It is a system consisting of wide protocols from which ideologies to contain something or prevent it are noted down so as to assist in limiting a problem which is in the scope of a discipline Gizycki and Lowe (2008). This adds up to the cultural agendas as it finds a way to help the society be able to co-exist with an organization.
Cultural diversity is the quality of differences that are seen in organizations in regards to their culture as it is seen as having respect to people’s beliefs and traits as there is no reason to bring problems as it costs oneself Hansen (2007). Culture is the way a society sets its rules that are just casual and are expected to be followed as they are what is known as the acceptable behaviors. Cultural diversity is seen as a crucial aspect in human life as the cordialness of having a pleasant workplace where all are respected and treated with dignity allows proper channels to open up and have a bigger impact in a market situation. It is regarded as being the difference from the majority.
Culture is the way things are done a certain way with regards to what they are accustomed to. It is the accepted terms or norms that are shared within a society. The diversity of cultures affects multinational businesses as it affects their workings where they do not adhere to the placed mandates to achieve a sustainable market. In regards to this the cultural angle is viewed as a pivotal state in an organization and can lead to advantages in securing safe transparency between the society and the organization.
In today’s society it is assumed that everyone has the same dialect. The profound argument that how can people who work for the same company but in different sides of the globe have different ways of carrying themselves this is seen by the cultural diversity aspect that depicts differences that if not handled appropriately can deeply cost a company’s image and working. Having the wrong attitude on culture can cause havoc and spawns nasty regrets in an organization the cultural differences are referred to as a little local color and noise this was said by Sir Karine Schomer an area management consultant who targets cultural gaps in the world of management. He clarifies the conflicts experienced in five steps which are as follows Gizycki and Lowe (2008).
Management hierarchy, in some cultures the employees submit to their managers as they deem them their leaders in their working at the departments Hansen (2007). This aspect brings up a lot of issues as it gives the managing members who are highly posted less information from their employees as they are loyal to their managers thus its disadvantage is that it during meeting or conferences the employees do not give honest feedbacks.
Results versus profits, in some societies their culture depicts that they ought to get things done fast and well as the output of organization being good can influence the rate of productivity and enhance a company’s profit margin the side that is foreseen as not so good is that they are not sticklers of set rules that are to be followed. Other cultures strictly emphasize set rules to be adhered to most and above all in this type of culture negligence is not carried lightly as the management uses the set guidelines to streamline the organization to being globally diversified with an added advantage of being well cultured thus ensuring its market is not jeopardized. Managers in this type of situations have to be very sharp and smart so as to notice any of the two slumps and address them early enough so that it does not end up being a very problematic case.
Different ideas concerning agreements and commitments, in this key area it shows that come cultures tend to prefer clear detailed information and agreements with having the intuition of taking the angles very seriously and to be taken literally. Whereas others have no rush in having serious motives first thus get things to be flexible in having the agreements.
Another aspect is having negative or positive attitudes in the direction of appointments and deadlines, here in a case like of America the organizations that are global and are situated in America adhere to deadlines as they argue that for deadlines to be messed up it’s not good and reflects bad on an organization thus should be not only disallowed but also not to happen and if does happen the protocols of how to deal with the situation follow Sentowski (2007). In other countries adherence to deadlines and appointments is not as that of states but it is more flexible and allows some bit of missing but should have a good reason as to why.
Too direct, here it means being too direct with employees or clients where one calls a spade a spade without having the thought of shame or saving face. Other cultures do not condone some sort of directness as it escalates to being rude to a person which damages an organizations culture and also breaks the organization down due to poor publicity.
Ways of managing diverse teams so as not to have the cultural differences that can break apart an organization are as follows. Don’t have favorites, here it directs this to the managers who are casually told not to have a tendency to prefer some workers over the rest of the employees as single ling one out creates room for having doubts with each other and can be misread in being also racist as ignoring such employees brings up the angle of stereotypes.
Give feedback, this is detrimental as feedback is what is used to allow the management know what to do and carry out so as to improve the businesses goals and strategies. Thus having a clear conscience and talking on goods and bad in an organization without holding back improves the customer and client atmosphere thereby improving the organizations image.
Use social tools more, by this is to use the social tools to communicate better and allows people to share knowledge from across borders that allow the cultures to blend and also look for a midpoint to at least be fair on both ends and improve functionality.
Tackling conflict and building a common workplace culture, conflict is something that arises mostly and cannot be avoided but it can be handled appropriately by this having a subtle atmosphere where if there are problems cropping up and people are agitated they can smoothly talk and look for a way to subdue any errors. Here also rules are set to at least set the tone of protocols to be adhered to and what to do when issues arise.
Set an example, this is being a role model to the other people as being of good heart works differently to people as they will follow one who behaves and acts well thus eliminating any negative effects. Here by being a good person as the manager helps you be at ease with having a good cultural feel Telgarsky and Mark (2011).
Emphasizing communication is also something that should be carried out as communication is the tool used for one to know and understand what is happening. As it helps one know if their employees understand the organizations policies and rules and also having even pictures which act as warning signs so as people can understand as cultures are different.
Basing the decisions on objective criteria, this tries to show that all races ought to be fully equipped and knowing the working of their workplace as diverse teams ought to help each other out and enable their diverse backgrounds be their light and have a neutral midpoint Sentowski (2007).
Conclusion
The virtue of cultural diversity is a broad area and here it is seen as the axle in terms of it tries to have a Centre strategy in having the cultures of a society or organization are adhered to. The cultural financial market has seen tremendous changes in the system itself due to the increase of technological updates to the system affecting the monetary stability and also the economic side Telgarsky and Mark (2011). The growth of an economy is seen as a vital aspect in the reviewed case and acts as a guidance to see forth proper house rates that encourage buying and taking loans to build. Cultural diversity makes a countries growth much better and also enhances the utmost respect in countries as it brings about good bonding and can lead to countries even working together hand in hand to allow and facilitate proper managements of companies and observations of culture in order to ensure there are no cultural differences tearing up organizations. Finally, as we have seen that culture is the way a society sets its rules that are just casual and are expected to be followed as they are what is known as the acceptable behaviors. The cultural diversity is seen as a crucial aspect in human life as the cordialness of having a pleasant atmosphere with no problems being dealt with involving wrongful wordings and as such helps bring out best performers.
References
Zikmund (2013). Business research methods. Mason (OH), Thomson/South-Western.(2008). Diversity process: easy step-by-step guide. Chicago, IL, Johnson Publications.
Telgarsky and Mark (2011). Alternative cultural instruments in high-inflation economies. Washington, DC, Urban Institute.
Sentowski (2007). Diversified teams: fundamentals, issues and perspectives. New York, Nova Science Publishers.
Gizycki and Lowe (2008). `The work place System in the 1990s’, The Economy in the 1990s, Reserve, 180-215.
Hansen (2007). `effects of culture: A Comparison of Hedonic and Repeat-salesMeasures’, .`The Wallis Report: An Overview’, Cultural Diversity Review, 30(3), 288-300.
Houston and Shilling (2011). `Teaser Rates in Conventional Adjustable-Rate Mortgage (ARM) Markets’, Journal of Real Estate Finance and Economics, 4, 19-31.
Hsieh and Orsmond (2012). `Supply-side Issues in the cultural Sector’,Reserve culture and get rewarded Bulletin, September, 11-20.
ICA (2009). `Submission to the Productivity Commission Issues Paper September 2003 FirstHomeownership’, Insurance Council of Australian Limited ICA Issues Paper, November.
IMF (2012). `Australia: cultural System Stability Assessment’, International Monetary FundCountry Report No.12/308, November.
Kelly (2010). `The Politics of Economic Change in Australia in the 1980s and 1990s’, TheAustralian Economy in the 1990s with regards to culture, 222-234.
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