Relationship Between Diverse Cultures And Values

The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is predictable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations is understanding the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees

Diversity represents the existence of difference of ethnicities, vernaculars, civilizations, nations, affinity orientations, genders, religious branches, capabilities, social classifications, ages, and nationalized origins of the personnel in an organization. When used with reference to the corporate environment, it frequently incorporates the standards of respect, impartiality, inclusion, and acceptance. However, diversity perchance may intensify numerous extents of values tension. Where variances are innovative or passionate, and where negative stereotypes previously ruled communications between specific groups, understanding of the possibility for divergence is compulsory (Hartman, L., 2017).

According to behavioral theories of communication and decision-making the rational solution to a problem is not always the best answer. Therefore, when diversity creates controversy, which inhibits the development of an organization, the organization is forced to adopt other useful tactics that would result in positive outcomes. This document will focus on several aspects of cross-cultural conflicts; A)

Healthcare worker should learn common words and phrases to assist with communicating taking notice to verbal and nonverbal communication. Be aware that many cultures incorporate religion or traditional methods into healing. This may need to be incorporated into the patient’s medical care. Healthcare workers can tailor care taking into consideration the patient's cultural background. When providing healthcare information, use little medical terminology. Assess the patient’s understanding using the teach back method. Facilities can recruit multilingual staff to improve the communication with ethnic groups (Zeh, Sandhu, Cannaby, & Sturt, 2014).

Broad definitions seek insertion, but do not allow for identification of the differences between functional and social diversity. These differences make the organization confused and leave it in unclear state, as a result most diversity management program adopted fails due to lack of reliability in the definition of diversity. The impacts of diversity in the workplace can be both positive or negative. Some negative effects include dysfunctional conflicts, lost productivity, and difficulty to achieve synergy in group settings. Positive effects include a strong knowledge and skills base created by a variety of cultural experiences, an in-house resource of cultural trainers and informers, and greater readiness to expand the business international and globally. For the most part, the effects of cultural diversity in the workplace depend on how well they are being managed by the organizational leaders. With the right strategic planning and commitment, top management can enhance the positive effects and reduce the unfavorable effects of cultural diversity in the workplace. After analyzing many research work and business report on this topic, we found out that diversity have no absolute effect and can only be judged by the way it’s implemented. It need joint and integrated effort starting from the top management to the non-managerial levels, supervisors should lead employees the right way, coordinate and stay available to any conflict or diversity problem. After doing all your best you can eventually judge the diversity plan and evaluate how successful was it, because no generalization can be

Developing cultural diversity in the workplace is an important factor in creating a sociable and productive work environment. The mission and vision of an organization should be representative of the cultural diversity of their employees. When I immigrated to the U.S., like many other immigrant I chose New York as a place to live and work. My decision was based on the population diversity of this metropolitan city, which was going to ease my integration in the American lifestyle and workforce. Ironically enough, in my current work place I have had the unique opportunity to work with people from all over the world. As a joke we call our office the “United Nation”. Besides the employees born in the US, the rest of us originate from 9 different countries including Peru, Dominican Republican, Puerto Rico, Bengali, Egypt, Albania, Jamaica, and Nepal. It is the best environment to work as we have a conglomerate of upbringings, customs, backgrounds, languages, personalities and different perspectives.

Unfortunately, values don’t always refer to something positive. They can also be negative. They can still also be categorised as superior or inferior. For example, Western materialistic outlook have made people more individualistic, selfish and seeker of comforter. The endless pursuit of wealth has made us forget that there is something more to our life than just wealth.

The values and beliefs of different cultures in the healthcare setting are fundamental in providing adequate patient care. Knowing the specifics of your patient’s culture is necessary when completing the nursing process. It is important for the healthcare provider to understand the Indian culture, how they communicate, their spiritual beliefs, specific nutritional preferences, and health risks they face.

The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What may be considered acceptable and natural in the workplace for one person may be unacceptable for another person. People from diverse cultures bring new ways of thinking, creativity and language skills needed to survive in today’s work force. In many

In studying cultural competence, it is important to acknowledge the fact that people were differently born, raised and lived in social, organizations and educational cultures. Therefore, the culture we are brought up to form a foundation on how we make assumptions, values, beliefs, values and behaviors. When people in an organization get to interact, there are many difference and similarities as pertains to their cultural expectations, and it often make the interaction between the employees be either challenging or exciting. Therefore, organizations contain people of that setting, and thus it is important to observe diversity for common understanding of one another (Barrera, 2010).

Most businesses will compete for the global platform. So promoting cultural diversity is no more of a legal issue but also a moral one as well and a business obligation. One benefit of managing cultural diversity in the work place is the direct impact on productivity and profits. If and when a company decides to invest in a diverse group of people, it’s the diverse work place ethnics, innovation and perspectives and innovations, experiences, and ideas invested in the business’s way of working.

In America, many immigrants do not lose their culture identify like language, religions, and foods. People can identify other people who is Korean-American, Mexican-American, and Italian-American. It shows that many different cultures of people who live in United States, combine like a salad bowl. “Diversity describes race, gender, age, and other individual differences.” (Schermerhorn, 2013) Diversity is not only involves how people recognize themselves. It is how they realize others. (Diversity will increase a lot in few years. – go to conclusion?) This diversity in workplace considers benefit and challenge of diversity for leaders and organizations by responding to the following sentences:

Culture, as described by Daft (2016), “provides people with a sense of organizational identity and generates in them a commitment to beliefs and values that are larger than themselves” (p.387). Because culture is present at different levels, 40% of a company’s cultural values can be ascertained by visible elements. An outsider can speculate as to the basic culture within an organization by observing dress code, organizational structure, practiced rites of passage, and types of control systems in place. Additionally, through shared stories, sayings and symbolic artifacts an outsider could ascertain further clues to the culture, according to Daft (2016). While these visible aspects of organizational culture exist, and can be plainly seen by people outside the organization, they are created by the factors that make up the remaining 60% of the company’s culture that only an insider with a working knowledge can understand.

Perception is the process of selecting cues from the environment, organizing these cues into some coherent pattern, and interpreting the pattern. It’s related to intercultural communication because perception is the process whereby people convert external events and experiences into meaningful internal understanding. Values are shared ideas about what is right/true and beautiful. They help us understand culture by guiding behavior in society and shaping the social norms in a given culture.

As the world economy is becoming more and more international, it has now become essential to know how to interact with people coming from some other countries. Nowadays most of growing companies are treating with partners abroad but some of them are facing communication problems. Cross cultural communication consist in a field of study that looks at how people from different cultural background communicate. In our essay we will see in what extent dealing with a multucural team is apparently a drain, then we will list the different methods that managers can use to solve these issues and finally see how a multicultural team can becomes a gain when it is well managed.