural tests, which helps in determining the behaviours upon adjusting within a particular culture. Taking note of the scores helps in deciding the kind of support to be provided in case the immigrants face difficulties in unknown countries (Schiefer, 2013).
The immigrants need to be supported in terms of getting adjusted within a new culture. In this stage, assumption testing would be effective, as it would help in assessing the effectiveness of the assumptions, beliefs and attitudes towards migration.
The article proposes different connotations of leadership within different cultures. Conflicts are considered for gaining an insight onto the theoretical contingencies of leadership. Along with this, the article attempts to establish relationship between the cultural dimensions and leadership (Dickson et al., 2012). Practical examples are cited for enhancing the clarity of the readers regarding the implications on the management as a whole. Integrated research structure of the article provides an understanding to the readers regarding the transformations, which came in the cultures, providing shape to leadership.
Reflection
I think that the article is apt in terms of preparing the employees for emerging as a leader. An insight into the basic concepts related to leadership cultures, enriches the knowledge of the readers about the agent, through which they can venture into the path of leadership. I feel that literary references on leadership cultures provide opportunity to the readers to gain an insight into the various dimensions of cultural leadership. According to me, reference to Hofstede’s Cultural dimension is apt in terms of organizing the personality according to the given culture. I personally feel that consideration of leadership challenges is effective in terms of assessing their intensity. This assessment is effective in terms of examining the obstacles into the path of leadership.
Evaluation
Dickson et al., (2012) is of the view that Cross cultural leadership expands the scope and arena of the thought horizons of the people. Exposing rational approach towards dealing with the members of the other cultures proves effective in terms of influencing the mindset of the team members. The article upholds the North American culture, which provides a practical example to the readers in terms of exposing appropriate leadership skills, abilities and competencies. If the leaders conduct research about upgrading their leadership skills, it reflects a planned approach in terms of enhancing the personality. This brings Trait Theory and Great Man Theory into the discussion. Consciousness towards involving the members from the other cultures is assistance in terms of assessing the communication skills (Dickson et al., 2012). Ornamental language while communicating with the team members upgrades the appearance of the leaders. This indicates getting prospective customers, who would help in attaining success.
Evaluation of the exposed performance is one of the important traits of the leaders in terms of upgrading the standards and quality. Maintaining consistency in evaluation brings to the forefront the drawbacks within the performance. In the process of evaluation, the leaders get an insight into different cultures, into which they indulged for getting the necessary work. The article develops relationship between cross cultural and global leadership. This is true, as conglomeration of the different cultures advances the standards of leadership (Dickson et al., 2012).
According to Dickson et al., (2012), leadership culture and its determinants, have been practically applied into the managerial context. This has acted assistance in terms of enhancing the professional skills of the managers. This is to prepare themselves as leaders in the workplace. The article concludes with the assertion of transformational leadership, as consideration of culture, transforms the personality of the managers.
Summary
The main focus of the article is on diversity, conflicts and emotions, which are essential attributes of the team performance. According to the revelations of the article, the concept of team diversity is accounted as “fall”. According to the opinions of Garcia?Prieto, Bellard and Schneider, (2003), diversity is perceived as a subjective experience. This is the experience of the team members in terms of their feelings towards the belongingness. This belongingness is the agent, which contributes in formation of the identities of the employees. This identity formation attains different shapes and connotations at different times. Theoretical consideration towards diversity in teams provides an understanding towards the formation of social identities and its impact on the professional skills, abilities and competencies of the employees.
As per the arguments of (Garcia?Prieto, Bellard and Schneider, (2003), appraisals and rewards are effective means for influencing the mindset of the employees. Consideration of ‘black box” enhances the clarity of the readers in terms of cognitive processes, which determines the performance of the team members.
Reflection
I think diversity is important in terms of expanding the knowledge and thought horizons of the team members. For this, the managers need to consider the fact that the employees belong to different socio-cultural background. I think organizing discussions and open forums, is an “out of the box” approach in terms of enhancing the team diversity. I feel these discussions prove beneficial in terms of mitigating the instances of conflicts, discriminations and misunderstandings. I think “falling” and “feeling” relate to the emotions of the employees. Falling into different categories makes the employees feel that they are a valuable asset for the company or organization.
Analysis
Falling and feeling are two behavioural approaches of the employees towards the organizational issues. The categories to which the employees are divided are officially created by the managers. On the other hand, the categories can be perceived by the employees according to their skills, competencies and abilities. Theoretical considerations prove beneficial in terms of gaining an insight into the behavioural psychology of the employees towards the team into which they are categorized (Garcia?Prieto, Bellard & Schneider, 2003). If the employees belonging to the different socio-cultural backgrounds are involved in the mainstream business decisions, they feel that their opinions and values matters for achieving success.
Mention can be made of the social identity theory, which helps the employees in enhancing their status within the society. If motivation is provided to the employees, they can expose better performance. Reciprocation of this motivation can be self-organizational skills, which beautifies the lifestyle of the employees. If the employees set goals, their vision towards performance is enhanced. Referring to multiple external sources widen the upgrades the thought process of the team members. If they share the knowledge between the team members, team diversity is upgraded (Garcia?Prieto, Bellard & Schneider, 2003).
According to the article, diversity is perceived as multiple identities. This is actually true as the team members conglomerate for enhancing the productivity. This conglomeration indicates knowledge transfer from one member to the other. Salinity of the identity is negated as an enhancement to the awareness about the social categories.
Summary
The purpose of the author is to shed light on a topic that is rarely talked about in management: communicating with people belonging from different cultural backgrounds. The author takes case studies as examples for stressing on the importance of communication and the effects it has on people with different cultural backgrounds (Brislin, 1994). The case studies reflect different issues relating to communication and analyze in later discussions, the different approaches to interactions and management that led to the consequent success and failures of the projects. The discussion introspects the importance of the involvement of others in work and how this involvement directly and indirectly affects both the work and the worker.
The myth and stereotypes associated with culturally different individuals limit the extent of interactions they can have with colleagues and other authorities in the management. The findings of the study suggest that people seek managerial positions in an organization so that they are better able to get along with the rest of the workers. According to the arguments of Brislin, (1994), interactions, therefore have a huge role to play in the career choice and the productivity of an employee. In order to maximize the productivity of workers and accelerate the growth of a firm, it is necessary to improve the quality of intercultural interactions. The article suggests some specific goals at the conclusion of the paper that would help workers improve their communication skills and make them more accepting and empathetic towards every individual, irrespective of their culture, religion, gender and beliefs.
Evaluation
The article relies chiefly on descriptions for bringing home the argument of the author. The discussions make little or rather no use of relevant theory or data for concretizing on the stated facts (Brislin, 1994). The study identifies the problems, locates the issues relating to the problem, but the provided solutions at the end of the discussion very evidently lacks strategy, theory and cannot be relied upon for effective outcomes. However, the case studies included in the discussion of the topic makes the central idea of the topic clear and easily comprehensible. The author has taken special care of the content and the efforts in materializing the objective comes through powerfully in the detailed descriptions under the sub topics. The fact that it does not include enough research concepts and data to base the credibility of the arguments might disqualify the article as a strictly academic thesis (Brislin, 1994).
Reflection
Interaction is a crucial aspect of cultural studies and international interaction has not been so widely covered by earlier scholars as done by the author of this article. This has helped me develop a clear idea about the means of effective communication and provided me with insights into the perspectives and different approaches of culturally different employees. I feel motivated to read up more on topics concerning intercultural communications and in my research I would know better to include verifiable data and authentic resource materials to back up my claims on the topic.
Topic and the issue
The topic selected for this annotated bibliography is community development. Within this, aspects like cross cultural communication, cultural leadership, multiculturalism, conflicts, diversity within the team and cultural values occupy an important position. It can be said that communication plays an important role in solving the potential conflicts occurring in every spheres of life including the workplace. Negligence towards the conflicts aggravates the complexities in the path of development in case of the community people. Along with this, it also degrades the stability in the workplace relations. As per the opinions of Garcia?Prieto, Bellard and Schneider (2003), this makes it difficult for the employees to voice out their opinions regarding the potential issues, which they are facing. Here, communication is an effective means for maintaining the workplace diversity.
Be it a workplace or a community, the employees belong to different socio-cultural background. This is the reason for selection journals on multiculturalism. Multiculturalism is bound to result in conflicts, discrimination and harassments. The persons emerging successful in dealing with these instances transforms into a Leader. This aspect brings Trait Theory and Transformational Theory into the discussion. Convincing the community people, in terms of enhancing the adjustability skills, proves beneficial for upgrading the leadership skills, abilities and competencies. According to the opinions of Fitzsimmons, (2013), if the managers organize open forums, discussions and sessions, the employees belonging to other cultures, gets an opportunity to engage with the mainstream workplace culture. This inclusion diversifies the workplace culture.
One of the forms of communication is interview with the community people. Here, mention can be made of the selection of journal articles based on ethical considerations for preserving the cultural heritage of the community people. Typical example of this is Data Protection Act (1998), which assists the leaders in maintaining the privacy and security of the personal data and information of the community people. Consciousness of the people towards this direction enhances the personality of the leaders. Schiefer, (2013), opines that One-to-one discussions with the employees, especially with those belonging to the other cultures reflect multiculturalism in the workplace. Rationality in management of these sessions helps the managers to venture into the path of cross-cultural leadership.
Pedagogy on Intercultural Studies is one of the other sources from where the journals on the community development have been selected. One of the other criteria for selecting the journals is the stereotypical notions, beliefs and cultural issues. Lack of adequate research in this regard, has deprived the readers about the latest notions regarding community culture. Negligence in this direction has added to the complexities of the community people. If the employees are provided training on intercultural studies, their preconceived knowledge would be enhanced. Moreover, their adjustability skills would be increased, which indicates the preservation of unity and coordination.
The performance of the community people in different spheres of life has inspired me to select journal articles on their development. In some of the countries, the governmental schemes have empowered the community people to stand for their rights. Participation of the community people in different activities has generated within me the thoughts of projecting them in the limelight. This is in terms of making the whole world aware of their life struggles. I feel myself privileged for conducting research on such a topic, which relates to the growth and development of my neighbours.
Narrating their developmental stories, through the means of literary research, might be an intervention into their privacy. However, adhering to the ethical considerations is assistance in terms of gaining trust, loyalty and dependence from the samples. I think that ethical code of conduct needs to be made strict in the workplace, so that the employees are conscious towards respecting the cultures of their colleagues. Relating Schein’s model of organizational culture, I can say that this ethical code of conduct would be an effective means for altering the perspectives of the employees regarding cultural values, attitudes and beliefs. Herein lays the correlation with the views of Dickson et al., (2012) in terms of the conceptualization of leadership and cultures in the workplace context. I can agree with the arguments of Brislin, (1994) for citing reference to the conglomeration of different cultures for exposing collaborative output. I can also cite references from the assumptions of Schiefer, which provides practical examples related to the compromises regarding cultural values, attitudes and beliefs.
References
Brislin, R. W. (1994). Working cooperatively with people from different cultures. Improving intercultural interactions: Modules for cross-cultural training programs, 17-33.
Dickson, M. W., Castaño, N., Magomaeva, A., & Den Hartog, D. N. (2012). Conceptualizing leadership across cultures. Journal of world business, 47(4), 483-492.
Fitzsimmons, S. R. (2013). Multicultural employees: A framework for understanding how they contribute to organizations. Academy of Management Review, 38(4), 525-549.
Garcia?Prieto, P., Bellard, E., & Schneider, S. C. (2003). Experiencing diversity, conflict, and emotions in teams. Applied psychology, 52(3), 413-440.
Schiefer, D. (2013). Cultural values and group-related attitudes: A comparison of individuals with and without migration background across 24 countries. Journal of Cross-Cultural Psychology, 44(2), 245-262.
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