Diversity Management and Cultural Intelligence

1260 Words Apr 18th, 2015 6 Pages
CARROLL 1

Shavasia K. Carroll
Current Issues in OB
Final
Diversity Management and Cultural Intelligence
Diversity Management and cultural intelligence is the crucial keys in today’s workforce to successfully compete in a global marketplace. Corporations can no longer use lack of cultural intelligence as an excuse. Organizations pursuing global success must embrace diversity in their thoughts, actions, and innovations. Diversity doesn’t just focus on making the numbers, but how the organization’s business model is rooted authentically with its people. More and more leaders are realizing that they just don’t connect naturally with the changing face of global consumers. In today’s global workplace, diversity management and cultural
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It shows gains in the diversity of the workforce and implements resources groups and structured mentoring programs (Mor-Barak, 2011). Using tools such as the Seven Dimensions of Culture,
Hofstede 's Cultural Dimensions, and Wibbeke 's Geoleadership Model to understand what makes employees’ cultures different. The organization shows a competitive advantage with talent by reaching a wide range of customers and clients. These initiatives have senior management support, accountability, backing of an overarching corporate philosophy, multiple measures of success and that allow for changes in the corporate culture that improve the diversity climate are more likely to be more effective than initiatives that lacks these key ingredients (Bernardi, 2009).
Once you are aware and able to plan in light of your cultural understanding. A cultural intelligence strategy for an organization is to implement a metrics-driven accountability for its diversity management effects (Llopis, 2011). The organization shows innovative diversity management initiatives, such as work/life programs that aid in

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retention and talent development and the linking of supplier-diversity efforts to community building (Four, n.d.). Cultural audits identify obstacles faced by employees of backgrounds and modify the organization’s practices through surveys and focus groups
(Mor-Barak, 2011).
Finally in the last step,
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