The concept that “national culture” turns the populations behaviour of distinct national states (territories) both outside and inside of the firms (for example the actions and decision of consumers and managers) has wide-ranging provision in both management and academic consultancy societies. Training, research and teaching that attributes with casual power towards national culture is dependent mainly on the description and conception of theorist like Geert Hofstede, Fons Trompenaars, and Edward T. Hall etc.
The approaches and dimensions of culture are essential international business aspect. Making sure how cultures observe diverse business aspects might be helpful for the manager to navigate from international world market. Efficient usage
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Within a rising global economy, Hofstede theory is considered to be more linked with present businesses as compared to the past when the theory was developed. From Hofstede theory it has been asserted that due to intrinsic cultural differences among nations, no universal management approach take place that can be taken and practice worldwide. For various organisations that mainly deal in international market, it is considered that Hofstede management theory can calculate the difference within success and failures within global market (Hofstede, 2001). Even the organisations that deal nationally or locally can get advantage from overall concept of “management theory of Geert Hofstede”, as this attempt to optimally and effectively motivate using culturally diverse teams, majority of which are …show more content…
Some of the challenges that are necessary to be discussed in the task includes:
• Communication: Language, perceptual and cultural barriers are necessary for overcoming the diversity programs in order to succeed. Inefficient communication of main aim results in lack of moral and teamwork and confusion
• Resistance to change: Within an organisation there are employees that do not accept the reality that the cultural and social structure of their workplace is transforming. The “we have done it this way” approach inhibits progress and discourages new concepts and ideas.
• Application of diversity in the workplace policies: This might be intervening trial to each and every diversity supporters. Equipped with the outcome of research data and employee assessment, they need to implement and build a customised approach for maximising the impact of diversity within workplace for specific firm.
• Effective Management of Diversity in the Workplace: only diversity training is not enough for creating firm’s diversity management plan. An objective needs to be implemented and created for developing a culture of diversity which permeates each function and department of the
Diversity is not something one may think about in daily life, or even on a regular basis; however, it affects us each and every day, and in more ways than we would like to believe. The term diversity may be used to describe something positive, such as the diversity of a school’s athletics participants has helped reduce gang violence by facilitating cross-cultural friendships. It may also carry a negative connotation, as in a workplace’s lack of diversity has cultivated an environment of racism and sexism that affects company productivity. It is especially important for employers to be aware of the issues surrounding workplace diversity, as this can affect every aspect of a company. In my search to understand some relevant issues
The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..
Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.
Since public and private organization uses managing diversity concept ,this chapter addresses how managing diversity concepts is use several ways such as organizational and management level, group performance, group dynamics, group perspectives, and individual identity.
Many employers are unaware of the benefits of and ways to achieve workplace diversity. This Diversity and inclusion training plan provides this information. This plan is designed to be presented by an individual who is knowledgeable in diversity and business strategies and who is familiar with the company’s strategic business plan. By the end of this training the employee should be able to provide a clear understanding of what diversity is and what it is not, to raise a greater awareness and sensitivity to diversity issues that go well beyond
Organizations in every size are realizing the value of creating a plan to increase and manage diversity within their companies. The steps in developing this plan can include; assessing needs,
When one speak of the word diversity, odds are the first thing that comes to mind is either race or gender, when in fact it is a whole lot more that can be considered and not just race alone. It can be diverse ideas, diverse training, diverse cultural, diverse academic abilities, and diverse skills. Diversity Management is the practice of recognizing and supporting multiple lifestyles and personal characteristics within a group of people. In today’s workplace diversity is not a norm but also an encouraged workplace makeup from employees, shareholders, government, and employers. Diversity
Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil
The second approach is constituted by Hofstede, who makes various researches to compare work-related values across employees working for a multinational corporation IBM in a total of 65 countries. Using the information obtained with these researches Hofstede produced a comparison between national cultures on five dimensions:
Workplace diversity is dealing with the differences that employees have but it is also the celebration of these differences in the company’s work environment. Therefore, the company’s diversity training is very needful to building awareness and maintaining a cohesive work environment. In developing a diversity training program several things need to be considered such as: assessing the needs of the team, providing tangible materials that reflects the training requirements, as well as how the information will be presented to the employees. A successful implementation of diversity training allows the company to experience higher employee retention rates, greater morale, less lawsuits, and improved production.
The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)
Cultures are varying among different parts of the globe. People with different cultures have different characteristics and viewpoints on the subjects due to diverse understanding and method of learning. During the past few decades, the international trade grows in a very rapid rate due to the advantages that it provides; “increased sales, operational efficiencies, exposure to new technologies and broader consumer choices” (Heslin). Therefore, when considering the culture aspect to current business world, it is crucial for business to understand the culture aspect because of the tremendous growth of international business as well as utilize the international market to its maximum
Using appropriate theories critically analyse the role of culture in International Business. Support your answer by quoting relevant examples from the case study.
Understanding the influence of culture in business practices and managerial decision-making requires explaining the differences between cultures. This is why, Hofstede (appendix 1) presents a well-known model based on four dimensions of culture:
he decision-making processes in multinational organisations are linked to several variables, such as political, social and legal elements. In the growth of international trade, foreign direct investment and the cross border flow of technology, increased emphasis is placed on culture in business. Culture is taking on a vital role in ensuring benefits for businesses, mainly with regard to business success or risk. The integration of cultural characteristics with management practice is now considered to be the main principle at work in accomplishment.