Managing Cultural Diversity
It is important to manage cultural diversity in order to achieve organization's goals collectively taking efforts and thoughts of every employee in the company. It can be performed by:
1. Education of employees about mindset of diversity.
2. HR systems should be bias free.
3. Train managers with competencies like:
Knowledge of culture
Interaction skills for foreign clients.
Global strategies to identify business opportunities.
Global perception for world market environment.
4. To develop policies on grievance, sexual harassment, abusive behavior, psycholo-gical problems or torcher etc.
5. Create open trust and lasting relationship environment.
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6. Preparing managers for foreign assign-ments through cross-cultural training to overcome cultural shock.
7. To develop organizational culture for valuing differences.
8. Avoiding discrimination in policies, like racial discrimination in recruitment, career devel-opment and planning.
9. To foster and develop mutual adaptation.
10. To recognize heterogeneous groups that will produce better ideas.
11. Top management should encourage em-ployees to participate in multi-cultural events.
Dimensions of Cultural Diversity
Motivation
Leadership
Communication
Managing Cultural Diversity
Teams
Work Values
HR Practices
Following are the dimensions in managing cultural diversity:
1. Motivation: Employees must be motivated to act and engage themselves in achieving goals and they must be rewarded also. Every country has its own distinct factors and style of motivating its employees.
2. Leadership: To become a successful
leader in the organization, one must be flexible
in all working environment, proficient in international language and communication, culturally sensitive and knowledgeable about institutional influences, a promoter and user of world wide cultural synergies.
All countries have their distinct beliefs like:
(a) Dutch don't believe in leadership, all are equal for them.
(b) In Canada, Brazil, Australia leaders are participative.
(c) Americans believe in leaders who bring empowerment.
(d) Indians believe in leader who promotes development etc.
3. HR practices: Every nation and its
organizations follow some particular practices and policies.
They are exclusive in recruitment, selection, appraisal, compensation and training.
For example:
In Korea, seniority based promotions are preferred compared to appraisal-based.
Japanese believe in job defines the person and other management-labour disputes are rare there, because of traditional and cultural factors as compared to India.
In Germany, Netherland and Luxembourg employees have direct representation in the supervisory boards.
4. Teams: There are multicultural teams
in every organization like:
(a) Token teams: Only one member from another culture or country.
(b) Bicultural teams: People from two
cultures in one team i.e. Indians and Americans etc.
C) Multicultural teams: In such teams, you will find many people from many cultures.
So companies must learn to manage such teams and create synergy to achieve goals.
5. Communication: Every successful or-
ganization requires cross-cultural communica-tion. And if mistakes happen in this process, then it can be a problem for an organization to survive globally.
To have an effective communication across cultures, one must learn the language of other country, neutralize language accents, use clear nd straight forward language, develop cultural ensitivity, be sensitive to verbal and non-verbal ommunication etc.
6. Work values: Work values are important they bring job satisfaction. Greet Hofstead as following framework for values,
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