Professional Culture Groups

employees on what Six Sigma actually is, how to use, and how it helps them perform

Culture is an observable, powerful force in any organization. “Made up of its members’ shared values, beliefs, symbols, and behaviors, culture guides individual decisions and actions at the unconscious level. As a result, it can have a potent effect on a company’s well-being and success” (One Page, n.d.).

The case of Karen Leary illustrates the implications cultural conflict can have on business organizations and office culture. A common mistake managers make is undermining the power of cultural constraints at the organizational level. After six years as a financial consultant at Merrill Lynch, Karen Leary was promoted to general manager at the Elmville branch in Chicago. Leary wanted to achieve success at the branch office by building high-producing, successful group of professionals who work together to provide clients with complete service in meeting long-term financial goals.

Levitt (2014) defines culture as the coherent, learned, shared views of a group of people and about life’s concerns that ranks what is important, furnishes attitudes about what things are appropriate, and dictates behavior. Macy’s corporate culture possesses a diverse leadership team to target their diverse customers and locations. Diversity, based on experiences and passion, gives the Macy’s leadership team new perspectives to promote successful business. Levitt (2014) suggests organizational diversity can be considered as a mixture of people with different group identities working in the same social system. A multi-cultural team of Americans, Italians, Germans and Swiss would adapt well in the rich bouquet of culture in Zurich, Switzerland. As a new team leader, the biggest concern would be establishing integrations between the different cultures working together at Macys.

Many employee included within the article have many different cultures and even personality and ideals. However some cultural issues will occur.

Unquestionably, organizations rely on business professionals that can manage their business across a variety of cultures. With the rise in globalization, it is imperative that business professionals have a high cultural intelligence, which is the ability to adapt to individuals of other cultures. Luckily, cultural intelligence can be developed and ameliorated with experience, training, and with a conscious effort (Cardon, 2013). As a Human Resources Manager, I have worked with people from numerous countries throughout my career, but they were all here in America. It was not until I took my most recent position that I traveled outside of the United States to one of our facilities in Mexico. Unfortunately, I knew a minuscule amount about their culture, but have been intrigued by them ever since

Globalization and technological advancement have dictated the need for managers to deal with multiple ethnic groups with different culture in their day to day interactions. According to Kulkarni (2012), cultures play critical roles in individuals, including values, beliefs, humor, worries, fears, hopes, opinions, attachments, and anxieties.

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

Working with people from other cultures will require tolerance. One of the best ways to become more tolerant is by

Employee Behaviour Works Cited Missing Introduction To organizations, humans are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines. However, there is a problem - how to get employees work effectively and productively? Is their behaviour just a reflection of individual differences?

You don’t have to be manager material but have a mindset that one day you will become a master manager. Encouraging employees to be trained and moved in different departments constantly to broaden their opportunities to be knowledgeable in all areas. Offering opportunities for employees to express ideas to help run business smoothly and actually incorporating them within those job duties. Encouraging team work by letting employees resolve minor issues without the assistance of management as long as they are aware of the problem. This lets employees come together and problem solve giving them somewhat of authority. If an employee doesn’t agree with a manager or supervisor, encourage employees to speak up and fear no one. Always keep a professional demeanor and proper voice tone when bring up matters. We all are human and make mistakes and as a manager, we may see things differently from employees in which they may offer great advice so be open and honest.

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

Knowing the cultural make-up of the employee base will help this leadership improve its communication with their employees. Understanding the cultural differences in communication will assist in the improvement of employee relationships and increase productivity. The introduction to the cultural distinctions and world views of employees and overseas companies will make the People CMM more understandable, and possibly increase the buy-in to the People CMM program.

An effective manager possesses good qualities such as sharing a vision, teamwork, communication, passion and compassion towards the business and to the workers. (Source 7)

Culture is defined to the group of people which learned behavior that has already gave the instruction from previous generation through next generation by imitation and language (Adler 1983 citing Barnouw 1963). Also Schein (1990) describes that culture is a lesson that a group has been studied and solved the problem for internal integration and learnt to survive from external environment for over period of time. For example, behavior, cognition and emotion processes and in the deepest level which is included perception, language and thought processes such as attitudes and feelings. For most of organizations nowadays have to face with an increasing of a diversity of employees which are multicultural employees especially for multinational corporation (MNC) (Fitzsimmons 2013). To deal with different cultures and nationalities, the companies and managers have to learn and understand their employees such as common language, knowledge sharing and performance (Lauring & Selmer 2011) then see how multicultural individuals can help and contribute the organizations (Fitzsimmons, Miska & Stahl 2011) and set the policies or principles for employees could be followed (Demo et al. 2012).