Issues Relating Diverse and Cross Cultural Management Essay

The assorted hands has become a reality today. The touch on of heathen form varies with the character reference of environment and firms overall strategy. As to a greater extent and more number of firms move from domestic, multidomestic, multinational strategies to operating as a genuinely global firm, the signifi female genitalsce and impact of heathen diversity increase markedly. attention of ethnic discordences has become more important for creating advantages and getting competitive edge. Companies mustiness also consider stakeholders as employees.The viewpoints of stakeholders such as sh atomic number 18holders, suppliers, public agencies, and organisation regulators should be considered in shaping the finish of performance and approaching the respective(a) markets. In number of situations employees, customers and some other stakeholders in the service environment interact to produce the ultimate service outcome. To solve the problem of unfair, inequitable handli ng of diverse people, both as employees and customers, managers must gain that such give-and-take is bound with bureaucratic structure, subjectivity and irrationality, inappropriate policies and practices, ineffective implementation of human.Companies should on the whole reshape the change stateing culture that make possible the integration of a broad range of viewpoints that leads to a redefinition of how work gets done and how diverse markets argon approached and capitalized upon. All employees should be held accountable for their behaviors and human resources results. There ar authorized arguments for creating a diverse workforce, those be as follows 1. As the number of women, minorities and so forth in the workforce increase, so will their influence as consumers. Hiring women, minorities, disabled, etc. will help the systems to tap these niche markets. . As all the segments of night club have stake in the development and prosperity of the society as a whole, the creati on of diverse workforce should be seen as a social and moral imperative. 3. innovation enhances creativity and innovation and produces advantages. 4. Diversity helps organizations for get into the international arena. 5. Diverse teams make it possible to enhance flexibility and speedy response to change. Diversity also causes certain problems those are as follows (i) dialogue becomes more difficult. Employees from different cultures fail to understand one another.Firms operating in different language areas find difficulty in communicating with the local anaesthetic employees as local employees speak different language. (ii) Diversity increases ambiguity, complexness and confusion. (iii) Diversity also causes problems when managers and employees over generalize organizational policies, strategies, practices and procedures. (iv) heathen diversity creates difficulties for an organization when it wants to gather on a single agreement. (v) Cultural diversity increases the complexi ty and problems in developing overall organizational procedures.A company with a diverse workforce erect better serve and compete in diverse markets. Hiring a diverse workforce can be gainsay but the greater challenge is to retain the diverse workforce. Exploring best HR practices helps in identifying the best tools for retaining a diverse workforce. These practices include establishing open communication, load-bearing(a) ongoing training and mentoring programmes and linking pay to diversity goals.Ultimately, the key to create, develop, and retain diverse workforce is to find a way to make workforce to find oneself connected to their company Cultural Diversity and ManagementThe cultural impact on management is reflected by basic values, attitudes, beliefs and behavior of the people. Culture can affect technology transfer, managerial attitudes, managerial ideology and even government-business relationships. merely culture affects how people think and behave. In some societies im portant decisions are made by few top managers, while in others, these decisions are diffused throughout the enterprise. American society comes under the first subject and japanese comes under the latter case. American and other Western countries cultural norms require individual rewards that are not so in Japanese culture.In some societies, risk-taking is encouraged which is not so in others. hatful identify themselves very strongly with their company as in Japan against America where people identify themselves with their occupational group. Some societies encourage cooperation amidst people. Others encourage competition between people. The managers and employees vary on four indigenous cultural dimensions * Individualism/collectivism * Power distance. * Uncertainty avoidance. * Masculinity/ femininity (Career success/quality of life). Managing Cultural Diversity The five cultural dimensions spotlight the important cultural differences in organizations.To manage effectively in a global or a domestic multicultural environment, we need to recognize the differences and learn to use them to our advantage, rather than either attempting to ignore differences or entirely allowing differences to cause problems. Rather managers should be taught how to respect the differences at work and how to work with them to maximize the contribution of each employee. Strategies for managing cultural differences The extent to which managers and employees recognize cultural diversity and its potential advantages and disadvantages defines an organizations approach (strategy) to manage cultural diversity.Ignore Cultural Differences managers do not recognize cultural differences (diversity) or its impact on the organization. This strategy is very popular in parochial type of organizations. * Minimize Cultural Differences managers do recognize cultural diversity but only as a source of problems. In an ethnocentric organization, managers believe that our way is the best way to o rganize and manage. * Manage Cultural Differences The organizations which adopt the strategy of managing differences are synergistic organizations.These type of organizations recognize the impacts of cultural diversity that leads to both advantages and disadvantages. Synergistic Organizations Assume I. that groups within society differ across cultures and that each maintains its cultural distinctness. II. that the similarities and differences are of equal importance. III. that there are many culturally distinct ways to love, to work, and to reach a final examination goal. IV. that there are many different good ways to reach the final goal. The best way depends on the cultures of the people involved. Cross-cultural readyingCross-cultural training stresses on training employees just about other cultures and sensitisation them to the discrimination and biases diverse employees feel. Cross-cultural training aims at helping employees live and work comfortably in another culture. Org anizations can use two approaches of training that can play a big role in managing diversity. (i) First approach offers training to diverse groups of employees. People from diverse groups can be trained for an entry-level skill. (ii) Second approach is to provide training to managers and other employees who work with diverse employees.Many organizations impart practical, real-life training to teach employees how to wish situations those arise due to cultural differences. Environmental briefings to provide information about history, geography, climate, schools, government, economy, etc. Orientation in culture to familiarize the employees with value systems and culture of the host country. Cultural assimilator is a programmed learning technique that is knowing to expose employees of one culture to some of the attitudes, customs, etc. of another culture. expression training to teach conversational language skills.