Enterprise Leaders Can Develop A Multicultural Organization - An Essay On The Nature Of Cultural Diversity In Organizations.

Problem Associated with Multicultural Workforce

Write a report on the Nature of Cultural Diversity in Organisations and how Enterprise leaders may develop a Multicultural Organisation.

Twenty first century is considered to be the era of multicultural dimension in professional aspect. Late nineteenth century after the brink of the Second World War has witnessed a subtle emergence of globalization that in the eighties metamorphosed into a major observation and study for millions of scholars thus determining the future characteristic of the world in terms of considering the economic change and social metamorphosis (Guillaume et al. 2017).  The configuration of business organizations in the late nineties of the former century kept witnessing sudden change that was accompanied by the boom of centrifugal economic forces of capital investment. Since the world started accepting the overseas employees so as to ensure cost reduction in human resource investment, most of the global companies and MNCs started hiring the personnel from different countries. This has evidently resulted in the emergence of cohesive and multicultural workforce in most of the MNCs.  The term multiculturalism has often been considered to be associated with political theories. However, broader range of studies has often broken the boundaries of such.  Eradication of moral and conventional boundary is the major goal of most of the organizations since a better work force needs to be built up.  

This paper is going to focus on the arena of organizational leadership in a multicultural environment. Cohesive culture in an organization has often been found to be perplexing the working collectivity thus adversely affecting human resource performance and inbuilt competency of an individual (Guillaume et al. 2014).

Different countries have different mindset towards the acceptance of workforce and the treatment also varies. Culture has been playing a vital role in conceptualizing the basic changes in terms of making it a greater context for business development. As a matter of fact, it has been observed with the effective understanding that most of the idolized business leaders have been white men.  As argued by Dalglish and Miller (2016), consideration and regard to leadership has remained captivated within a narrow cell of racist behavior.  In the world of multiculturalism where the walls have been eradicated from the effective understanding of cohesive leadership culture it has been taken into certain consideration pertaining to the effective changes with the methodological manner of the entire case. As a matter of fact, this has to be taken into certain consideration pertaining to the effective understanding of the entire fact.  

Emphasis of Communication

Diversity management plays an important role in any organization to maintain the effective correlation among the employees.  It has rightly been stated that diversity can hardly be the considered as the process of number making of employees belonging to different culture. It, rather, ought to be the amalgamation of workforce with different mindset and cultural values conceived by the individuals in an organization.  Australia being one of the most cohesive countries in the world needs to be driven to a successful cultural hub in terms of performing business activity.  An article published in the Forbes has clearly indicated the lack of cultural intelligence in American corporations that has been responsible for the dwindling nature of the organizations. The attrition level of the overseas workers has remained higher in the United States than the other countries because of a lacuna in accepting workforce diversity.   To quote from the Forbes, “in today’s new workplace, diversity management is a time-sensitive business imperative” (Forbes.com 2017). As a matter of fact, the growing milieu of multiculturalism in the global market has resulted in a strong plinth of the organizations.  The basic problem lies in this fact that the cultural base is hardly accepted and taken into consideration in the MNCs. In order to comprehend the changing terrain of the face of cultural intervention in the business sector it has to be taken into certain consideration that most of the working staff need to reconcile and withdraw agitating and hateful approach towards the fellow workers from different culture (Purdy and Manning 2015). The basic understanding of the fact, pertaining to the effective chance has to be taken into certain consideration with the effective consideration of the entire case so as to incorporate the basic understanding of the entire case (Bloom et al. 2014).  It has been observed that most of the corporate leaders pay lp service to pertaining to the acceptance of cultural diversity in the organizations; however they do not tend to carry out what they deliver in words (Canas and Sondak 2013). Such grievances have been effective in the understanding of the entire case pertaining to the effective chances of the entire case. As a matter of fact, this has been taken into certain consideration pertaining to the effective understanding of the entire case.

Taking the setbacks in consideration one needs to incorporate some important strategies to provide adequate space for the diverse working staff.  Five key aspects have been identified in order to find out the policies impacting upon the diversified work culture (Goetsch and Davis 2014).  

Organizational Communication

Multiple dimensions of diversity have been detected by most of the scholars. These are the followings:

1. Gender
2. Culture
3. Regional Culture

1. Mental and Physical Abilities
2. Religion
3. Literacy
4. Functional Role and Status
5. Family Status

1. Geographic Location
2. Age
3. Ethnicity
4. Sexual Orientation
5. Language
6. Working Style
7. Learning Style
8. Ideology
9. Management Style
10. Thinking Style
11. Personality
12. Profession
13. Literacy
14. Organizational Culture
15. Work Experience  

While considering the change management system in terms o providing the platform to cultural diversity the aforementioned elements ought to be incorporated with effectiveness (Bond and Haynes 2014).

In order to understand the basic chances for the cultural understanding of the diverse cultural arena one needs to ensure how effective the communication would be in considering the workplace diversities.  The organizational leaders ought to ensure that the employees from different cultural backgrounds are capable to understand and embrace the core organizational policies. In this case language plays an important role to validate the structure of communication.

Organizational communication constitutes of memoranda, individual meeting and business intranet, private and group messaging and chat rooms and so on.  The aforementioned business communication tools would be helpful in approaching towards the effective multicultural workforce. Discussion forum is also considered to be a key element to excel the strength of organizational diversity in cultural context (Purdy and Manning 2015).   The following diagram succinctly demonstrates the management policies to cope up with the workplace diversity. These are considered to be the effective factors for achieving social cohesion in an organization.

The aforementioned diagram succinctly shows that the factors are highly effective in terms of creating workforce diversity.  As a matter of fact, this has been taken into certain consideration pertaining to the fact that this has been taken into certain consideration with the effective chances.  The compliance factor, organizational factor and market factor help decide how the workforce diversity is addressed by the organization.

Conclusion:

Having understood the aforementioned policies the communication strategies would be driven to the effectiveness of considering human resource department. Since the objective of an organization leads to utter succession and acceptance of competency of an individual, the notion of cultural difference ought not to be prioritized over professional discourses, however the characteristic trait of different cultures can be given due veneration.  Every individual worker shall be provided with due space so that she or he can practice own identity within the organization. This is how the balance can be maintained intact. 

Reference:

Bloom, N., Garicano, L., Sadun, R. and Van Reenen, J., 2014. The distinct effects of information technology and communication technology on firm organizati

Bond, M.A. and Haynes, M.C., 2014. Workplace diversity: A social–ecological framework and policy implications. Social Issues and Policy Review, 8(1), pp.167-201.

Canas, K. and Sondak, H., 2013. Opportunities and challenges of workplace diversity. Pearson Higher Ed.

Fitzsimmons, S.R., 2013. Multicultural employees: A framework for understanding how they contribute to organizations. Academy of Management Review, 38(4), pp.525-549.

Forbes.com. (2017). Forbes Welcome. [online] Available at: https://www.forbes.com/sites/glennllopis/2011/06/13/diversity-management-is-the-key-to-growth-make-it-authentic/#5286ebee66f3 [Accessed 17 Aug. 2017].

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), pp.276-303.

Kuijpers, A., 2015. A NEW DIMENSION TO THE MULTICULTURAL DEBATE(Doctoral dissertation, Central European University).

Purdy, M.W. and Manning, L.M., 2015. Listening in the multicultural workplace: A dialogue of theory and practice. International Journal of Listening, 29(1), pp.1-11.